Introduction
Hiring the right talent is one of the biggest challenges in the food industry today. Whether you’re a lean startup, a growing SME, or a global food manufacturer, recruiting skilled professionals in R&D, quality, production, and innovation is no easy task. The competition for talent is fierce, the skills gap is growing, and employee expectations are changing fast.
At FoodResso, we guide food companies through these recruitment challenges with strategies tailored to their size and maturity. This article explores the unique hiring hurdles faced by different types of businesses and offers real-world solutions from the region and beyond.
“You don’t build a business. You build people—and then people build the business.” — Zig Ziglar
1. Startups: Attracting Talent with Limited Resources
The Challenge:
Startups often struggle to attract experienced professionals due to lower salaries, limited brand recognition, and a lack of HR infrastructure. Many founders juggle hiring with daily operations, leading to reactive rather than strategic recruitment.
Real-World Case:
A plant-based snack startup in the UAE couldn’t compete with corporate salaries. Instead, they offered equity and flexible working hours to attract a food technologist with startup experience.
What to Do:
- Highlight purpose and mission—many young professionals seek meaning over money.
- Offer skill-building opportunities, ownership, and career growth.
- Leverage LinkedIn and food innovation hubs to find freelance or part-time specialists.
- Collaborate with universities on internships that could lead to long-term hires.
2. SMEs: Scaling Teams Without Losing Culture
The Challenge:
As food SMEs grow, they must scale their teams while preserving their core values. But mid-size firms often lack the employer branding of larger companies and the agility of startups. Hiring mid-level managers who can operate without full corporate support is key.
Real-World Case:
A dairy company in Jordan expanded rapidly and hired ex-multinational managers. But culture clashes and over-structured processes slowed down innovation. The fix? Hiring local talent with cross-functional experience and giving them autonomy.
What to Do:
- Build a referral program—your best hires may come through your current team.
- Invest in basic HR systems for applicant tracking and onboarding.
- Hire for versatility: people who can wear multiple hats.
- Promote your growth story as a career opportunity.
3. Large Local Companies: Balancing Tradition and Modern Skills
The Challenge:
Family-owned or traditional companies often find it difficult to attract digital-savvy or R&D-driven talent. Rigid structures, slow decision-making, or outdated HR practices can deter top candidates.
Real-World Case:
An Egyptian frozen food company wanted to modernize its portfolio. However, their flat hierarchy and slow promotion paths frustrated young R&D hires. After revising their talent development policy and creating clear learning paths, retention improved by 35%.
What to Do:
- Revamp job descriptions and career paths to appeal to younger professionals.
- Incorporate performance-based rewards instead of tenure-based promotions.
- Bring in external consultants (like FoodResso) to support capability building.
- Allow pilot projects and innovation labs for younger hires to shine.
4. Multinational Corporations: Winning in a Competitive Talent Market
The Challenge:
Even global giants are struggling to hire and retain food industry talent—especially in R&D and sustainability. High attrition rates, poaching from competitors, and remote work expectations make recruitment harder than ever.
Western Example:
Nestlé’s R&D center in Switzerland revamped its EVP (Employer Value Proposition) to focus on purpose-driven innovation. They highlighted their work on plant-based, climate-smart food to appeal to next-gen scientists.
What to Do:
- Build strong academic partnerships for early talent pipelines.
- Offer flexible work structures and fast-track development programs.
- Create cross-border assignments to retain ambitious talent.
- Make your sustainability and innovation agenda highly visible in recruitment marketing.
Bonus: Hiring Trends & Future Outlook
- Tech Skills in Demand: Data scientists, food safety automation experts, and supply chain analysts are becoming critical hires.
- Gig & Freelance Models: Short-term expert roles are rising—especially in product development and regulatory consulting.
- Purpose-Driven Workplaces: Candidates care about company values, ESG goals, and learning cultures more than ever.
Final Thoughts
Recruitment in the food industry is no longer about filling vacancies—it’s about building the future of food. Whether you’re a startup looking for your first R&D lead or a multinational optimizing your global talent pool, thoughtful hiring strategies can make all the difference.
At FoodResso, we don’t just consult on operations—we help build teams that drive food innovation forward. If you’re navigating recruitment challenges, let’s talk about how we can support your growth journey.
Need help building your food industry team?
Connect with FoodResso for:
- Recruitment strategy
- Role definition and org design
- Interim expert placements
- Training & capability building