Posted by Ginni Garner on Mon, Feb 20, 2012 @ 12:08 PM
The Nutrition and Natural Products division of Sanford Rose Associates provides executive search and recruitment solutions for companies in the Consumer Health & Wellness sector. We work large multi-national companies, midsize firms as well as early stage start-ups.
We are pleased to announce the completion of a search for Vice President Quality.
Our client, a contract manufacturer in the OTC and dietary supplements industry, requested our assistance in hiring a Vice President Quality. This executive would be in charge of both Quality Assurance and Quality Control and had to have prior quality management experience within the pharmaceutical, OTC and dietary supplement industries.
The biggest challenge of the search was identifying candidates who were willing to relocate to the west coast. Fortunately, the hiring organization offered a competitive compensation and relocation package.
Four weeks after the search began, we presented a slate of four qualified quality executives to the COO. Interviews took 3 weeks and the final candidate was offered and accepted the position during the eighth week of the search.
Posted by Ginni Garner on Sun, Feb 19, 2012 @ 04:06 PM
The Nutrition and Natural Products division of Sanford Rose Associates provides executive search and recruitment solutions for companies in the Consumer Health & Wellness sector. We work large multi-national companies, midsize firms as well as early stage start-ups.
We are pleased to announce the completion of three searches: Eastern Regional Sales 
Manager, Western Regional Sales Manager and Manager of Direct Marketing. The project took exactly five weeks from start to finish.
Our client, a producer and marketer of a proprietary line of dietary supplements, requested our assistance in identifying and hiring two sales and one marketing professional with experience in the natural products industry. Cultural fit and industry experience were essential to these hires.
We embarked on the project in mid-December networking with regional sales and marketing professionals in the Southeastern and Southwestern United States. We were able to identify several candidates for each role. Phone, face-to-face and Skype video interviews followed. The chosen candidates started work in the fourth week of January.
Our client was delighted with the success of our search. We look forward to their explosive growth and continued success!
Posted by Ginni Garner on Mon, Feb 06, 2012 @ 05:26 PM
Sanford Rose Associates - Nutrition and Natural Products Division released the 2011 Executive Compensation Survey for the Consumer Health and Wellness sector.
The survey collected key demographic and compensation data from over 200 executives in the dietary supplement, ingredient, nutraceutical, and natural /organic food, beverage and personal care industries.
The respondents include Founders, CEOs, CFOs, COOs, Presidents, and EVP/SVPs. Ninety-five percent (95%) of respondents were from the United States and the remaining five percent (5%) from Canada, Europe and Asia Pacific.
The survey findings reflect the diversity of companies in the Consumer Health and Wellness sector. As expected, the span of company revenues ranged from under $1M for an early stage/ start-up venture to established companies with revenues in excess of $500M. Forty-three percent (43%) of the companies had revenues in the $10-100M range.
For more information, or to request a copy of the survey, click Survey Request Form.
Sanford Rose Associates® - Beachwood is a recruitment firm that specializes in finding key talent for the Consumer Health & Wellness, Nutrition and Natural Products industries. For more information email: info@srexecutivesearch.com.
Posted by Ginni Garner on Tue, Jan 17, 2012 @ 07:22 AM
The end of the fiscal year is commonly associated with reviews and (possible) financial raises. Because these two seem to go hand-in-hand, most employees sitting through an evaluation are probably thinking “How is this review going and how does it impact the bonus or raise that I believe I deserve?” They tend to be focused more on the financial implications of the feedback than the feedback itself. In addition to separating these two events, consider shifting the entire dynamic of the evaluation process.
Instead of sharing immediate feedback, consider seeking first to understand that individual’s perspective.
- How do you feel about your progress to date? Are you where you thought you would be?
- How have your responsibilities changed and evolved as you’ve grown in this past year, as opposed to a year ago? What are you taking on now, that you weren’t able to previously?
- How are you limited? How could we (as a team or as a department) help you overcome those limitations?
- In the past year, what achievements are you most proud of?
- At what point in your career were you most challenged? What circumstances were at play at that time to challenge you, and how can we replicate that in the coming year?
- Who is your mentor? Who pushes you to be more, learn more, accomplish more, take on more, and grow more?
- Given your strengths and talents, how do you think you could use those to serve, or to help, others or our organization?
Asking questions rather than simply telling feedback will allow a manager to learn that individual’s perspective, which can help effectively guide the person’s thought process in the right direction. If you tell someone what you think, it can be met with skepticism. Instead, ask questions to help them arrive at the conclusion on their own.
Asking questions during review time not only allows them to play an active role in shaping their career, but allow them to take responsibility for areas of improvement and creatively stretch themselves in areas you may not have thought of.
Ask your employees these questions during their next review and give them a framework to focus on the performance.
Posted by Ginni Garner on Wed, Dec 28, 2011 @ 01:35 PM
The Sustainable Foods Summit takes palce in San Francisco on 17-18 January 2012. Featured topics include de-commoditization case studies, sustainable sourcing, plant-based proteins, agricultural innovations and food security.
Featured Speakers Include:
Keith Lord, Director of Sourcing, Sambazon: Learn how sustainable ingredients can create positive social and environmental impacts. Sambazon has grown to become the world's largest supplier of açaí products.
Mia-Pascale Marchand, Manager of Environmental Affairs, Metro Canada:A leading retail group shares its experiences with sustainable food products. What really works in supermarkets? How is Metro tackling the sustainability challenges?
Industry Participation
The Sustainable Foods Summit will bring together senior executives from across the food industry to debate key sustainability issues. Confirmed participants include ...
Natural & sustainable food companies: Nature's Path Foods, SunOpta, Turtle Mountain, Amy's Kitchen, Niman Ranch, Fairfood Int., Annie's, Turbana, etc.
Large food & beverage firms: General Mills, Stemilt Growers, William J. Roe & Sons, American Licorice, Grupo Altex, Compass Group, etc.
Retailers & distributors: Safeway, Frontier Natural Products, Metro Canada, Kaia Foods, Starbucks Coffee, etc.
Industry organizations & NGOs: Organic Trade Association, Non-GMO Project, Fair Trade USA, UNCTAD (United Nations), Soil & More, Rainforest Alliance, MSC, Food Co-op Initiative, etc.
Only the Sustainable Foods Summit brings together key stake-holder groups at international summits.
Click here to receive the conference program. Read the sustainable ingredients news article here.
Who Should Attend?
The summit is geared at business, marketing and technical professionals from food manufacturers, ingredient firms, retailers & distributors, industry organizations & certification agencies, researchers, investors as well as others looking at sustainability in the food industry.
About the Summit
The aim of the Sustainable Foods Summit is to explore new horizons for eco-labels and sustainability in the food industry by discussing key industry issues in a high level forum.
Organized by Organic Monitor, this is the 5th edition of this international series of summits.
For immediate attention, contact:
Cora Meyer at +44 20 8567 0788
or email cmeyer@organicmonitor.com
Posted by Ginni Garner on Tue, Dec 13, 2011 @ 08:38 AM
Sanford Rose Associates – Nutrition and Natural Products division invites you to participate in the Sanford Rose Associates Executive Compensation Survey for the Healthy Living Sector.
Our goal is to provide our clients and executive network valuable industry data about C-level compensation in the Nutrition/Dietary Supplement, Ingredient and Natural Products industries.
If you are a CEO, COO, President or SVP for a company in the 'healthy living' consumer products sector, we invite you to take this survey.
(Deadline for participation is January 6th, 2012.)
In return for your participation, you will be able to request a copy of the survey results to be released in January 2012.
Survey closes January 6th, 2012
Posted by Ginni Garner on Wed, Nov 16, 2011 @ 08:45 AM
Recruiting often seems to be a mysterious process. Candidates wonder how they can best "use" a recruiter … how they can get a recruiter's attention … why recruiters aren't calling them back … Learn why below!
How can I select a recruiter to help me with my job search?
Unfortunately, you can't. Professional search consultants represent employers, who engage them to fill position openings. In other words, recruiters find people for jobs - not jobs for people. If you are a superstar, a recruiter - with your permission - may present you to employers known to be interested in superstars, but almost no one will serve as your talent agent.
How can I at least get noticed by the right recruiters?
That's a more realistic question. The "wrong" recruiters and recruiting firms are those who don't specialize in your industry or functional background, or who tend to fill positions far above or below your salary range. If you don't know a cross-section of firms specializing in your industry or discipline, consult a good reference work, such as Kennedy Information's The Directory of Executive Recruiters, available at all major libraries.
You "get noticed" in a wide variety of ways - by providing an up-to-date electronic résumé with the kinds of key words that match a recruiter's needs, by being helpful and responsive when recruiters call, by maintaining a network of business associates who will recommend you, by holding an important position at a well-known company, by holding elected or appointed office in professional societies and trade associations, by writing or appearing in articles that subsequently get "Googled" - in short, by making it easy to find you.
Read the Full Article
Posted by Ginni Garner on Mon, Nov 07, 2011 @ 05:32 PM
AESC’s Worldwide Senior Executive Recruitment Survey Provides Good Report Card on the Value of Retained Executive Search Consulting
The worldwide Association of Executive Search Consultants (AESC) today released its bi-annual report of client satisfaction levels with retained executive search consulting. Overall, respondents endorsed the differentiated value of retained executive search and its contribution as a high end consulting service for the recruitment of top management.
In the higher compensation ranges - above $200,000 - 82% of client organizations continue to view retained executive search as their preferred method of recruiting senior executives, in spite of the increasing growth of in-house executive search departments and the widespread use of social media to identify candidates.
AESC President, Peter Felix, commented: “In its sweet spot, at the higher end of the market, retained executive search is not only relied upon almost exclusively - as compared with other methods of recruiting - to conduct the most challenging and important searches, but is also well regarded. Our survey this year showed very high levels of satisfaction from clients, especially in relation to confidentiality, cross border search, and the provision of professional process and market intelligence. While clients were also open about changes they would like to see, the search profession should be pleased with the findings.”
The survey received 222 responses from around the world from HR executives and others responsible for executive search, at a wide range of organizations both above and below $1billion in revenue.
Link to AESC Article
Posted by Ginni Garner on Tue, Oct 25, 2011 @ 07:18 AM
This was written by Jeremy Eskenazi and I thought it worth a repost.
Recruiters as facilitators is an eye-opening concept — a realistic model of the life we as recruiters must live.
Recruiters as facilitators holds sway big time because it inserts a sense of reality and clear thinking into the hiring process by pointing out what should be obvious but often times is not — that we as recruiters are only facilitators in the hiring process and nothing more. In what can often times be a long and convoluted process (should this even be a long and convoluted process in the first place? Most often no, but that is fodder for another article) that goes from the development of a position profile all the way to a candidate’s acceptance of an offer, we can only do three things:
- We can drive the process by always moving things to the next level through a sense of urgency and effective communication.
- We can act as a consultant to the hiring manager as well as anyone else involved in the process to ensure quality and professionalism at each step.
- We can do whatever is possible to close the deal when an offer is made and be sure that the candidate is prepped to start.
Read the above stated three bullets again and remember them, because this is all we can possibly do in our roles as recruiters. Often times, we can cajole, push, pull, and politic in a heartfelt struggle to do what we see as right — to hire a great candidate who can do the job we seek to fill, and create a successful employment scenario. This is easier said than done.
Sadly, corporate sensibilities or lack thereof, internal wrangling, and endless other circumstances can stand in our way. When push comes to shove, the hire we seek will at times not happen. Notice my use of words. I did not say that we failed. I said that the hire did not happen, and I hope that the subtly of my message is not lost on the reader. We can only do so much, and beyond that, we are at the fate of winds and forces far beyond our control.
Is there comfort to be taken from the realization that our good work can lead to naught? That we can go home on a Friday knowing full well a hire that should have happened did not and now we must stare at beginning anew on a cold and cloudy Monday? I think so and I urge you to consider the following thought for your comfort.
Hiring by its nature is a difficult and messy business. I have seen this to be the case with every client I have ever known. I have seen it when it is fun and I have seen it when it was heartbreaking. As recruiters, all we can do is continue to grow and to exercise our best judgment. All we can do is hold true to the standard of care and consideration we know to be the best work we can impart. Simply stated, all we can really do is to try — and amidst our best labors, flights of fancy, and visions of success, know that at times, it simply will not happen. I do not see that as my problem. I see it as an organizational problem and I simply move on. That is our reality as facilitators.
Read the full article here: Don’t Shoot Me, I’m Only the Piano Player
Posted by Ginni Garner on Mon, Sep 26, 2011 @ 09:36 AM
Visit the Sanford Rose Associates Nutrution and Natural Products Division at SupplySide West on October 12th and 13th at the Consultants Association for the Natural Products Industry (CANI) Booth: 27112
Sanford Rose Associates® - Beachwood is an executive search firm focused on recruitment for companies in the Dietary Supplements, Raw Materials & Ingredients, Nutraceuticals and Natural Products industries. We are specialists in finding executive level talent (Directors, Vice President, General Manager, C-Suite) and have documented success working with entrepreneurial or equity-backed companies ($5M-50M) as well as established organizations ($50M-500M) of with a national or global footprint.
Call 440-893-9408 to schedule an appointment at the show.
About CANI:
CANI offers vetted referrals for professional services such as marketing, advertising, public relations and publicity, business strategy, promotional events, website design, food safety, social media, industry analysis, trademark, regulatory affairs, organizational development, insurance, scientific substantiation, package design, risk management, sourcing, sales management, executive recruiting, government regulations, food service, research and development. http://www.cani-consultants.org