Consumer Health, Wellness & Nutrition Recruiters
Commercial, brand, regulatory and operations leaders for vitamin, supplement, sports nutrition and consumer health brands.
A vacant leadership seat in a health and wellness business rarely waits politely. Retailer reset windows, launch schedules, and regulatory timelines keep moving while the role sits open, and a rushed compromise hire in this category can cost far more than the vacancy did. At SundryHall, we work as specialist health and wellness recruiters on the consumer goods side of this industry, helping brands and manufacturers fill senior, managerial, and executive roles with people who already understand how the category is regulated, formulated, and sold.
Our practice covers the businesses that make and sell what consumers eat, drink, and apply to support their wellbeing, including dietary supplements, functional foods, sports nutrition, natural personal care, and adjacent wellness categories. We recruit across the United States from our offices in Atlanta, Marlborough, Parsippany, and Cheyenne, on contingent, retained, and exclusive terms.
What our health and wellness recruitment service covers
We provide permanent recruitment and executive search for consumer health, wellness, and nutrition companies, taking each role from scoping to signed offer. That covers defining the brief, mapping the market, approaching active and passive candidates, screening and assessing, coordinating interviews, negotiating the offer, and following up after placement. Our recruiters work from direct knowledge of how supplement, nutrition, and wellness businesses operate. They understand the regulatory affairs load that shapes technical roles, the margin structures that shape commercial ones, and the channel realities of selling into specialty retail, grocery, and ecommerce.
The roles we fill run across the business, not just the obvious ones. On the commercial side that means national account managers, sales directors, brand and category managers, and ecommerce leads. On the technical side it means R&D and product development leaders, heads of quality and regulatory affairs, and supply chain and operations managers. At the senior end we run confidential executive searches for managing directors, commercial directors, and functional heads where the shortlist has to be built discreetly and the market approached without signaling a change inside the business.
Alongside individual hires, we support clients with talent mapping, salary benchmarking, and market intelligence across the nutrition industry, so the role is priced and positioned against current market data before the search begins. Where a client needs it, we also advise on the hiring process itself, covering how the mandate is structured, how the employer brand reads to candidates, and how to reach qualified professionals who are not actively looking and will never see a job posting.
Every search is handled by a consultant who stays with the brief from first conversation through the first months in the role. You deal with the person doing the work, not a handover chain, and you get regular updates on who has been approached, who is interested, and what the market is telling us about the role as the search progresses.
Businesses we work with
Our clients in this space include dietary supplement manufacturers, functional food and beverage brands, sports and active nutrition companies, and wellness-focused personal care businesses. Companion-animal nutrition overlaps with this market in formulation, quality assurance, and regulatory affairs; those searches sit with our pet nutrition practice. The list below is a selection, not an exhaustive catalog, so if your segment is not shown, please get in touch.
We work with businesses at a range of stages, from founder-led brands building their first leadership team to established manufacturers and private equity-backed platforms adding capability ahead of growth. In every case, the brief is the same: find leaders who understand the commercial realities of the category and the regulatory and quality expectations that sit behind every product on the shelf.
Dietary supplements
As supplement industry recruiters, we place commercial, operational, and corporate leaders in vitamins, minerals, and specialty supplement businesses. That includes sales and marketing leadership, manufacturing and supply chain management, product development, and the quality and regulatory affairs roles that keep contract manufacturers and brand owners compliant and audit-ready.
Functional foods and beverages
We recruit for brands bringing fortified, better-for-you, and performance-oriented food and beverage products to market. These businesses often need leaders who can balance innovation and speed to market with formulation, labeling, and food safety requirements, and who have experience scaling production and distribution as demand grows.
Sports and active nutrition
We source executives and senior managers for protein, hydration, and performance nutrition companies selling through retail and direct channels. Hiring in this segment frequently calls for commercial leaders fluent in ecommerce, brand building, and specialty and mass retail relationships, alongside the operations and sourcing talent that keeps fast-moving product lines supplied.
Roles and functions we recruit
Our nutrition recruiters focus on managerial, senior, and executive-level appointments across the nutrition, supplement, and functional food sectors. Typical mandates include heads of sales and business development, marketing and brand leadership, supply chain and operations directors, and heads of quality assurance and regulatory affairs. We also recruit product development and R&D leadership, along with senior roles in finance, human resources, and procurement, particularly where the position demands sector-specific experience that a transferable generalist cannot supply.
Each of these functions carries its own hiring risk. A regulatory affairs lead must understand label claims and compliance exposure; a supply chain director must manage ingredient sourcing and contract manufacturing relationships; a commercial lead must know how the category actually sells through retail, ecommerce, and practitioner channels. We brief and assess against those realities rather than against a generic competency list.
We do not handle entry-level, junior or staff-level positions or internships, and we do not place temporary, hourly or staff-level contract workers; contract and interim appointments at manager level and above run through our interim practice. This concentration is intentional. It keeps our candidate networks deep in the seniority bands where the search is hardest to run internally, where the strongest people are rarely active on job boards, and where a wrong hire is most expensive to unwind.
Our search process
Every search we run follows the same structured, five-stage process. It keeps the brief clear, the sourcing deliberate, and the communication consistent, so hiring teams always know where a search stands and candidates stay engaged from first approach to first day.
Scoping the brief
We start by meeting the hiring team to define the role in detail: core responsibilities, the required skill sets, reporting lines, team structure, and the commercial pressures the hire is expected to relieve. We agree on what a successful candidate looks like in your specific business context, along with salary range, location or hybrid expectations, and the realistic timeline for the search. That shared definition becomes the benchmark every candidate is measured against.
Market mapping and sourcing
We map the relevant segment of the industry, building a picture of where the right people sit, which companies develop them, and what it would take to move them. From that map we identify both active candidates and passive candidates who are not applying for roles, and approach them directly on a confidential basis where needed. Discretion matters on both sides: your search stays private, and so does any conversation with a candidate currently in the role.
Screening and assessment
We interview and assess candidates against the brief before anyone reaches your desk. That covers technical competence, relevant experience, cultural fit with your team, and genuine motivation for the move rather than passing interest. We verify the essentials, probe the gaps, and are candid with you about any reservations, so the shortlist you see reflects a considered judgment rather than a volume of applications.
Shortlist and interviews
We present a focused shortlist of qualified candidates, each with context on why they fit the brief and where they might stretch it. We then coordinate your interview process end to end: scheduling, briefing candidates on format and expectations, and gathering structured feedback after each stage. Both sides stay informed throughout, which keeps momentum up and reduces the risk of losing a strong candidate to a slow process.
Offer and onboarding
We manage the offer and negotiation, handling salary, package, and start date so neither side has to bargain directly. We support candidates through the notice period, including counter-offer conversations, and stay in contact through the first weeks in the role. A follow-up check-in with both the candidate and the hiring manager confirms that the right fit holds once the work is underway.
Why companies choose SundryHall
Most hiring leaders in this sector have tried generalist agencies, and the complaints are consistent. They hear about forwarded job postings, thin screening, and shortlists that treat a supplement brand like any other employer. Our practice is built the opposite way. Because we recruit exclusively in consumer goods and retail, we come into a mandate already knowing the competitor organizations, the realistic salary ranges, and where the strong candidates sit, including the passive ones who will never respond to an advertisement. That existing knowledge shortens the mapping phase and sharpens the shortlist.
In practice, that specialization shows up in three ways. We map the market rather than search a database, so a shortlist reflects who is genuinely capable of doing the job, not who happened to update a profile last month. We brief candidates properly on the brand, the category, the reporting line and the commercial reality of the role, which is why the people we introduce arrive informed rather than merely interested. And we give honest feedback in both directions, including when a brief needs adjusting to match what the market will actually pay.
We prioritize quality of shortlist over volume, and we stay transparent about timelines, market feedback, and obstacles as the search runs. Senior and confidential searches are handled with discretion, essential in an industry where leadership moves are closely watched. We measure our work by what happens after the start date: whether the placement lasts and whether the client comes back for the next hire.
The result is a straightforward working relationship: fewer, better candidates, a clear view of the market as the search progresses, and a hiring process that respects the time of everyone involved. If that is how you would prefer to hire, we are happy to talk through the role before any commitment is made.
Frequently asked questions
What types of companies use your nutrition recruiters?
We work with supplement manufacturers, functional food and beverage brands, sports nutrition businesses, and natural personal care companies. Our clients range from founder-led brands making their first senior hire to established contract manufacturers and multi-site operations building out entire commercial, regulatory, or operations teams.
Do you recruit outside the United States?
Our coverage is the United States. Our wellness industry recruiters run searches nationally, regardless of where your team is based, and we recruit for on-site, hybrid, and fully remote roles across every major nutrition and supplement manufacturing hub.
What engagement terms do you offer?
Depending on the seniority and urgency of the mandate, we work on contingent, retained, or exclusive terms. After scoping the role with you, we recommend the structure that best suits the search, and all fees, timelines, and deliverables are agreed in writing before work begins.
What happens if a placement does not work out?
The terms that apply if a placed candidate leaves early are confirmed in writing as part of each engagement, so there are no surprises later. In practice that is rare, because we assess motivation and fit as carefully as experience, and we stay in contact with both sides through the first months in the role.
Can you help with salary benchmarking before we hire?
Yes. We advise clients on current compensation levels in the nutrition industry, including base salary, bonus structures, and equity where relevant, so roles are priced correctly before the search begins. Getting this right from the outset materially improves offer acceptance rates and shortens time to hire.
Start the conversation
If you are hiring for a senior role in supplements, functional foods, or the wider wellness space, we can help you understand the talent market before you commit to a search. Tell us about the role, the team it sits in, and the outcomes you need in the first year, and we will come back with a clear view of who is available, what they expect, and how quickly a search like yours typically moves.
Call us at +1 888-202-9809 or email [email protected]. We will outline what the market looks like for your role and how our recruiting services can support it, including candidate availability, compensation expectations, and a realistic timeline from brief to offer.
Experienced leaders in supplements, functional foods, nutrition, and wellness are welcome to get in touch on the same details.
Brief us on the role you need to fill
Tell us about the position, the location and the timeline. A consultant who works your sector will follow up to talk through how we would run the search.