How to choose
the right food &
beverage recruitment firm
in the United States?


The food and beverage sector is a cornerstone of the U.S. economy. Across the United States, food and beverage manufacturing alone employs around 1.8 million people in processing and production roles, representing over 1 % of total nonfarm employment and roughly 15 % of all manufacturing jobs. (nist.gov; ers.usda.gov)

When faced with these challenges, working with a recruitment agency specializing in the agri-food industry can make all the difference. But how do you make the right choice? What criteria should you consider? Here are the key points to keep in mind.

Verify their actual specialization
in the agri-food sector

Not all agencies claiming sector expertise have deep, hands-on experience in food and beverage.

A reputable recruiter focused on this industry should be able to:

  • Demonstrate understanding of U.S. food manufacturing dynamics (e.g., regulatory compliance, shift work, technical roles).
  • Show a track record of successful placements across food categories (processing, packaging, supply chain, quality, etc.).
  • Illustrate familiarity with real operational constraints — from seasonal peaks to frontline labor issues.

Our advice: Ask for specific examples of recruitments in your sector or region to assess the firm’s relevance.

Assess their ability to source operational and technical talent

The U.S. food and beverage industry needs candidates at all levels — from production supervisors and food scientists to supply chain and quality experts.

A specialist recruiter should be able to:

  • Map and activate talent pools relevant to your niche (industry networks, specialized job boards, alumni from key food science programs).
  • Conduct targeted direct approaches in key industrial regions.
  • Speak the technical language of the roles you’re hiring for.

Examine their recruitment methodology

Recruiting in food and beverage isn’t just posting roles — it’s managing a structured process aligned with your business cadence.

A strong firm will offer:

  • Post-integration follow-up, particularly during the trial period.
  • A jointly developed job description, aligned with your production challenges and values.
  • A rigorous pre-selection process that takes into account both technical and interpersonal skills.
  • Clear candidate presentations (resume, evaluation report, references).

Understand their knowledge
of local labor markets

Hiring in Atlanta versus rural Iowa or upstate New York presents different talent-market realities — from mobility to workforce availability.

A quality recruitment partner should:

  • Tailor sourcing strategies to specific U.S. labor markets.
  • Advise on realistic timelines and availability for your target profile.
  • Help craft compelling value propositions to attract talent in less competitive locations.

Evaluate their advisory posture

Beyond fulfilling briefs, an expert recruiter becomes a strategic talent partner.

This means they can:

  • Alert you to mismatches in compensation or role expectations.
  • Support workforce planning and future hiring roadmaps.
  • Provide insights on employer branding, onboarding best practices, and internal development paths.

Do you need a trusted HR partner

in the agri-food sector?

MEET US!