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securing High-Performing FMCG, Food & beverage AND Fresh Produce leaders to drive your business forward

Executive Search and Retained Recruitment across ANZ & APAC, from senior executives to key management roles.

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Recognising Your Industry's Unique Challenges

Our deep understanding of the FMCG sector ensures we deliver leadership solutions that align perfectly with your business needs.

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Deep Dive into Your Business

Our process starts with a comprehensive consultation, during which we immerse ourselves in your business’s strategic goals, culture, and unique challenges. We recognise that every assignment is unique. 

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Proactive Talent Mapping

We don't wait for talent to come to us. We proactively map the FMCG landscape, targeting the high-performing professionals who aren't actively seeking new roles, ensuring you're connected with the best talent.

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Precision in Selection

Our rigorous selection process, including behavioural assessments and cultural alignment checks, ensures that the leaders we place are a fit for the role and a driving force for your company's growth.

Our Services

Leveraging our 30 years of experience in executive search in FMCG and food and beverage manufacturing, we specialise in delivering tailored solutions for executive and senior roles. 

Executive Search

Find the right C-suite, executive leaders, and NED who align with your FMCG business goals and vision.

Retained Recruitment

Supporting senior management and department head roles through our dedicated retained recruitment model.

Interim Executive

Fill crucial leadership gaps with experienced interim executives to ensure continuity and stability.

Executive Assessment

Our assessment services use detailed psychometric and behavioural evaluations to ensure you find the right skills and cultural fit within or outside your organisation. 

Talent Mapping 

Our talent mapping services provide you with critical insights into the market, including competitor intelligence and identification of key players. 

6-weeks Turnaround Time

We adjust timelines based on urgency to meet your needs. Our search projects typically take 4-6 weeks to shortlist. Our efficient and methodical approach ensures you secure the right leadership without unnecessary delays.


Contact us today to start finding the best talent for your FMCG business.

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Decades of FMCG Experience

With over 30 years of executive leadership in the FMCG industry, John Elliott delivers unmatched expertise in building high-performing leadership teams. His deep industry knowledge and hands-on experience ensure your business secures the high performers needed to drive growth and innovation—partner with John to leverage his insights and elevate your organisation's leadership.

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We set out to create an executive search firm that truly understands your industry, solving hiring challenges with insights from those who’ve walked in your shoes.” - John Elliott, Founder.

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Expertise Across Every Role and Sector Across FMCG

Specialising in C-suite, NED, executive management, heads of department, and senior management roles tailored to various functional areas and categories.

Functional Areas


Finance


Human Resources


Marketing


Procurement


Operations


Retail Operations


Sales


Supply Chain & Logistics


Technical 


Categories


Bakery & confectionery 


Beers & spirits


Beverage manufacturing 


Dairy 


Food manufacturing 


Fresh Produce


Health & wellness 


Meat & poultry processing


Pet Food Manufacturing


Pharmacy, vitamins & supplements


Retail operations


Wine


Stop relying on outdated recruitment methods—partner with FMCG experts who consistently deliver leaders that drive your business forward.

Industry Insights & Updates

With our extensive experience in the FMCG sector, we know which latest news is turning heads in the industry. Our updates help you stay informed and connected, ensuring you remain relevant in a constantly evolving market.

By John Elliott March 24, 2025
Emotional intelligence is one of the most valued traits in executive leadership today.  It’s also one of the most misunderstood. In interviews, every candidate knows how to speak about empathy, collaboration, and “bringing people on the journey.” But when does that emotional intelligence start to look more like emotional avoidance? If you’re hiring into a senior role in consumer goods or food and beverage manufacturing, this distinction matters. Hiring someone who avoids hard conversations risks building a culture that performs around problems, not through them. The leaders delivering the best outcomes in 2025 understand how to build trust and rapport — without dodging the accountability that comes with real leadership. Emotional Intelligence: What It Gets Right In complex, fast-paced industries like FMCG and food production, leaders need more than technical expertise. They must influence, de-escalate tension, manage change, and build alignment across functions. That’s where emotional intelligence shines. High-EQ leaders are more likely to: Retain talent through strong, trust-based relationships Remain composed in high-stakes environments Reduce conflict through proactive, clear communication Drive psychological safety while still pushing for results The research backs this up. According to a 2024 EHL Insights report , emotionally intelligent leaders improve employee satisfaction, engagement, and collaboration — all essential in manufacturing settings where coordination between departments is critical. But there’s a fine line between emotional intelligence and emotional overcorrection. When Emotional Intelligence Becomes Emotional Avoidance The risk is subtle: leaders who over-index on empathy may begin to avoid the discomfort of conflict altogether. That looks like: Letting underperformance linger to “keep the peace” Over-relying on collaboration instead of making firm decisions Avoiding direct feedback Prioritising harmony at the expense of clarity A 2024 Forbes article described how emotionally avoidant leaders — despite good intentions — often undermine the very culture they’re trying to protect. Accountability erodes, decisions slow down, and high performers become disengaged. We’ve seen this play out in executive search mandates across the sector. On paper, a candidate may appear ideal: emotionally intelligent, highly personable, well-liked. But dig deeper, and a pattern emerges — reluctance to address performance issues, vague language around past team challenges, and a track record of avoiding direct confrontation. That’s not emotional intelligence. That’s fear, dressed as empathy. Emotional Intelligence Is a Must — But It’s Not the Full Picture More organisations are making emotional intelligence a key leadership trait in hiring — and for good reason. In high-change environments, emotionally intelligent leaders: Build trust across teams quickly Navigate transformation without losing people along the way Stay composed under pressure Handle interpersonal complexity with clarity But some of the most costly mis-hires we see come from leaders who present as highly empathetic, but struggle to lead through tension. Not because they lack EQ — but because they confuse it with keeping everyone comfortable. The difference? The leaders delivering the best outcomes in 2024 and 2025 are doing both: Holding people accountable while building engagement Delivering hard feedback without defensiveness Balancing calm with courage These are the leaders who retain high performers, protect standards, and still earn trust across the business. Hiring Outcomes Are Better When EQ Is Tested in Context The most effective hiring processes we’re seeing in the market today aren’t just asking, “Is this leader emotionally intelligent?” They’re asking: Can this person hold accountability and empathy at the same time? Have they delivered under pressure without letting performance slide? Do they create safe cultures that are also high-performing? The difference in outcomes is clear: More resilient leadership teams Better cultural fit Fewer surprises post-placement What to Look for in Executive Interviews Hiring emotionally intelligent leaders isn’t just about what they say — it’s about how they’ve acted in real moments of challenge. The most effective hiring panels are getting beyond rehearsed narratives by asking sharper questions: To probe real emotional intelligence: “Tell me about a time you had to lead a team through a change that wasn’t popular.” “How do you approach a conversation when someone on your team is underperforming?” “Describe a time you disagreed with your CEO or board. What did you do?” Watch for signals: Are they clear and specific, or vague and diplomatic? Do they show respect and resolve? Do they accept responsibility, or redirect it elsewhere? In reference checks, ask: “How did they manage pressure or uncertainty?” “Were they able to deliver difficult feedback directly?” “Did they avoid difficult decisions in the name of team cohesion?” When emotional intelligence is genuine, it shows up in results — not just relationships. Why This Matters Now Organisations in the consumer goods and food manufacturing sectors are undergoing constant disruption — from digitisation to regulatory shifts to cost pressures. In this environment, leadership soft skills aren’t optional. But it’s not enough to hire likeable leaders. The ones delivering real impact are those who bring empathy and edge. They’re able to sit with discomfort, hold the mirror up, and still bring people with them. That’s what true emotional intelligence looks like in 2025. So when you’re hiring your next senior leader, don’t just ask if they care. Ask if they can care and confront — with courage, with clarity, and with conviction. Because your culture doesn’t need more harmony. It needs more truth.
By John Elliott March 18, 2025
AI is Changing Business—So Must Its Leaders
By John Elliott September 30, 2024
Technology continues to be one of the biggest catalysts for change and growth. It stands to reason that Food and beverage manufacturers who fail to embrace technology risk falling behind. But here’s a question: How crucial is it for a CEO to truly understand technology and how it can transform business? Isn’t this the responsibility of the CIO? Yes. But I’m finding that technology isn’t just for the IT department anymore—CEOs and senior leaders must understand how AI, IoT, and automation can reshape everything from supply chains and customer experiences to sustainability and regulatory compliance. Perhaps it’s time to ask yourself: Do you have a CEO who just oversees operations, or one who sees tech as a strategic enabler for growth? Do they see AI, automation, and data as critical growth drivers? Do they have a history of using technology to improve operations and customer experiences? How comfortable are they relying on data and real-time analytics to make Data-Driven Decisions? Do they understand how technology decisions impact compliance and industry regulations? Do they work effectively across all departments to ensure alignment of technology with business goals? If the answer to these questions is no. It might be time to ask – Can a CEO still be effective without tech expertise? Or does a lack of it risk stalling innovation?  Contact us today for a confidential discussion on how ELR Executive can can deliver leaders that can drive your business forward.
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faq

  • What roles does ELR Executive typically recruit?

    ELR Executive specialises in recruiting for a broad range of high-level roles within the FMCG sector, including Non-Executive Directors, C-Suite positions, and senior management roles in areas such as Finance, Human Resources, Manufacturing, Marketing, Procurement, Operations, Retail Operations, Sales, Supply Chain & Logistics, and Technical functions.

  • Why should we use ELR Executive?

    With over 30 years of experience in the FMCG industry, ELR Executive is uniquely positioned to deliver top-tier leadership talent. Our customised, rigorous search methodology ensures that we find highly skilled leaders who are a perfect fit for your company's culture and long-term goals. Our 98% placement rate and 100% retention rate speak to our ability to deliver high-performing talent that drives growth and success.

  • What clients/companies do we represent?

    ELR Executive partners with some of the most renowned FMCG businesses across Australia, working within key industry categories such as Bakery and Confectionery, Beer and spirits, Beverage Manufacturing, Dairy, Food Manufacturing, Health and wellness, Meat and poultry Processing, Pet Food Manufacturing, Pharmacy, Vitamins and supplements, and Retail Operations.

  • What happens in the event of a problem hire?

    At ELR Executive, we stand by the quality of our placements. In the unlikely event of a problem hire, we offer a six-month replacement guarantee, ensuring your organisation continues to benefit from high-performing talent without disruption. Our process includes rigorous assessments and regular follow-ups to minimise risks, providing a smooth and successful transition for your new leader.

  • How does the exec search process work?

    Our executive search process begins with a deep dive into your organisation's needs, goals, and culture. We then map the talent landscape, leveraging our extensive network and market knowledge to identify and engage with both active and passive candidates. We conduct rigorous assessments, including in-depth interviews and behavioural evaluations, to ensure a strong fit. Throughout the process, we maintain full transparency, providing regular updates and ensuring you have the information you need to make informed decisions.

  • So how do we get started?

    Getting started with ELR Executive is simple. Schedule a consultation with our team to discuss your specific needs and goals. From there, we'll work with you to develop a tailored strategy for your executive search, providing ongoing support and expertise at every process step. Contact us today to find leaders who will drive your FMCG business forward.

  • What is an Interim executive?

    An interim executive is a senior professional who temporarily fills a key leadership role within an organisation. These executives are often brought in during periods of transition, crisis, or sudden vacancy that needs to be filled quickly. Interim executives are experienced leaders who can provide stability, strategic direction, and management expertise while the company searches for a permanent replacement or navigates a challenging period. Their roles vary widely, from CEO and CFO positions to senior management roles, depending on the organisation's needs.

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