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The consumer goods recruitment agency for the leaders your brand depends on

SundryHall is a specialist consumer goods recruitment agency connecting brands, manufacturers, distributors, and retailers with the people who drive their businesses forward.

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Specialist recruiters for consumer goods and retail

Consultants who work only in consumer goods and retail

Hiring well in this sector means understanding how shoppers buy, how retailers plan their ranges and how a brand’s commercial calendar actually runs. Our consultants work exclusively in consumer goods and retail, so a conversation about a national account director or a supply chain lead starts from informed ground.

We track talent across the market, from leaders who are quietly open to a move to high performers ready for a first general management role, and we tell you plainly what the market looks like for the position you are planning.

Colleagues in a lively discussion around a table

Talent for every function that moves a consumer brand

Shoppers move between stores, marketplaces and brand sites without a second thought, and the teams behind them have changed to match. We place professionals across sales, marketing, ecommerce, merchandising, supply chain, operations, finance and technology.

What to look for in a recruitment partner

Choosing between consumer goods recruitment agencies is a significant decision. The wrong partner costs you time, money and credibility with candidates. These are the questions worth asking before you brief anyone.

  • Specialization

    Look for genuine category focus. A generalist can fill volume roles, but a senior consumer hire needs a recruiter who understands trade spend, category reviews and the seasonality of your business.

  • Market access

    A strong partner can tell you who the credible candidates are, where they sit today and what it will take to attract them. A recruiter who cannot map your market cannot search it properly.

  • Process and support

    Expect a structured brief, evidence-based assessment and honest feedback at every stage. The most useful advice often concerns salary benchmarking and how the role is framed before the search starts.

Two colleagues reviewing a plan together in a bright office

Boutique focus with the reach of a national network

Our consultants have worked in or alongside the consumer and retail sectors, so advice is grounded in experience rather than theory. We are transparent about fees, timelines and candidate feedback, and we tell clients honestly when a brief needs to change.

From offices in Atlanta, Marlborough, Parsippany and Cheyenne we run searches across the United States, and we keep our talent networks warm between assignments so a search starts from a position of knowledge.

How we work with employers

Specialist consumer goods recruiters, focused on your sector

From our offices in Atlanta, Marlborough, Parsippany, and Cheyenne, we support hiring across the United States, combining deep industry knowledge, established candidate networks, and a structured search process to fill permanent and executive-level roles across commercial, operational, and corporate functions. Whether you are scaling a team in the CPG industry, replacing a critical leader, or planning a confidential senior appointment, we would welcome a conversation about how we can help.

Generalist agencies divide their attention across every market. We concentrate on one. Our consumer goods recruiters work exclusively within consumer products and retail, so we understand the business models, seasonality, and commercial pressures that shape hiring decisions in this industry. That understanding changes the quality of the work. When a food and beverage brand needs a head of sales in place before a key retail reset, or a beauty company needs a marketing leader with deep category experience, we know where that talent sits, what motivates it, and how to approach it credibly.

That specialty spans the categories that make up the consumer goods landscape: food and beverage, household and personal care, beauty and cosmetics, fashion and apparel, pet products, and the sporting, outdoor and baby brands that sell alongside them. Across those categories we recruit the commercial, marketing, supply chain, operations, and technical roles that keep a brand moving, from national account managers and category managers to brand and e-commerce leads, demand planners, procurement specialists, and product developers. Because we work these markets every week, we hold live knowledge of who is performing well, which teams are restructuring, and where strong people are open to a conversation.

Sector focus also changes the outcome clients see. We prioritize a small number of well-matched, qualified candidates over a high volume of loosely relevant résumés, because a shortlist only creates value when every name on it can do the job. Each candidate is screened against the brief for commercial capability, category knowledge, and cultural fit before their name reaches you, and we give an honest view on anyone we are not confident about rather than padding a list.

We stay transparent with clients and candidates at every stage of a search, from straightforward advice on whether a brief is realistic to clear communication on feedback and timing. If a salary band, location, or experience requirement will make a role difficult to fill, we say so at the briefing stage rather than after weeks of searching. The result is a recruitment partnership built on trust and repeat engagement, where clients come back to us because the last hire worked, and candidates take our calls because we have treated them well.

Recruitment and talent acquisition services

Our services cover the full hiring lifecycle for senior and managerial appointments, delivered on contingent, retained, or exclusive terms depending on the seniority, urgency, and confidentiality of the role. The selection below reflects our core offer, not a complete catalog, so if you need support that is not shown here, ask us and we will tell you plainly whether it sits within our capability.

Executive search

Discreet, retained search for C-suite, VP, and director-level appointments, including confidential successions and leadership roles where market knowledge and discretion matter most. A retained process gives both parties the time and commitment to run a thorough market mapping, assess candidates properly, and manage a sensitive transition without destabilizing the team or alerting competitors.

Permanent recruitment

End-to-end hiring for permanent positions, from role scoping and job specification through sourcing, screening, shortlist presentation, and offer management. We stay involved through negotiation and acceptance, which is where many hires are lost when the process is left unmanaged.

Talent mapping and market intelligence

Structured insight into the talent pool across your competitive landscape, including competitor organization analysis that informs hiring strategy before a search begins. Mapping answers practical questions in advance: how scarce the skill set is, where it sits, and what it will take to attract it.

Salary benchmarking and advisory

Current, sector-specific compensation data that helps you position offers credibly and avoid losing strong candidates at the final stage. Benchmarking is most valuable when a role has not been hired for several years and internal assumptions about pay have drifted away from the live market.

Candidate screening and assessment

Rigorous evaluation of experience, capability, and cultural fit, so every shortlisted candidate has already been tested against your brief. Our screening goes beyond the résumé to examine motivation, career trajectory, and the specific commercial environments a candidate has performed in.

Employer branding and multi-hire campaigns

Support for coordinated multi-hire programs and the way your business presents itself to the market, from messaging through onboarding and post-placement aftercare. Consistent representation carries real weight when you are hiring several roles at once and each candidate forms a view of your employer brand.

Sectors we recruit across

Our consumer products recruiters build teams across food and beverage, beauty and personal care, household products, and fashion and apparel. We also work extensively with grocery, specialty, and multi-site retail, as well as e-commerce and D2C brands and the wholesalers and distributors that connect them to market. This is a selection of the sub-sectors we cover, not an exhaustive list. If your category is not named here, get in touch and we will give you an honest answer about whether we can help rather than taking on a search outside our expertise.

Within these markets we recruit across commercial, operational, and corporate functions. Typical mandates include sales and key account management, brand and digital marketing, category management and buying, and supply chain and logistics. We also support finance, human resources, and technology appointments where sector experience is an essential requirement, for example a finance leader who understands trade spend and retailer margin structures, or a technology hire who has worked inside a multi-site retail environment.

In each case, the value we bring is the same: a recruiter who already understands what good looks like in that function within a consumer business, and who can assess candidates against that standard from the first conversation. That means fewer speculative introductions, shorter shortlists, and a hiring process that moves at the pace your category demands.

Why consumer goods companies choose SundryHall

Hiring in consumer goods rarely fails because of a shortage of résumés. It fails because the brief, the market, and the shortlist are out of step. SundryHall works as a specialist consumer goods recruitment partner across FMCG, food and beverage, household and personal care, retail, and D2C brands, combining sector knowledge with established networks so that each search moves quickly and lands the right person.

  • Deep industry expertise

    Our recruiters bring extensive experience of the consumer products industry, from beverage manufacturing and food production environments to e-commerce platforms and D2C growth models. We understand how margin pressure, retailer relationships, supply chain constraints, and brand positioning shape what a role actually demands day to day. That experience means we ask better questions at the briefing stage, recognize strong operators quickly, and avoid the mismatches that occur when a recruiter is learning your market on your search.

  • Established candidate networks

    Years of sector focus have built a network of proven operators and leaders across consumer goods and retail, spanning sales and category management, marketing and brand, supply chain and operations, finance, and general management. Many of the strongest candidates are not active on the open market and will not respond to a job job posting, but they will take a call from consumer goods headhunters they already know and trust. That relationship is what gives our clients access to passive talent that an advertised campaign simply will not reach.

  • Quality over volume

    We present shortlists we can stand behind, with each candidate screened against the commercial and cultural demands of the role. Every introduction comes with context: why this person fits, where the development areas sit, and what it is likely to take to secure them. A focused shortlist saves your hiring managers time, shortens the process, and reduces the risk of a strong candidate accepting another offer while a long list is still being worked through.

  • A consultative approach

    We advise on role design, process, and market conditions throughout the engagement, acting as a talent acquisition partner, not a résumé forwarding service. That includes realistic salary benchmarking, guidance on interview structure, and honest feedback on how your proposition is landing with the people you want to attract. If a brief is mispriced, a structure is unlikely to attract the right profile, or a timeline is unrealistic, we say so early, because straightforward advice at the start is cheaper than a failed search at the end.

How our recruitment process works

Every search follows a structured process, adjusted to the seniority and sensitivity of the role. The four stages below show how a typical engagement runs from the first conversation through to a successful start, and what you can expect from us at each point. Because each step builds on the one before it, the quality of the brief shapes the quality of the shortlist, and the quality of the shortlist shapes how smoothly the offer and onboarding stage runs.

  1. Define the brief

    We scope the role, the team context, and the success profile with you before any sourcing begins, so the search is built on an accurate picture of what the hire must achieve. That means agreeing the responsibilities, the skills and experience that genuinely matter, the reporting lines, and the measures of success in the first twelve months. We also discuss the realities of the market (salary expectations, competing employers, and the strength of your proposition to candidates), so the brief is deliverable as well as ambitious.

  2. Map and approach the market

    We identify and discreetly engage relevant candidates through targeted headhunting and our sector network, reaching people who are not actively looking. Rather than relying on advertising alone, we map the relevant organizations and teams, build a longlist of people doing the work you need done, and approach them directly and confidentially. Where a search is sensitive (a replacement hire, or a newly created role you would rather not signal to the market), we manage those conversations with appropriate discretion on both sides.

  3. Screen and shortlist

    We assess candidates on capability, motivation, and fit, then present a focused shortlist with clear reasoning behind every name. Each candidate is interviewed before they reach you, so you see a small number of genuinely credible people rather than a long list to work through yourself. The shortlist comes with context: why the person is moving, what they are looking for, how they match the success profile agreed at the brief stage, and any areas worth probing at interview. We then coordinate the interview process and gather structured feedback in both directions.

  4. Manage offer and onboarding

    We handle negotiation, manage the offer through to acceptance, and follow up after placement to support a successful start and early retention. Acting as an intermediary at the offer stage keeps the conversation constructive on salary, notice periods, and start dates, and reduces the risk of a counter-offer derailing a hire late in the process. After acceptance, we stay in contact with both sides through notice and the opening weeks in the role, so any issues are raised early rather than after they have become a problem.

Insights from the consumer and retail market

Hiring conditions in the CPG industry shift quickly, and the best hiring decisions are informed by live market knowledge rather than last year's assumptions. Our consultants share practical guidance on salary trends, cross-functional team building, supply chain leadership, and hiring for quality and product development functions in consumer goods businesses.

That perspective comes from working across the categories that make up the consumer and retail market: food and beverage, household and personal care, beauty, and fast-moving consumer goods sold through grocery, discount, convenience, and online channels. Because we speak with candidates and hiring managers every week, we can tell you what is actually happening right now: where candidate availability is tight, how long comparable searches are taking, what packages are being accepted rather than simply advertised, and how competitors are structuring their teams.

Those conversations tend to cover a consistent set of questions:

  • Salary and package benchmarking (what a role is genuinely worth in your category, region, and business size, including bonus, car allowance, and flexible work expectations).
  • Candidate availability (how deep the talent pool is for a specific function, and whether the role needs to be positioned differently to attract the right people).
  • Team structure and capability (how comparable businesses organize commercial, marketing, supply chain, operations, technical, and NPD teams, and where the gaps usually appear).
  • Timelines and process (realistic expectations for shortlisting, interviewing, and notice periods, so your hiring plan holds up against the market).

Ask us directly about the conditions affecting your next search. Whether you are planning a single critical appointment or building out a function, a short conversation with a consultant who covers your category will tell you more than any generic market report.

National coverage, regional presence

SundryHall recruits across the United States, with offices in Atlanta, Georgia; Marlborough, Massachusetts; Parsippany, New Jersey; and Cheyenne, Wyoming. That footprint places us within reach of several of the country's major consumer goods, retail, and distribution corridors: the Southeast's growing manufacturing and logistics base, the Northeast's concentration of brand headquarters and CPG innovation, the mid-Atlantic's pharmaceutical and personal care cluster, and the Mountain West's expanding operations and fulfillment hubs.

Our search capability, however, is national in reach. We regularly place candidates in markets where we do not keep an office, drawing on networks built across sales, marketing, operations, supply chain, finance, and general management roles within the consumer products sector. Local presence shapes how we work; it does not limit where we work.

Wherever your team is based, you work with consumer products recruiters who combine broad market coverage with deep sector expertise, and who can meet you in person when a search calls for it, whether that means sitting in on a final-stage interview, touring a facility to understand the role in context, or meeting a candidate close to home before a relocation decision is made.

Start your search with SundryHall

Tell us about the role you need to fill, the team you are building, or the market question you cannot answer internally. Every conversation starts with a specialist consultant who works in your sector, not a generalist account manager passing your brief along.

Call us at +1 888-202-9809 or email [email protected]. We will respond with a clear view of how we can help, what the search would involve, the likely timeline, and what a realistic outcome looks like for your brief, including an honest assessment if we are not the right partner for it.

Useful things to include in your first message:

  • The role, function, or market you are hiring into
  • Location, and whether the position is on-site, hybrid, or remote
  • Whether this is a newly created role or a replacement
  • Any deadline, board date, or project milestone driving the timing
  • Research or market-mapping questions you need answered alongside the search

If you do not have all of that yet, get in touch anyway. Shaping an ambiguous brief into a defined search is part of the work we do.