Outshine Larger Competitors with Great Culture, Agile Decision-Making, and Flexible Work Models
By Ashton Hansen
It’s a common misconception that the bigger the company, the better the opportunity for key executives. While it’s true that larger organizations have a size advantage in revenue, employees, and locations, there are numerous other reasons for leaders to choose a mid-sized food and beverage company.
For human resources (HR) teams and executive search firms, attracting (and retaining) the best possible talent is all about highlighting those amazing differentiators.
The Same Positive Workplace Qualities Will Attract—and Retain—Great Leaders
Employee retention and executive recruiting are separate processes, but the most effective companies recognize the connection between the two. The same workplace qualities that help great leaders thrive within your organization can also attract the next generation of executive talent.
As your mid-sized food and beverage company evaluates its employee brand, culture and compensation strategy, these elements can be aligned to appeal to executive talent during the hiring process while reinforcing engagement and long-term leadership success within your existing team.
More Opportunity to Take Initiative, Affect Change, Make an Impact
Just what are the opportunities where mid-size food manufacturers, retailers and distributors can outshine their larger competitors?
“Less is more” is one to lean into. In a mid-sized food and beverage company, it’s likely faster and easier for executives to make a significant impact. Whether it’s developing a new product, automating part of the manufacturing process or perfecting the global supply chain, fewer employees means more opportunity to lead high visibility projects that truly affect change.
For executives with an eye on innovation, technology, efficiency or process improvement, mid-sized food and beverage firms can be an ideal place to take the initiative on small and large-scale transformations.
Operational speed and agility is another differentiator that matters to executives. Mid-sized companies typically run with less bureaucracy than their enterprise counterparts. That means fewer layers of management and fewer approval chains for leaders to navigate. Most executives appreciate that clarity and transparency compared to more matrixed organizations.
Ownership is another lever that can set mid-sized companies apart from larger food and beverage businesses. Having a say in strategic decisions as a partial owner, a financial stake through equity or an employee stock ownership plan (ESOP), or other long-term incentives will appeal to many top food and beverage leadership candidates. They’re all a reminder that bigger isn’t always better!
Outshine the Competition in these Four Critical Areas
Most mid-sized food and beverage companies already shine in a number of these areas. Clearly articulating and promoting these strengths internally can strengthen retention, while externally positioning the organization to attract new executive-level candidates during the hiring process.
Here are four other techniques to lean into as your mid-sized food and beverage company looks to recruit and retain executive leaders.
1. Connect on culture
According to Gallup, workplace culture is one of the primary reasons why employees leave an organization, followed by lack of opportunity for advancement or career development.
Culture is also one of the top reasons why executives join an organization. That makes your food and beverage company’s employee brand essential to retention and recruiting efforts.
A strong culture centers on a shared vision and values. Leaders want to know what your organization stands for: your purpose, your goals and how their roles fit into that picture. They also want to make their voice heard and participate in bringing your culture to life.
Take the time to clarify your mission and key objectives, then define an ongoing strategy to communicate these critical tenets through meetings, company policies and two-way feedback loops. Be sure your unique cultural differentiators come through when new executives consider opportunities at your organization.
2. Invest in professional development
Leaders never “age out” of learning. Yet many food and beverage companies (of all sizes) focus the majority of their effort on entry level and mid-career professionals.
Unsure where to start? Look beyond virtual courses or leadership retreats. Consider AI-certifications, tuition reimbursement for advanced coursework or even encouraging C-Suite executives to land board positions with complementary companies. Ongoing peer-level roundtables, association memberships and one-on-one executive coaching are also valuable offerings.
3. Be flexible on return-to-office
Work-life balance remains important to employees at all levels. Being flexible on return-to-office can be a great differentiator with top executives. Flexible work models (where roles allow offsite work) can improve employee satisfaction and help attract a greater pool of talent outside local candidates.
For example, instead of requiring three or five days a week in office, try one week a month where full teams gather onsite. Consider enabling fully remote work environments for tough-to-fill positions in finance, marketing, sales or human resources where there’s less demand for onsite work. Any opportunity to show work-life balance in action can increase your appeal with executive candidates and help retain existing leaders.
4. Improve onboarding
A disciplined approach to new leader onboarding is a final way for mid-sized food and beverage companies to excel with key leaders. McKinsey research shows a staggering 40-50% of executives leave their new roles in the first 18 months. It’s not because of lack of talent—for many, it’s a lack of internal support during their crucial first few quarters on the job.
Effective onboarding is especially critical for external leaders hired with a mandate for change. It ensures the organization is aligned and prepared to support the executive’s impact from day one.
Creating thoughtful and formal onboarding processes as part of your recruiting efforts demonstrates your company’s commitment to success and gives your top executive candidates one more reason to say “yes” to your offer.
More Reasons for Food and Beverage Leaders to Say ‘Yes’
Mid-sized food and beverage companies offer tremendous opportunity for the right executive candidates.
- There’s the innate impact of a “less is more” organization where it’s faster and easier to take initiative, make an impact and drive change.
- There’s a unique culture that connects the company’s mission and strategy directly with a leader’s contributions.
- There are ways to use flexibility and creative thinking in work environments, professional development and onboarding to stand out from larger competitors.
If your company can showcase positives like these, you’re well on your way to attracting and retaining the best-of-the-best in food and beverage talent.
Ready to take your executive recruiting and retention to the next level? Connect with the experts here at Curtis Food Recruiters. We specialize in this industry and take a personal, consultative approach that brings lasting results for our clients.
Meet The Author
Ashton Hansen
Since 2011, Ashton has built a strong career in recruitment, with the past decade focused on executive search. She partners with C-suite leaders and senior executives to help organizations build high-performing teams through thoughtful hiring strategies aligned with business goals. Known for her relationship-driven approach and genuine curiosity about people and business, Ashton is committed to helping clients and candidates achieve long-term success.