Recruiting Executives for Wines & Spirits Brands: How We Scale Our Approach

Here at ACCUR Recruiting Services, we are often tasked with finding executives who specialize in wines & spirits and other alcoholic beverages for a variety of different companies. Wines & spirits is a complicated industry, requiring a lot of specialized knowledge in the executives we recruit. Further, our recruiting approach always depends on the type of company we are working with.

Today we want to break down down how our approach differs when we are working with large global brands versus smaller more boutique-type operations, as well as the commonalities between the two market sectors.

Types of Wines & Spirits Companies We Recruit Executives For

We are typically asked to recruit executives for one of the following types of companies:

Global brands who operate on multiple continents and through a variety of channels including travel retail, online, on premises and in restaurants. The major players in this space are household names including Constellation Brands, Louis Vuitton Moët Hennessy, Diageo, Pernod Ricard and Brown-Forman.
Independent and family run businesses: these businesses in this category range in size from quite small to multi-million dollar enterprises and can either be highly traditional and family run or might operate in a new category such as organic or biodynamic wines. Within the “family-run” category there are a number of large companies that own multiple brands and wineries such as E & J Gallo, Trinchero Family Estates and Foley Family Wines.
Private equity backed companies: these wines & spirits brands are often have a specialty focus such as succession planning or turnaround or both and require a seasoned executives who is proactive and focused on growth-based incentives over longevity and stability.

Skills Needed for Global Wines & Spirits Brands

For multinational wines & spirits brands, the criteria we apply to the executive search process typically covers the following areas:

Domain expertise: Executives for global wines & spirits brands should possess a comprehensive understanding of the entire value chain, including grape cultivation, winemaking processes, sourcing, supply chain logistics, branding, and regulatory compliance. Their expertise will enable them to make informed decisions, identify emerging market trends, and develop effective strategies to gain a competitive advantage.
Global Mindset: Successful executives in this industry understand the importance of building strong relationships with international stakeholders, including distributors, retailers, importers, and regulatory authorities. Executives must further appreciate the cultural significance of wines and spirits in multinational markets, identify opportunities for localization, and tailor marketing strategies accordingly.
Strategic Vision, Leadership and Communication Skills: We look for category leaders with an ability to develop long-term strategies that balance short-term profitability with sustainable growth. Additionally, leaders should possess strong negotiation skills to navigate complex distribution networks, secure partnerships, and manage relationships with international stakeholders.

Skills Need for Independent, Boutique and Family-Run Businesses

The needs of independent, boutique and family-run businesses are diverse, therefore we adapt our selection criteria to the specifics of the assignment while considering:

A focus on quality or branding vs quantity and scale of production which is more typical in smaller operations
Succession planning in the case of family busineses
Any needs around investment, acquisition plans or scaling the business

Executive recruits for these types of position will be naturally more adept at wearing many hats and being more involved in more facets of the business.

Special Considerations for Private Equity Backed Businesses

When we work with private equity firms for wines & spirits positions, we usually look for the following in candidates:

Financial savvy and a track record of being able to raise revenue on a tight timeframe.
Proactiveness in dealing with the firm’s needs.
Quickness to adapt to the firm’s culture, operations and reporting structure.
Relentless focus on growth.

More about how we work with private equity firms here>>