The Tasting Panel magazine

October 2015

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Page 28 of 140

28  /  the tasting panel  /  october 2015 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 staffing 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. Andy Glaser has been named President & CEO of Maisons & Domaines Henriot's US. He had been Group President & CEO of Purity Vodka AB. Bernadette Knight has been named Chief Marketing Officer at Armand De Brignac. She had been Brand Director, Hennessy at Moet Hennessy US. Patrick Langsworth has been named Director of Sales, Northeast at Casa Dragones. He had been Assistant State Manager at Sidney Frank Importing Company, Inc. Christine Perich has been named CEO at New Belgium Brewing. She had been Chief Operations Officer and President at New Belgium Brewing. Kim Cassar has been named Vice President of Marketing at MYX Beverage LLC. She had been Divisional Vice President at The Hartz Mountain Corporation. Michael Hill has been named Director of National Accounts, Off-Premise at Hahn Family Wines. He had been National Chain Director Constellation Wines U.S. Roxanne Schwartz has been named Director of Retail Chains at Vin Divino, the U.S. subsidiary of Spain's González Byass. She had been Director of National Accounts at W.J. Deutsch & Sons. Kirk Gaither has been named Executive Vice President, Sales, at Kimo Sabe Mezcal. He had been Vice President of Marketing at Infinium Spirits. Movers & Shakers "If You Build It . . ." Looking for that perfect new hire for wine, beer or spirits companies can seem like a daunting task when top talent is hard to get in front of. Ideal candidates know what they want from a job and will call the shots when it comes to making a serious career move. We asked Kalina Napierala, People Process Leader at BevForce, for a few tips to help beverage brands, especially the lesser known, attract coveted talent. Visibility: In the current digital landscape, getting your brand in front of the right eyes can easily blow the budget, so make it easy for candidates to find you! Post current job openings, recent awards and your brand story on your website, in industry forums, groups or on your social media platforms to allow passive candidates to educate them - selves about your product. If possible, create a community for your brand—collect email addresses and distribute content (doesn't have to be a blog; company news, industry updates will do!) so you are always top of mind. Benefits: While health insurance coverage and a 401k are still the top draws when it comes to employee extras, many companies are taking things a bit further to "sweeten the pot" for potential employees. This can include fancy perks like floating holidays, complimentary day care, extended paternity leave and working remotely. When compet - ing for that perfect hire, get creative and listen to his/her pain points. Who knows, being able to bring a dog to work may go further than extra cash. Fair-Market Compensation: Be realistic. It's one thing to have a hiring budget, but that budget is about you, the company. Attracting top talent is about them. Be flexible for the right candidate. That does not mean throw your budget to the wind for every candidate, but rather be ready and prepared to adjust your budget for the candidate you are extremely excited to hire (and yes, meets all of your needs). Lastly, make sure to do your research and be well informed about similar salaries earned by beverage profes - sionals (a.k.a. employees working for your competition) in your space. Just starting out? Equity, and the ability to be part of the company's growth, can go a long way. For more tips about attracting the best talent and fair-market compensation for beverage companies, tap into BevForce CAREER CORNER

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