A food manufacturing executive search firm identifies, approaches, and assesses senior leaders for food and beverage producers. A retained search partner conducts proactive market research and confidential outreach, including to high-performing executives who are not actively applying.

Scion leads searches for CEOs, presidents, general managers, COOs, CFOs, CHROs, commercial executives, operations and manufacturing leaders, quality and food safety executives, engineering leaders, supply chain and procurement executives, R&D and innovation leaders, sales and marketing executives, and other senior roles.

We build a customized market map based on the mandate, target organizations, relevant categories, functions, ownership settings, scale, and geography. Our team then conducts direct, discreet outreach to qualified leaders and evaluates their interest, experience, leadership record, and alignment.

Yes. Scion can structure confidential outreach when discretion matters for the organization, an incumbent, employees, customers, or prospective candidates. The appropriate communication protocol is established during discovery.

Retained search is an exclusive, research-led engagement built around completing a specific leadership mandate. It typically includes position strategy, market mapping, direct outreach, rigorous assessment, ongoing calibration, stakeholder guidance, and support through offer acceptance.

Yes. Scion conducts executive searches nationwide and can map talent across relevant manufacturing markets and regional operating hubs. Search geography is tailored to the role, relocation expectations, plant or headquarters location, and business needs.

The engagement begins with stakeholder discovery and position strategy. Scion then develops the search plan and market map, launches outreach, assesses executives, presents qualified candidates, supports interviews and selection, and helps manage references, offer strategy, and closing.

Scion states that retained engagements include a service guarantee. In the rare event a placement does not meet expectations, the search is reinitiated at no additional search fee, subject to the terms of the engagement.

Assessment considers relevant business results, operating scale, food safety and regulatory fluency, functional expertise, leadership and team development, transformation experience, ownership environment, culture, motivation, mobility, and long-term potential.

Yes. Scion can lead searches for quality, food safety, regulatory, technical, and related executives. The search profile can account for experience in FDA or USDA environments, FSMA, HACCP, SQF, BRCGS, GMP, traceability, audit readiness, and the organization's specific products and facilities.

Yes. Search strategy can be aligned to the investment thesis, including professionalization, multi-site scale, organic growth, acquisition integration, operational improvement, management-team buildout, and preparation for a future transaction.

Yes. Market mapping can prioritize leaders with relevant multi-site scope and account for plant, headquarters, travel, hybrid, and relocation requirements. Candidate motivation and mobility are addressed during outreach and assessment.

Helpful starting information includes the business need, reporting structure, scope, location, desired outcomes, team and facility context, required experience, timing, compensation parameters, confidentiality considerations, and the stakeholders involved in selection. Scion helps refine these elements during discovery.