News

Did you know, England uses up to 4.7 billion plastic straws, 1.8 billion plastic cotton buds and 316 million plastic stirrers every single year? With figures like this, it’s no wonder the UK government banned these single-use items back in October 2020!

Several months on, the administration remains dedicated to removing the worst-offending plastic products, meaning businesses now face growing pressure to change the way they operate. Many have already taken steps to reduce how much plastic they use. Here, we highlight four big-name brands that are leading the way in the food and drink industry… 

evian

As a company that heavily relies on plastic, evian isn’t exactly ditching the material for good. But, back in 2020, the business introduced its latest innovation in sustainable packaging: label-free, recyclable water bottles made from 100% recycled plastic. It hopes to roll this out across all its water bottles in the not-too-distant future, ultimately becoming a ‘fully circular’ brand by 2025. 

Nestlé

Another market leader that’s saying goodbye to single-use plastic is Nestlé, the largest food and beverage company in the world. In 2021, Nestlé-owned Smarties became the very first global confectionery brand to switch to recyclable paper packaging. This shift is a major step in the corporation’s plan to make all of its packaging recyclable or reusable by 2025 – something we can certainly get on board with! 

Starbucks 

Also in 2021, Starbucks announced plans to move away from single-use plastics, including straws and cups. The multinational organisation is already piloting a two-month borrow-and-return programme in five Seattle-based stores, allowing customers to order their favourite drinks in a reusable cup, rather than a disposable one. This is all part of the coffee giant’s goal to reduce waste by 50% by the year 2030. 

Burger King UK 

Early in 2021, Burger King UK made a commitment to improve sustainability practices across the business, with the aim of tackling climate change and addressing responsible consumption. Its goal is to replace 100% of its packaging with renewable, recycled or certified plastic-free alternatives by 2025. Burger King has already ditched plastic straws and non-biodegradable toys, so we believe it will honour this commitment. 

How Silven can help

All companies want to do more to help the planet, and abandoning single-use plastic is definitely a step in the right direction. But when it comes to delivering real change in your business, it takes more than one person to make a difference – you need a team of experts behind you. That’s where we come in.

At Silven, we provide tailored recruitment solutions to the food and drink manufacturing sector, and are best placed to support you in your search for mid, senior and even board-level candidates. To discover how our experienced permanent and interim teams can help fill your open vacancies, call us today on 0161 832 7463.

Earlier this year, the government confirmed plans to prevent HFSS (high in fat, sugar, and salt) products from being shown on TV and online before 9 pm. Introducing a watershed is said to limit the amount of HFSS advertisements that children see on a daily basis and thus tackle rising obesity rates in the UK. 

While these restrictions could be beneficial in the fight against obesity, they could have a negative impact on various industries. The good news is that the government has now delayed the ban by six months from April to October 2022, but that doesn’t mean you should bury your head in the sand… 

Here, we outline what the ban might mean for UK food and drink manufacturers now, and further down the line.

Effects on the sector

Needless to say, the HFSS ad restrictions will have huge implications for the online advertising sector, but this won’t be the only area affected. The regulations will undoubtedly impact the thousands of people who work tirelessly to keep supermarket shelves stocked and food on our tables.

Although the ban has now been pushed back, Kate Halliwell, Chief Scientific Officer at Food and Drink Federation, believes organisations haven’t been given enough time to prepare for the legislation. We couldn’t agree more. 

“It could not come at a worse time for food and drink manufacturers. The industry is preparing for its busiest time of the year and working flat out to keep the nation fed through lockdown,” said Kate. 

Following the advertisement ban, we could see the removal of all HFSS products in the not-too-distant future, which would have even more devastating effects on the sector. And that’s not the only thing businesses have had to worry about in recent years… 

The Soft Drinks Industry Levy

On 6th April 2018, the UK government introduced the Soft Drinks Industry Levy – commonly referred to as the ‘Sugar Tax’ – with the aim of tackling childhood obesity. The law forced manufacturers across the country to reduce the sugar content in soft drinks and ultimately reformulate their goods to avoid being taxed. 

As a result, many businesses were prompted to recruit new talent in order to comply with the legal requirements. This is something other manufacturers may need to consider over the next few months. That’s because, in addition to the HFSS ban, Natasha’s Law: a food allergen legislation, is set to come into effect in October 2021, but it isn’t all bad news… 

The silver lining

According to IRI, up to 26% of shelf space could be ‘up for grabs’ in supermarkets across the UK when the ban comes into force in October 2022. At present, HFSS foods such as sweets, chocolate, fruit juice, and yoghurts take up around 38% of supermarket space, which could potentially decrease to 12% once the legislation is in place. 

Joe Harriman, IRI’s HFSS Strategic Consultant, commented on the matter: “With the ban on in-store promotional activity and display for HFSS products, this is a real opportunity for brands that have no in-category competition or that offer healthier alternatives as retailers look to rethink their ranges.” 

Food and drink manufacturers won’t just benefit from more shelf space, either. Next year, retailer owners will have a chance to completely rethink the layout of their supermarkets. As Joe Harriman pointed out, this will give LFSS (low in fat, sugar, and salt) and HFSS categories the opportunity to benefit. 

Support from Silven

With the HFSS ban fast approaching, food and drink manufacturers need to take on individuals that are up-to-speed with the latest laws and regulations. If you’re looking for skilled senior or middle management staff who can guarantee compliance with legal requirements, you’re in the right place. 

Our established permanent and interim teams have a strong network of contacts and can help you fill your vacant positions with top talent. We cover the full supply chain and are well equipped to find quality candidates in no time. Want to know more? Call us today on 0161 832 7463 and discover how we can support your business!

This year, we began working with family-run ice cream company Little Moons after its bite-sized mochi balls went viral on TikTok. While the brand has grown significantly over the last few months, it’s never lost sight of how important it is to celebrate success and acknowledge hard work.

Recognising and rewarding your team members is pretty much guaranteed to boost morale, but what sort of things should you be doing? Here we share insights from Michelle Nolan, Lead of all things People and Culture at Little Moons, on the best ways to treat your team members.

Take the time to say ‘thank you’

As your brand grows and responsibilities increase, it can be easy to lose the culture and personal touch you once had with your team members. They say actions speak louder than words, but expressing gratitude will go a long way among hardworking teams. “When people are going the extra mile and pushing themselves, it’s important to stop and say ‘thank you,” said Michelle. 

On International Women’s Day, Little Moons sent individual emails to every woman in the company thanking them for the value they bring. A personal email or hand-written note is one of the most thoughtful gifts you can give to your team members. It will keep the culture of your business thriving, and it doesn’t cost a thing.

Don’t forget about remote team members

During these uncertain times, working from home and being separated from your colleagues can be difficult. That’s why it’s necessary to recognise and reward your remote team members. Michelle said: “Make sure you say to every team member – no matter where they are in the company – that you value and appreciate what they bring.” 

A great way to do this is to send them a care package filled with their favourite treats. Gifts including pizza-making kits, work-from-home hampers or a selection of chocolates can really brighten their day and increase motivation. It doesn’t have to be expensive either. In fact, most people appreciate a small but thoughtful token.

Provide the right tools for the job

When the pandemic first hit, many people weren’t prepared to work from home, and some still aren’t. In our discussions, Michelle Nolan highlighted the importance of ensuring your team members have the right tools to do their job well (whether remotely or on site), and we strongly agree. If your team members lack the necessary tech, training or resources, it will inevitably lead to a drop in morale and productivity. 

To ensure its teams could continue to work effectively while away from the office, Little Moons sent out everything they could possibly need. This included office chairs and second screens to help them feel more comfortable. 

Looking to hire?

At the beginning of the year, Little Moons was struggling to find the appropriate talent for its open vacancies. We came in, took the headache away from recruiting and allowed the business to scale at pace.

If you’re a growing company looking to expand your workforce, turn to Silven. Our expert permanent and interim teams have an extensive network of contacts and can find you quality candidates in no time! To learn more about how we can support you, get in touch with us today on 0161 832 7463.

The direct-to-consumer (D2C) model isn’t a new trend in the food and drink manufacturing industry, but it’s one that’s grown rapidly over the last few months. More and more companies are recognising the benefits of selling products direct – such as a greater understanding of the customer. And as a result, D2C has become less of a trend and more of a standard business model.

Here, we take a look at why food and drink manufacturers are shifting to D2C models and what this could mean for recruitment… 

Brands are accelerating their D2C efforts

Since the pandemic, fears over the spread of COVID-19 continue to linger across the country. A number of consumers have either been too afraid to visit physical stores, or unable to get there due to lockdown restrictions. Many turned to online shopping for their daily requirements, and as a consequence, the e-commerce market grew faster than anyone could have expected.

In order to meet their customers’ needs, household names like Beyond Meat, Nestlé, and Kraft Heinz all increased their D2C efforts. Some even made the decision to collaborate with startup brands to adapt and accelerate growth as quickly as possible. 

The D2C platform Heinz to Home has completely taken off. This portal provides a way for the food giant to sell individual or subscription-based product bundles that can be delivered straight to the consumers’ door. Not only has it allowed Heinz to continue serving its customers throughout the pandemic, it’s now become a permanent feature. 

With this in mind, many companies are starting to question what a direct-to-consumer approach could mean for recruitment.

The effects on recruitment

As consumers go digital and brands across the globe recognise the benefits of selling directly to their customers, the manufacturing industry’s need for new talent has increased. To keep up with the growing trend and demand for online shopping, organisations must hire people with the right skills, experience, determination, and culture fit.

Of course, this is easier said than done. But with the right support, understanding, and expertise behind you, it’s certainly possible. That’s where we come in.

Silven as a partner

At Silven Recruitment, we help both large and small businesses hire experienced talent for their projects. Our speciality is food and drink manufacturing recruitment, and over the years we’ve built a strong and extensive network of contacts. With services covering recruitment across all levels of the industry, you can rely on us to find permanent or interim staff for your new D2C service.

If that wasn’t enough to convince you, we’ve even been recognised by some of the biggest market leaders in the sector. Little Moons, Pizza Hut, and Baxters Food Group have all put their faith in us to find the perfect candidates for their business – and so can you. 

Want to learn more about our recruitment services? Don’t hesitate to get in touch with our friendly team today. We’ll help you find the right talent for your organisation in no time.

Some food and drinks businesses across the globe have had to adapt to keep new product development (NPD) projects alive. Others have had no choice but to postpone innovation. This year, that’s all about to change as huge numbers of organisations look for ways to retain and regain their customers.

The disruption caused by COVID-19 is finally set to ease as vaccines are rapidly distributed to the public. That means it’s now time for businesses to innovate faster and more effectively. Naturally, a lot needs to be done to prepare for increased demand, and some may not have the internal skills and expertise to do so – which is why many have turned to interim professionals.

Here’s why interims are critical in NPD teams… 

They develop your existing team

New product development is the heart and soul of every successful food manufacturing business, but becoming proficient in NPD typically requires years of experience. That’s why you need someone in your team who has the necessary skills to develop products on time, to budget, and without any of the usual associated challenges.

However, onboarding the right talent may prove difficult and time-consuming – and you may not yet want to commit to a full-time, permanent worker. This is where an interim manager comes in. An interim NPD manager is capable of leading and developing your existing team so that you can achieve your business goals beyond 2021.

Interims who have worked in multiple businesses will be able to quickly inject a huge amount of knowledge and expertise into yours. You’ll be able to rapidly develop new products and upskill your future NPD leaders in the process.

They define your NPD strategy

If you lack a well thought-out NPD strategy, you’ll inevitably waste valuable time, money and business resources. Interims have the know-how to define your strategic intent, vision and goals in order to bring about the best results. 

Not only can they offer a fresh perspective as someone who is not ‘too close’ to the business to be objective, but they’re also familiar with various NPD conceptual models such as lean and ExPD. They can be pivotal in the implementation of these models and ensure that they are followed closely in order to launch successfully. 

Simply put, an interim NPD manager can help you lead an NPD strategy that meets both your needs and the needs of your customers.

They take a project from start to finish

Interim NPD managers have the skills necessary to deliver the innovation pipeline, developing unique ideas and taking them from a simple concept all the way through to launch. To achieve this, a good interim will keep on top of the latest trends in the food industry to inspire product solutions and feed the pipeline – but they don’t stop there.

From the moment they join your team, an interim will understand your products so that they can help your current employees strive, both now and into the future. Then, throughout the product development cycle, interims will work closely with your existing NPD team to flag any risks that could potentially prevent the delivery of new products. 

They also know how to secure the best costs for materials, packaging and design, as well as what the retailer needs before introducing the product.

How Silven can help

If you’re looking for a skilled interim NPD manager with experience in the food manufacturing environment, you can always turn to Silven Recruitment. Our team of expert consultants have the knowledge and experience to match you with the talent capable of joining your business and making a real, immediate impact. Contact us to get started.

Back in 2016, Natasha Ednan-Laperouse tragically passed away after suffering an allergic reaction from eating a pre-packaged sandwich. Her tragic death could have been avoided if there was a law in place that required businesses to provide the full list of ingredients and allergens on food packaging, even if the food was made on the premises. 

This year, food allergen legislation is going to change forever with the introduction of a new regulation known as Natasha’s Law. Here’s what it will mean for food manufacturers and businesses across England, Wales and Northern Ireland… 

What is Natasha’s Law?

After her family’s tireless campaigning for increased and improved transparency around food labelling requirements, Natasha’s legacy has now been laid in parliament. 

Natasha’s Law will be introduced in October 2021 and will require UK businesses to provide the full list of allergens and ingredients on pre-packaged food sold on-site. Allergenic ingredients should be emphasised, for example in bold or in a different colour. This will protect those who suffer from allergies by allowing them to easily identify safe foods.

How will it impact the food industry?

As with any change in legislation, there comes a massive opportunity for businesses to grow and develop. At the same time, new laws mean new responsibilities and, for some, Natasha’s Law may not be as simple as it sounds. 

When sourcing produce – whether locally or overseas – operators must now work with reliable suppliers to guarantee that their labelling is precise. This will allow those with food allergies to shop with confidence.

Is a label enough?

Because adapting to the upcoming changes may require a significant shift in existing operations, it’s important that those working in the food industry understand how it’ll impact their organisation and act now before October creeps up. 

Ask yourself: has your team received sufficient allergen training? Are your food allergen processes and procedures clear and strict enough? Does your team understand the risk of cross-contamination during preparation and storage? Awareness and understanding of the new law is crucial, meaning manufacturers need to look beyond the label too.

How can manufacturers prepare to ensure compliance?

While there’s always a learning curve with new regulations, Natasha’s Law will provide a massive opportunity for staff to learn more about the importance of food allergies. 

To ensure compliance, businesses must make sure the relevant training and legislation understanding is rolled out to all team members. Similarly, it’s important to check your existing food labels to see if they comply. It’s useful here to think about it from the customer’s perspective: is the label clear? Does it list everything they need to know? Are they able to buy and eat with confidence?

If you’re looking for knowledgeable senior and middle management staff who can ensure you’re always compliant, organised and ready for new changes, Silven are the team to turn to. Our dedicated consultants are experts in matching the right talent with the right business. We cover the full supply chain including development, technical, engineering, operational, and even commercial roles, so what are you waiting for? Contact us today to discover how we can help you find the people you need to take your organisation forward.

As the IR35 reform approaches, UK businesses have a choice: make a blanket inside determination and deter top talent away, or evaluate the status of contractors on a case-by-case basis (a task that’s both time-consuming and risky).

But there is another way: partnering with an agency that can manage the risk for you. Recruiters with the right capabilities, such as Silven, will help you maintain continuity while offering peace of mind when it comes to all things IR35.

We’ve developed two solutions for food and drink manufacturers looking to stay compliant and cost-effective after 6th April. Intrigued? Read on to learn more…

Silven Protect

Silven Protect takes the burden of reviewing contracts on a case-by-case basis off your desk. Our team will help you understand which contractors fall inside and outside IR35, allowing you to prepare for the new regulations ahead of the 6th.

This solution includes:

Workforce analysis

The first step is to audit your contracts and analyse who within your current workforce would be caught inside IR35 under the new rules. By helping you understand the level of risk you’re actually exposed to, we can map out the best course of action.

SDS reports

We’ll take on the responsibility for issuing Status Determination Statements (SDS) to contractors, ensuring you stay fully compliant and keep accurate records for HMRC requests. 

Insurance and supply chain compliance

In addition, we can also provide insurance for contractors working on-site through us. By partnering with Silven, employers can rest easy knowing that their contractor supply chain is both compliant and risk-free.

Teams as a Service

Looking to scale? Augment your teams with a robust and compliant consultancy model. Teams as a Service takes our support to the next level by providing you with the perfect platform to drive efficiencies and stay compliant, all while scaling your team.

This solution includes:

Consultancy

We start by reviewing your workforce in light of the incoming changes. We’ll audit contracts and other supporting documents to identify whether or not working with contractors is feasible post-April.

Bespoke strategy

Once we’ve identified your goals and requirements, we build a bespoke solution that outlines services and milestones, and contract this out to us, Silven Recruitment. We then work closely with your internal teams to ensure smooth collaboration between all parties. 

Expert delivery

Finally, we’ll deploy and oversee seasoned experts to work within your team, removing the IR35 tax liability and ensuring that projects can continue without disruption. It’s as simple as that. Regular reports and governance keep things on track, allowing you to focus on the bigger picture.

Unsure which solution is best for you? Perhaps you need help preparing your business for the upcoming reform? Get in touch with our team today on 0161 832 7463 or by emailing info@silven.co.uk.

Following the uncertainty of 2020, forecasting the future of the food and drink industry is challenging to say the least. But rather than dwelling on the negatives, it’s time to take a moment to look forward at all of the exciting things to come. 

Below, we’ve gathered the top four food trends that we predict will redefine the way we eat in 2021.

1. Plant-based and low impact

The impact that our food has on our planet has been at the forefront of the industry’s mind for quite some time. This year, it’s time to take things seriously and start acting.

Consumers are now beginning to understand the environmental cost of what we eat and are opting for plant-based alternatives. As their demand continues to grow in 2021, restaurants and pub chains need to take note and add even more vegan options to their menu – which will have a knock-on effect for the manufacturers they work with.

Supermarkets will follow suit where they haven’t already; Tesco has started to introduce a range of vegan ready meals, and we expect to see similar plant-forward products grace the shelves in the near future. 

Smaller vegan businesses including Allplants are also challenging the status quo. They deliver 100% plant-based frozen meals to homes across the UK and have recently launched a ‘lighter menu’ just in time for Veganuary.

2. Buying for mother nature

Buying for mother nature doesn’t just mean eating plant-based products – it means buying from food companies that source sustainably.

The ongoing and unpredictable COVID-19 crisis, in addition to environmental disasters, has drastically altered the way people buy and consume food. Consumers – particularly Gen Z and millennials – now want to know where their food and drinks come from. More specifically, they want to know that they aren’t contributing to the problem. 

As such, many of 2021’s consumers will support local growers and producers where possible. Farmdrop, an app that connects consumers to over 450 producers ‘who are committed to making food and drink to the highest environmental and animal welfare standards’, have seen incredible growth over the course of 2020. They expect demand to continue as they look to expand further.

3. Eco-conscious packaging

Every year, more than 8 million tonnes of plastic are dumped in our oceans. By 2050, experts believe that there will be more plastic than fish. How do we prevent this? By opting for eco-conscious packaging. 

With the issue of global warming and climate change on everyone’s mind, this year is sure to see an increase in the number of companies producing environmentally friendly packaging and alternatives to single-use products. 

Many businesses have already started to respond to concerns over the negative impact of their plastic waste; items like straws and drink holders are beginning to disappear from places like Wetherspoons, McDonald’s and Burger King. We expect more companies to join them in the race to zero waste.

4. A focus on the immune system

The pandemic has also strengthened the focus on health and wellbeing, with consumers now seeking out foods that are beneficial for the immune system – including those that contain zinc, as well as vitamins D and C.

Tetley, for example, recently revealed that their ‘Super Fruits’ and multivitamin teas saw a huge spike in sales in March 2020. We expect this trend to progress into 2021 and beyond, as consumers continue to look for ways to support their ability to heal and fight disease.

Stay ahead of the curve with Silven

One thing is clear: manufacturers that invest in product development stand to reap the rewards in 2021. So whether you’re looking for permanent additions to take your business forward or interim staff to help you keep up with market changes, we can support you.

Silven have been sourcing talent for manufacturers big and small for nearly a decade. If you’re looking to hire, you can be sure that we’ve seen it all before. To start the conversation, get in touch with our team by calling 0161 832 7463 or emailing info@silven.co.uk.

Hiring quality talent is difficult. There’s no doubt about that. After all, finding someone with the right expertise, attitude and personality to fit into your already established team is not an easy feat. But how do you go about changing this? More specifically, what steps do you need to take to find candidates suitable for your business?

It starts with a hiring strategy – and a detailed one at that. You see, if you really want to hire right the first time around, you need to have a plan in place to make that possible. But don’t panic. Here, we explore how you can kick-start your hiring strategy in 2021 and stand out from the competition.

Focus on acquiring skills

Too many times, hiring managers fail to hire the ideal candidate simply because of where they focus their attention. Start by evaluating your business needs, looking for any skills gaps. It’s no good looking at typical job descriptions and copying the information either.

Consider the specific skills you actually need for your business. Look at what you have, what you might need and what you will need in the future to set yourself up for success. It can also be useful to look at your current team’s personality and culture to determine who would really fit in. 

Engage with existing staff

Of course, the decision of who you hire is up to you but it’s worth getting the opinion of your existing staff. Even before you’ve started the hiring process, find out what skills/personality your current staff would like or believe you need. 

Not only will this show that you’re giving your employees a voice – and listening to it – but it’ll help them to feel involved in the process. After all, if they’re going to be working closely with the new candidate, it’s only fair to get their opinion. 

Understand who you’re looking for

Before your job post goes live, it’s important that you know exactly what the role entails. Wages, company benefits, working hours, holidays, among other things, will generally influence an applicant’s decision to pursue a position in your company. 

To really get this right, you need to know what other companies are offering and what people in your chosen market are looking for. With trends constantly changing, this can be tough to keep up with but if you want to position your company at the top, it pays to do so.

Examine your budget

We’ve all got caught up in wanting something, only to realise the cost is a little too high – and recruitment is no different. Before you begin the process, you’ll need to be aware of what you can and can’t afford. 

You might find that you simply haven’t got enough money to hire as many employees as you initially expected, or the level of expertise you wanted. Likewise, it may be that you don’t have the time or resources that your recruitment strategy deserves…  

How we can help 

With over 100 years of combined experience in food manufacturing recruitment, we understand what it takes to find and deliver candidates with the appropriate experience. Having worked with businesses of all sizes and recruited for the full supply chain – including development, commercial, operational, and technical – we know what makes a good hiring strategy. 

So, why not allow us to prove it? If you’re looking to hire fresh new talent from a reliable recruiter, get in touch today.

2020 has certainly been a year full of unexpected surprises, but let’s not focus on the negatives. Instead, let’s think of all the things we’ve learnt over the past 12 months. Perhaps, for you, it’s how to be more mobile and agile, or simply how to remain calm during challenging periods.

Food and drink manufacturers have been forced to adapt and change their working methods to survive this year. Despite everything that’s happened, however, these challenges can be used as an opportunity to learn. And in this blog, we’re highlighting the most important ones… 

Your role in society is crucial 

Key workers around the world were applauded and praised for their efforts, keeping the nation and economy moving forward during the pandemic. And, workers in the food manufacturing industry were included in this. From ensuring shelves were stocked to adapting products to meet demand, food manufacturers played a huge part in society – and will continue to do so during the recovery phase. 

Not only did food businesses continue to produce and distribute high-quality products in a safe way, but they worked together to implement stringent measures. We can’t forget the fact that our industry didn’t just maintain production but stepped up to meet incredible demand. 

The importance of staying on top of trends

The need for businesses to be more responsive, agile and proactive has been increasing over time. Now, it’s been accelerated. Lockdown changed the way we shop. Sales for food service companies dropped, and consumers looked for healthier alternatives or plant-based products to protect themselves – and the world around us. 

It was great to see companies like Nestle thinking outside the box though. To meet ever-changing consumer demands, they opened a new digital distribution warehouse to provide personalised and bespoke services to their customers. They’ve also partnered with Deliveroo to provide customers with the products they enjoy straight to their home.

Diversity and flexibility are the way forward

A new year is always a great time to look at what worked, what didn’t and what’s next. The pandemic meant we all had to be proactive, not reactive. This in itself can be used as a learning tool to create a more diverse and flexible workforce going forward. 

It’s great to see our industry working together to build a better future. In 2021, The Department for Environment Food and Rural Affairs (DEFRA) is set to publish its National Food Strategy. This is expected to outline the current challenges, potential challenges and new opportunities. 

So, what’s next?

The last year may have given us more challenges than usual but 2021 will likely have its own. Brexit, climate change, and new consumer trends are just a few – and that’s before we even think about further COVID-19 impact. So, to ensure your business is in the best position, you need the best people behind it. 

Maybe you’re looking for additional staff who can take care of your specific hygiene needs. Or perhaps you need an NPD Manager to steer you forward. Our team can help, even in those candidate-short markets. So, whether you’re looking for permanent or interim staff, don’t hesitate to get in touch with our knowledgeable team today!