A few years into a successful run as a plant operations manager, a candidate gets recruited for a director-level role at a regional food manufacturer. The interviews go well. The comp is a step up. Beyond the salary details, he doesn’t ask many questions during the interviewing process and accepts the offer as soon as […]
Read More
The offer is accepted. The new hire starts. The team exhales, and the HR team immediately moves on to the next open role. It’s an understandable reflex, especially in food and beverage, where hiring pressure rarely lets up, and specialized talent is always in short supply. But there’s a discipline that separates good hiring teams […]
Read More
A job offer that comes with a salary bump is easy to get excited about. But before you sign anything, it’s worth stepping back and asking a harder question: Is this the right move? Accepting a new position is one of the most significant decisions you’ll make in your career. A higher base pay can […]
Read More
Experienced hiring managers develop real pattern recognition over time; reading a room, sensing energy, noticing what a candidate doesn’t say. That instinct has value. But left unchecked, it can also lead you to overlook strong candidates or make wrong decisions. In food & beverage, where you may be hiring a plant manager, a QA Director, […]
Read More
You left the interview feeling confident. The conversation clicked, you had solid answers, and the hiring manager seemed engaged. Then a week passes… or two. Finally, comes the email you didn’t want. In food and beverage hiring, professionals are evaluated beyond technical qualifications. How you communicate throughout the hiring process signals professionalism, attention to detail, […]
Read More
Co-authored by Resume Pilots and Kinsa Group When hiring at the executive level, the pressure to make the right choice is immense. A great leader can transform a business. A poor fit? Expensive in every sense. And yet, most leadership resumes look remarkably similar—impressive job titles, well-known companies, and solid metrics. So how do hiring boards and senior […]
Read More
The average tenure in food and beverage roles has been shrinking for years. Plant closures, brand acquisitions, stagnant compensation, and career pivots are all part of the food industry’s reality — yet “job hopping” still raises eyebrows on resumes and while interviewing. If your resume shows multiple short tenures, you need to explain them well. […]
Read More
The hardest part of building a PTO policy in food and beverage isn’t deciding how many days to offer. It’s reconciling a calendar that doesn’t care about your policy design. Your sales director just worked four straight days at Expo West. Your plant manager is fielding PTO requests during Q4 holiday production. Your marketing lead […]
Read More
Co-authored by Resume Pilots and Kinsa Group When senior professionals apply for executive roles, their resumes often begin to look eerily similar: strong P&L responsibility, multi-million-dollar budgets, high-performing teams, and a trail of impressive metrics. But in a competitive leadership market, competence is not the differentiator. What sets candidates apart—especially at the executive level—is their […]
Read More
When a plant manager walks out after six months or a quality director leaves before their first annual review, the exit interview usually points to misalignment: role expectations, company culture, management style. What it rarely mentions is that the warning signs were visible long before the resignation letter. Most food and beverage employers track turnover […]
Read More
