Commercial – Hain Celestial

A structured recruitment campaign enabled Hain Celestial to successfully build a high-performing commercial team across multiple channels and experience levels.

Problem

The Commercial Director at Hain Daniels, now known as Hain Celestial, faced the challenge of restructuring the commercial division with a need for a diverse range of individuals across various channels, including retail, foodservice, and wholesale. This restructuring effort required recruiting individuals with a wide spectrum of experience, from those with limited experience to those with extensive expertise in their respective fields.

Solution

• Detailed Briefing: A thorough briefing with each hiring manager across the group was conducted to understand the specific requirements.
• Recruitment Framework: A structured framework and timeline were established, spanning four months with two weeks allocated per recruit.
• Candidate Mapping: Candidates were mapped, and pools were built across different categories (OL and Branded) as well as subcategories in Frozen, Chilled, and Ambient. At points, we were required to work in a customer-specific setting and recruit individuals who had active relationships with either a major retailer or wholesaler.
• Marketing Control: The marketing message was carefully managed to ensure a cost-effective and stress-free experience for successful candidates, with timely updates.
• Candidate Briefing: Prospective candidates were briefed, followed by a full Teams interview before presenting CV’s to the client.
• Candidate Selection: At least five carefully selected candidates were presented for each role, all of whom were aligned with the opportunity

Outcome

• Complete Team Formation: A complete and well-complementing team was assembled within the commercial division, including multiple recruits across sub-divisions.
• Superior Candidate Experience: The recruitment process ensured that candidates were fully briefed and genuinely interested in the roles.
• Cultural Awareness: The team stayed up to date on cultural changes within the company and provided support to candidates, connecting them with relevant people before their start date.
• Regular Management Check-Ins: Ongoing management check-ins were conducted to ensure the success and satisfaction of the recruited candidates.

Testimonial

“Thoroughly enjoyed working with Henderson Brown recruiting for Hain Daniel in the
Foodservice channel. We agreed criteria and number of shortlisted candidates and a very tight
time frame to complete the process and James managed to support with great candidates,
timely communication and we completed the whole process in less than 4 weeks which even
enabled the outgoing associate to provide a handover before departing.”

Channel Controller, Hain Celestial