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Flexible support for wherever you are in your hiring journey.
We work with companies at every stage — from early-stage brands hiring their first operations leader, to mid-market manufacturers building out a full leadership bench. Here’s how we can help.

Image by Gletscherblick Drink
Image by Gletscherblick Drink

Retained Executive Search

Our core offering. A fully retained, fully dedicated search partnership for Director, VP, and C-suite leadership roles at food manufacturers, CPG brands, and food tech companies.
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We work exclusively on retained mandates — which means every search gets our full attention from day one to offer accepted.
 
We run searches across:
  • Operations & manufacturing leadership
  • Supply chain & logistics
  • Commercial & sales leadership
  • R&D, food science & innovation
  • Quality, food safety & regulatory
  • Finance & people leadership
  • C-suite and general management
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Strategy Sprint

Before you open a search, we help you get the hire right.
 
In four weeks, we scope the role, map the talent landscape, benchmark compensation against your specific category and company stage, and build a search brief your board or PE sponsor can stand behind.
 
A fixed-fee engagement designed to set up a faster, smarter search — with or without Thrive running it.
 
What's included:
  • Role scoping — title, level, reporting structure, scope of ownership
  • Talent landscape brief — where candidates come from, what the pool looks like
  • Compensation benchmark report — calibrated to your category and stage
  • Search readiness plan — candidate profile, interview framework, offer strategy
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Ideal for companies preparing for a senior hire who want to get it right before going to market.
Image by Nature Zen
Image by Mohammad Hossein Farahzadi
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Talent Roadmap

For founders and CEOs with more than one leadership hire ahead of them.
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Post-funding, post-acquisition, or simply outgrowing the founding team — the challenge isn't finding one great person, it's figuring out who to hire first, in what sequence, and how to build a leadership team that can actually execute your growth plan.
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n six weeks, we deliver:
  • Organisational assessment — a clear read of the current state and the gaps
  • Hiring sequence map — which roles to fill first and why, with the strategic rationale
  • Role scoping for priority hires — detailed scope for your top two or three immediate searches
  • Leadership compensation framework — target comp across your full leadership team
  • Search engagement plan — a recommended approach for executing the hires
 
Ideal for post-funding or post-acquisition companies navigating multiple senior hires simultaneously.
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Fractional TA Advisory

Senior-level talent acquisition leadership without the full-time headcount. For scaling food and beverage companies that need to build a serious hiring function — but aren't ready to hire a full-time Head of TA.
Includes:
  • TA strategy and operating model design
  • Hiring process design and optimization
  • Interview frameworks and assessment design
  • TA technology selection and implementation (ATS, CRM, AI-assisted sourcing)
  • Workforce planning and headcount forecasting
Image by THE ORGANIC CRAVE Ⓡ
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