The Tasting Panel magazine

February 2014

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14 / the tasting panel / february 2014 A s the beverage industry's largest career network, BevForce knows who's coming and who's going at the leading global beverage companies. BevForce is the only beverage industry stafing agency providing both an online job board and executive recruiting services. Visit to sign up for the Movers & Shakers newsletter or to report your job move or recent hire. Adam Reiter has been named Global Brand Manager at Fetzer Vineyards. He had been Marketing Manager at Jonathan Brathwaite has been named Sales Director at Singani63. He had been Portfolio Market Manager/Key Accounts Specialist NYC at Toast Spirits. Jack Mulhern has been named Control States Manager at Spirit France. He had been Northeast Regional Manager at Independent Distillers. Edie Hafdahl has been named Western Regional Brand Manager at Koloa Rum Company. She had been Clubhouse Manager at The Club at Kukuiula Brian Bixler has been named Southern California Area Manager at Armand de Brignac Champagne. He had been Hollywood On Premise Specialist at Red Bull North America. John Ratcliffe has been named CEO at Accolade Wines. He had been Key Advisor at Champ Private Equity. Louis Raton has been named Brand Manager at Lucky Player Vodka. He had been Sales Associate at Premier Beverage. Chris Burleson has been named Director of Sales at PopWater. He had been South West US Region Manager at Jones Soda. Philip Pepperdine has been named Business Development Executive at Next Level Marketing - Morrison Bowmore Distillers. He had been Corporate Trade & Education Manager at Cooper Spirits. Robert Rosende has been named President and COO at Testa Wines of the World. He had been Vice President of Sales at Boisset Family Estates. Movers & Shakers The Counter-Offer Conundrum Once you receive an offer for a new job that you've been pursuing, your current employer may present you with a counter-offer in order to keep you. While this can be a good thing (as it demonstrates that your employer really values you), there are some things you should consider before accepting: • Trust may have been broken. • Did you ask for a raise or more responsibility previously and get denied? What does it say if the only way you can get a raise, new title, and added responsibilities is by resigning your position? • Counter-offers are sometimes used by an employer as a "stall tactic" to give your employer time to get through a temporary period and ultimately look for your replacement. • Assuming the reason for leaving is money—why couldn't they have given you that raise proactively? Is this increase now going to replace/displace your future raises? • If your reasons for leaving were beyond money, will this counter-offer really address the issues you had before? Sometimes, counter-offers may help address the reasons you sought out a new opportunity in the irst place (and that's fantastic!) However, remem- ber why you were looking for a new gig to begin with . . . if you were feeling unfulilled, bored or unhappy, be sure to think twice before jumping on a counter-offer!

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