FIT FIRST. THEN THE APPOINTMENT.
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F&B
FOOD AND BEVERAGE, EXCLUSIVELY
2006
IN FOOD MANUFACTURING SINCE
1
PERSON RUNS YOUR SEARCH, BRIEFING TO CLOSE
About Williams Recruitment
Sectors
See all seven sectors
How I work
How I work
No research team. No account manager. I take your brief, I do the search, I have every conversation, and I am the one answering for it a year later.
Our Approach
How a search runs
I do every step myself, so the person who understood your brief never hands it to somebody who did not.
Why Williams Recruitment
I would rather lose the mandate than send you a shortlist I do not believe in
Most of this market runs on volume. Send more, place faster, move on. I will turn down work outside my sector, and I will tell you a candidate is wrong when placing them would pay me.
The difference
The volume model
Place people, make as much money as possible, move on. That is the model most of this market still runs.
Paid to close, not to be right
The candidate who can be placed, not the one who should be
Ten mandates, a shortlist barely met
Gone once the invoice clears
Speed sold as the answer to risk
How I work
Boards now ask what happens if this goes wrong. My answer is to act as a partner and focus on whether the leader stays, not on whether I get paid.
Fit before availability
Two people if I believe in two
Every conversation had by me
Accountable a year after the offer
Trust that brings the next search
FAQs
Questions I get asked
Who do you work with?
Private equity sponsors and founder or family-owned food and beverage businesses across the United States. Director to C-suite, across every function. I do not take work outside the sector.
How long does a search take?
It depends on the role and the market, and anyone who gives you a number before hearing the brief is guessing. What I will tell you on the first call is whether the person you are describing exists at that level, in that geography, at that price.
Why retained rather than contingency?
Contingency pays for a race. Several firms send resumes, the fastest gets paid, and nobody is incentivised to tell you a candidate is wrong. Retained pays for judgement and means I can afford to bring you two people instead of nine.
Will I be dealing with you or with someone else?
Me, from the first call to a year after the offer. There is nobody else here.
What happens if the hire does not work out?
There are replacement terms in a retained agreement and I will go through them with you before you sign anything. I will not pitch them as the reason to hire me. A guarantee is what you fall back on when the process has already failed, and I would rather talk about why it will not.
How many searches do you run at once?
Fewer than a firm with a team could. That is the trade. If I am too busy to do your search properly I will tell you rather than take the retainer and start slowly.
