The Grady Group - CPG Recruiting Since 1999

🌟Do you have CPG marketing experience in personal care?🌟 The Grady Group is on the hunt for a VP of Brand Marketing with deep expertise in personal care (P&G, L'Oreal, J&J, L'Occitane, Dr. Squatch, Reckitt, etc.) in sunny Southern California! 🌴 If you’ve led successful marketing campaigns and have experience at the Director level or above, this could be your next big move! 🏆 Know someone who fits the bill? Or is this YOU? Let’s connect! Send me a message to learn more about this incredible opportunity. 📩 #MarketingLeadership #PersonalCare #SouthernCalifornia #CareerOpportunity #CPGMarketing #LACPGJobs #CPGBrandManagement #CPG #CPGjobs

🌟CPG Brand Manager Role in Chicago🌟 The Grady Group is seeking a Brand Manager with a focus on innovation for a leading better-for-you food manufacturer located in the western suburbs of Chicago! This role offers a unique blend of strategic brand development and creative marketing execution, including tv advertising. If you're passionate about premium food products and innovation, this may be the perfect opportunity for you! Please send me a message if you or someone you know is interested in learning more! #ChicagoCPGJobs #CPGBrandManager #CPG #CPGjobs

In the competitive landscape of skills and achievements, compassion often fades into the background, unnoticed yet vital. Companies like Walmart are pioneering a shift towards integrating soft skills, like compassion, into their leadership training, recognizing the profound impact these skills have on organizational culture and customer engagement. As someone who has spent decades understanding the intricacies of the CPG sector, I can attest to the transformative power of compassion. It's not just about managing tasks but about leading with empathy, fostering an environment where employees and leaders alike are encouraged to show kindness and understanding. In conclusion, whether it’s through redefining leadership engagement, embracing straightforward recruitment practices, or valuing compassion in our daily interactions, the common thread is clear: the future of successful management and recruitment lies in our ability to remain genuinely connected to one another. This principle guides us at The Grady Group as we continue to champion the human element in every facet of our work.

🚨 It's a common frustration: a job posting that sounds great but doesn't actually exist. Here are ways to spot a "ghost job" posting: 🔍 The posting has been active for more than 30 days. 🔍 There's no mention of the job on the company's website or social media. 🔍 The compensation and perks seem too good to be true. In Ontario, Canada, new laws may require companies to disclose if a job is real or for the future. But if you're not in Ontario, this might not help. What can help? Working with a recruiter like us at The Grady Group. We know which jobs are real and can connect you with the right opportunities. 💼✨ #JobSearch #Recruitment #TheGradyGroup #CareerAdvice #GhostJobs 🔍 Tired of chasing phantom job postings? Let's connect and find you a real opportunity! 🚀 #CPGIndustry #JobTips #HiringProcess #LinkedInTips

You have 44 days to convince a new hire to stay, according to BambooHR, which signals the initial recruitment process is key. In over 23 years of recruiting, I've learned the importance of finding the right fit from the start. Utilizing a recruiter can help identify the ideal candidate. After hiring, ensuring a positive onboarding experience is crucial. BambooHR highlights common issues new employees face, including lack of clear points of contact, access to tools, and adequate training. Of these, understanding the company's products and services is paramount. Every team member should grasp your company's offerings, values, and mission to drive business success. Front-loading new hires with necessary information and support channels significantly impacts retention rates. #Recruitment #EmployeeRetention #OnboardingSuccess

The concept of "dry promotions"—receiving a new title and additional responsibilities without a corresponding raise in pay—is becoming increasingly common. “Justin, should I take it?” According to compensation experts Pearl Meyer, a growing number of employers (13%) view title upgrades as an acceptable form of reward when budget constraints limit financial raises. This trend reflects a significant shift in workplace dynamics and compensation strategies. Before deciding on accepting a dry promotion, consider its potential to enrich your résumé and broaden your skill set, which could be invaluable for future career opportunities. However, it's essential to trust your instincts about whether such a promotion truly benefits you or merely exploits your talents without fair compensation.

🌟 Exciting Opportunity in Chicago: Food Service Marketing Manager for Top QSR Brands 🌟 Hello LinkedIn network! We’re on the lookout for a visionary Food Service Marketing Manager in Chicago to join one of our premier clients in the consumer packaged goods industry. This role is all about crafting innovative marketing strategies for the top 200 quick serve restaurants (QSRs) across the U.S. Ideal Candidate: Proven experience in food service marketing, especially within QSRs. Skilled in developing marketing proposals that drive brand engagement and growth. Strong analytical abilities with expertise in leveraging market trends and insights. Excellent communication and teamwork skills. Bachelor’s degree in Marketing, Business Administration, or similar. Why This Role? You will directly influence major QSR brands, driving innovative strategies and partnerships in a dynamic environment. It’s a chance to make impactful decisions that resonate across the industry! 🌟 Know someone perfect for this role? Please SHARE this post or TAG them! Feel free to DM for more details. #FoodServiceMarketing #QSR #ChicagoJobs #MarketingCareers #CPGJobs #CareerOpportunity Thank you for connecting and spreading the word!

🌟 Have you ever turned down a job offer? Why? 🌟 Recently, I worked with an exceptional candidate—let’s call her Sarah—who declined an offer due to concerns about the company’s chaotic environment and lack of organizational culture. Despite an attractive package and a leadership role, Sarah prioritized her values and career satisfaction. During the interview, the hiring manager admitted, "We don't have an organizational culture," which raised immediate red flags for Sarah. Observing the frenetic office atmosphere, she knew this wasn’t the right fit for her. Sarah’s decision highlights important lessons: For Candidates: 1) Know Your Values: Don’t compromise on what you need to thrive. 2) Ask the Right Questions: Inquire about company culture and observe the environment. 3) Trust Your Instincts: Make decisions that align with your goals. For Employers: 1) Cultivate Culture: A positive culture attracts and retains top talent. 2) Be Transparent: Ensure hiring managers discuss culture candidly (there's no such thing as no culture) 3) Invest in Structure: A supportive environment boosts satisfaction and productivity. Sarah’s story is a powerful reminder that cultural fit is key to long-term success. 🌟 #CPGRecruitment #CareerIntegrity #CompanyCulture #HiringExcellence #ProfessionalGrowth