Your First Interview in 5 Days
Food Brand Recruiters
for Omnichannel & DTC Brands
We recruit brand, growth, ops, and supply chain talent for food brands doing $50M to $500M+ in revenue.
Our food recruiters know how to hire operators who understand co-manufacturing economics, retail velocity, trade spend, and the omnichannel reality of modern food brands.
$0 down. Risk-free model. 30+ food and CPG placements.
Successful placements at top food and CPG brands
Go from generalist hiring to a food brand operator network
Co-manufacturing is a specialized skill
Negotiating run rates, scheduling allergen lines, managing multiple co-mans. Most ops candidates have never run that playbook at $100M scale.
The hire: VP of Operations or Supply Chain Director
Retail velocity and trade spend literacy
Slotting fees, MCB programs, category review timing. Generalist recruiters do not screen for this and send candidates who have only run DTC.
The hire: National Account Manager or VP of Sales.
DTC and retail need one growth marketer
Most food brands are omnichannel and need a growth marketer who understands digital media, retail velocity, and how the two feed each other.
The hire: Head of Growth or VP of Marketing
Food safety and QA cannot be afterthoughts
SQF, FSMA, HACCP. The wrong product or quality assurance hire creates a recall, not a missed quarter.
The hire: Director of Quality Assurance or VP of Product Development
The food brand org chart shifts at every revenue tier
A $50M brand needs different hires than a $200M or $500M brand. We have staffed at every stage and know what to prioritize.
The hire: Depends on stage. We map your org against the gap.
Generalist recruiters waste 60 days
They send candidates from foodservice, restaurants, or pure CPG who do not know how to fill roles in an omnichannel food brand at scale.
The hire: Anyone, as long as the food industry recruiter actually knows the category.
First interviews in 5 days. Risk-free model.
Roles we recruit for food brands
First interviews in 5 days.
Skills we hire for in the food industry
How the right food brand hires elevate your team
We find operators who do not replace your team. They make it perform. Most food brands stay either retail-led or DTC-led until the structural gap forces a rebuild. Every senior hire either smooths the omnichannel handoff or stalls it.
The gap between brands that scale past $100M and brands that plateau usually comes down to whether they reached top talent before the competition did.
An operations leader who understands production issues.
An ops leader who has actually managed multiple co-mans, knows how to negotiate run rates, and has dealt with allergen line scheduling is the difference between hitting forecast and stocking out at retail. The wrong hire creates trade complaints, missed POs, and broken category review cycles. The right hire protects margin when input costs move and keeps food safety audits clean.
A National Account Manager who speaks the retail language.
A National Account Manager who has worked slotting fees, MCB programs, and category review timing knows how to defend shelf space and grow velocity without burning trade dollars. They speak the language of the buyer, partner with brokers without being managed by them, and understand which retail wins actually move the P&L versus which ones look good in a deck.
An omnichannel growth marketer who bridges DTC and retail.
Most food brands are omnichannel and need a growth marketer who understands both. Hiring a growth marketer who can think in CAC:LTV for DTC subscribers and in retail velocity for grocery shelves means every paid media dollar drives both Amazon and retail sales. They know how digital and retail feed each other rather than treating them as separate P&Ls.
Case Studies
First interviews in 5 days.
Our food industry hiring process
1 Client Intake Call
We start with a structured intake so the role is defined with precision before sourcing begins.
We map your current channel mix, retail footprint, co-manufacturing partnerships, food safety exposure, and growth stage to identify where the gap is. That alignment shapes the entire recruitment process, from sourcing criteria to the final offer.
We align on scope and success metrics before the search starts. You define the growth objective. We build the hiring profile around it.
2 First Interviews in 5 Days
Within five business days, we present a focused shortlist of candidates aligned to your brief. Each profile is screened using custom client questions and evaluated for hands-on food industry experience, omnichannel fluency, and verified outcomes from past roles.
Our sourcing goes beyond LinkedIn. We tap our extensive network of pre-vetted food and CPG operators and run targeted outbound campaigns to find exceptional candidates.
3 Weekly Refinement
We provide a shared portal to track candidates, feedback, and interview stages in one place. We run weekly alignment calls and recalibrate in real time as feedback comes in.
Each week, we refine the profile based on founder input, channel priorities, and what is moving in the food category. You focus on evaluating fit. We adjust the search until the profile locks.
4 White-Glove Talent Solutions
We manage the operational side, acting as an extension of your human resources team: interview scheduling, structured reference checks, and test projects tailored to real food brand challenges. Examples include building a 90-day retail launch plan for a new SKU, auditing a trade spend model, or evaluating a co-manufacturer proposal.
We also create a customized offer template and provide industry benchmark guidance on compensation bands for food brand roles. From first interview to signed offer, we handle negotiation, timeline management, and onboarding coordination.
Constant Hire vs. Food Executive Search Firms
vs. Generalist Recruiters vs. In-House Hiring
Time to first interview
Specialization
Candidate pool
Hiring model
Roles best fit
Industry depth
Ecommerce Expertise
Risk
Why food brands work with Constant Hire
Operator-driven food and CPG network
We know where the operators behind the top omnichannel food brands are because we have had hundreds of conversations with them. When a client wants to headhunt from the brand at their next stage of growth, we know which alumni to reach out to.
30+ food and CPG placements
We have placed at Javvy Coffee, ARMRA, RAW Nutrition, HigherDOSE, Calming Co, and other CPG brands across multiple subcategories. Whether you are recruiting for a beverage brand, a snack brand, a frozen category leader, or a packaged grocery business, we have placed operators across the food and beverage industry.
We have staffed at every food brand revenue tier
What a $50M brand needs is not what a $200M or $500M brand needs. We have built the org chart at each stage and know which roles to prioritize when. We work across food production, supply chain, and the commercial side of the business.
Risk-free contingent model
First interviews in 5 days. You pay nothing until you make a hire that sticks. No retainer. No staffing agency lock-in. No long-term commitment until the role is filled.
What DTC Experts Are Saying About Us
If you're looking for a bad ass recruiter for roles like Head of Growth, Director of Performance Creative, Ops, he's your guy.
Read more
First interviews in 5 days. Risk-free model.
A food recruiter sources, vets, and places talent specifically for brands operating in the food and beverage industry, including DTC food brands, omnichannel CPG companies, and foodservice operators. The right industry recruiter understands co-manufacturing economics, retail velocity, trade spend, and food safety compliance. We focus on DTC and omnichannel food brands doing $50M to $500M, placing brand, growth, sales, ops, and executive search talent.
Omnichannel economics change every hiring profile. A National Account Manager at an omnichannel food brand needs to understand slotting fees, MCB programs, and category review timing while also knowing how Amazon and DTC sales feed retail velocity. A traditional food manufacturer hires plant managers, production managers, and R&D leaders for food production at scale. Most candidates fit one model or the other, not both.
We recruit across six functional areas for food and CPG brands: growth and performance marketing, sales and retail, brand and creative, operations and supply chain, product and food safety, and executive search. Common roles include Head of Growth, VP of Sales, National Account Manager, VP of Operations, Director of Food Safety, and CMO.
First interviews are presented in 5 business days. Time to placement varies by seniority and specialization. Mid-level operators typically place within 4 to 6 weeks. Executive searches at the CMO, CGO, or CEO level run longer. Plant managers and supply chain leadership often take 6 to 8 weeks because of the geographic and food safety credentialing requirements.
Our specialization is DTC and omnichannel food brands at $50M to $500M. Pure foodservice recruiting, restaurant chain operations, and traditional food manufacturing leadership outside the omnichannel context are not our focus. For those briefs, a firm like Kinsa or Patrice and Associates is a better fit. If your role sits at the intersection of food production, supply chain, and a DTC or omnichannel commercial model, we are the right partner.
We work on a risk-free contingent model. There is no upfront retainer. You pay only when you make a hire that sticks. Compensation benchmark and fee specifics are discussed on the strategy call.
Build the food brand team your growth depends on
Risk-free model • No Obligation • First interviews in 5 days