Hiring in FMCG is rarely just about filling a vacancy.
The Head of Sales you appoint this year decides which listings you hold next year. The planner you hire decides how much stock you write off. MAVI Partners helps consumer brands get those decisions right.
In a scaling business, one hire can be a tenth of the team.
A large company can absorb a hire that does not work out. A brand with twenty people cannot do it so easily.
The wrong National Account Manager costs you a range review. A Marketing Manager who has only worked with big budgets can spend yours in a quarter. A Supply Chain Manager who has never dealt with a co-manufacturer learns on your stock. These are the things Sagar asks about before a search starts, because the job title on its own says very little about who will succeed.
Five stages. The same person at each one.
Understand
The company, the commercial challenge, the culture and the real reason for the hire.
Map
The relevant market, including people who are not applying to anything.
Engage
Good candidates approached properly, with the opportunity described honestly.
Assess
Experience, motivation and fit with the people they would work alongside.
Deliver
A considered shortlist, then the process managed through offer, resignation and onboarding.
Three models. The right one depends on seniority, urgency and complexity.
Contingent
A fee on a successful appointment. Suits roles where good candidates are reasonably available and you want to move quickly.
TypicallyManager level roles with a clear briefExclusive
MAVI as your only recruiter for an agreed period. One version of your story in the market, and a fuller search in return.
TypicallySenior manager and Head of rolesEngaged or retained
A committed search with a fee paid in stages. For senior, confidential or hard to fill appointments where the whole market needs covering.
TypicallyDirector and leadership rolesNot sure which fits? Sagar will recommend one after hearing the brief, and it will not always be the most expensive.
Whoever owns the hire.
Founders and Managing Directors
You need pace and judgement, and someone who understands that a first Head of Sales in a scale-up is a different job from the same title in a corporate.
Functional leaders
Sales, Marketing, Supply Chain, Operations and Procurement Directors who want a recruiter that understands the function and the calibre of person required.
People and Talent teams
An extension of your team for the roles that need a specialist network. Clear process, regular updates and market feedback you can use.
Four functions, recruited in depth.
10+ yearsSpecialising in FMCG recruitment
Searches, told as commercial stories.
Case studies and client feedback will be published here once clients have given permission.
Have a role in mind?
Talk it through with Sagar. You will come away with a view on the market, the salary and the best way to run the search.