Companies we serve
The Mulshine Company is a results-oriented, highly successful retained Executive Search firm serving major Consumer Packaged Goods companies across Food & Beverage, Beauty, Personal Care, Consumer Health Care, and Home Care. We possess over four decades of experience recruiting R&D and Technical Leaders across Product, Process, and Package Design, Development & Engineering, Quality, Regulatory, and related areas, including Directors, Vice Presidents, and Senior Vice Presidents.
Companies
we serve
The Mulshine Company is a results-oriented, highly successful retained Executive Search firm serving major Consumer Packaged Goods companies across Food & Beverage, Beauty, Personal Care, Consumer Health Care, and Home Care. We possess over four decades of experience recruiting R&D and Technical Leaders across Product, Process, and Package Design, Development & Engineering, Quality, Regulatory, and related areas, including Directors, Vice Presidents, and Senior Vice Presidents.
Companies
we serve
The Mulshine Company is a results-oriented, highly successful retained Executive Search firm serving major Consumer Packaged Goods companies across Food & Beverage, Beauty, Personal Care, Consumer Health Care, and Home Care. We possess over four decades of experience recruiting R&D and Technical Leaders across Product, Process, and Package Design, Development & Engineering, Quality, Regulatory, and related areas, including Directors, Vice Presidents, and Senior Vice Presidents.
Why Retained Search?
Why Retained Search?
When your company needs to fill a key technical leadership role, ordinary recruiting methods may not suffice. Referrals, advertising, online recruiting, contingent recruiters, and other standard means often miss the mark, producing quantity over quality. This challenge is compounded by the complex technical landscape of CPG R&D and related specialized functions. Our Retained Search model was built to solve these problems.
When your company needs to fill a key technical leadership role, ordinary recruiting methods may not suffice. Referrals, advertising, online recruiting, contingent recruiters, and other standard means often miss the mark, producing quantity over quality. This challenge is compounded by the complex technical landscape of CPG R&D and related specialized functions. Our Retained Search model was built to solve these problems.
When your company needs to fill a key technical leadership role, ordinary recruiting methods may not suffice. Referrals, advertising, online recruiting, contingent recruiters, and other standard means often miss the mark, producing quantity over quality. This challenge is compounded by the complex technical landscape of CPG R&D and related specialized functions. Our Retained Search model was built to solve these problems.
Industry and technical specificity
To find the right talent you need to retain a specialized partner with an extensive network of both industry and technically specific relationships that address your company’s needs.
To find the right talent you need to retain a specialized partner with an extensive network of both industry and technically specific relationships that address your company’s needs.
To find the right talent you need to retain a specialized partner with an extensive network of both industry and technically specific relationships that address your company’s needs.
Quality over quantity
Our proven Retained Search model delivers the time and commitment to get the Search done and get it done right. The commitment of Retained Search aligns our firm with both client and candidate priorities, creating a partnership to satisfy your needs. Knowing that we have client commitment, we can focus on the deep dive, only presenting and securing the best talent available, leading to higher performance, longer retention, and a healthier organization. Meanwhile, contingent firms, paid only upon placement, are forced to take a superficial volume approach, often at the expense of candidate quality and commitment to completion. To offer an analogy, Retained Search is like deep sea fishing for marlin; contingent search is like casting a net for minnows.
Our proven Retained Search model delivers the time and commitment to get the Search done and get it done right. The commitment of Retained Search aligns our firm with both client and candidate priorities, creating a partnership to satisfy your needs. Knowing that we have client commitment, we can focus on the deep dive, only presenting and securing the best talent available, leading to higher performance, longer retention, and a healthier organization. Meanwhile, contingent firms, paid only upon placement, are forced to take a superficial volume approach, often at the expense of candidate quality and commitment to completion. To offer an analogy, Retained Search is like deep sea fishing for marlin; contingent search is like casting a net for minnows.
Our proven Retained Search model delivers the time and commitment to get the Search done and get it done right. The commitment of Retained Search aligns our firm with both client and candidate priorities, creating a partnership to satisfy your needs. Knowing that we have client commitment, we can focus on the deep dive, only presenting and securing the best talent available, leading to higher performance, longer retention, and a healthier organization. Meanwhile, contingent firms, paid only upon placement, are forced to take a superficial volume approach, often at the expense of candidate quality and commitment to completion. To offer an analogy, Retained Search is like deep sea fishing for marlin; contingent search is like casting a net for minnows.
Cost effectiveness
Our firm’s retained billing model is very competitive since we invoice based on a fixed percentage of the salary alone, and, unlike most other retained firms, do not include projected bonus, stock incentives, or an administrative fee. This almost always translates into substantial savings versus other firms.
Our firm’s retained billing model is very competitive since we invoice based on a fixed percentage of the salary alone, and, unlike most other retained firms, do not include projected bonus, stock incentives, or an administrative fee. This almost always translates into substantial savings versus other firms.
Our firm’s retained billing model is very competitive since we invoice based on a fixed percentage of the salary alone, and, unlike most other retained firms, do not include projected bonus, stock incentives, or an administrative fee. This almost always translates into substantial savings versus other firms.
How We Place Talent
How We Place Talent
How We Place Talent
Scope
A typical search begins with information gathering. We interview client executives who have a direct interest in the position to be filled. From these in-depth discussions, a position description is developed which defines the position's responsibilities, title, compensation, reporting relationships, and experience and education needed. Also, careful consideration is given to your business philosophy and corporate goals.
Scope
A typical search begins with information gathering. We interview client executives who have a direct interest in the position to be filled. From these in-depth discussions, a position description is developed which defines the position's responsibilities, title, compensation, reporting relationships, and experience and education needed. Also, careful consideration is given to your business philosophy and corporate goals.
Scope
A typical search begins with information gathering. We interview client executives who have a direct interest in the position to be filled. From these in-depth discussions, a position description is developed which defines the position's responsibilities, title, compensation, reporting relationships, and experience and education needed. Also, careful consideration is given to your business philosophy and corporate goals.
Recruiting
Once we’re aligned with the client and the position description is refined, we begin to search the field to locate prospects meeting the qualifications. Since these individuals are generally not actively looking for a new position, they are typically sought in comparable companies in the industry. Employing our extensive network of professional relationships, we directly approach both potential candidates as well as sources who are peripheral to the targeted functional area and can provide strong candidate referrals. We seek qualified prospects with proven patterns of success and accomplishment in a situation similar to the position being filled. We also thoroughly screen potential candidates to determine strengths, weaknesses, potential, and culture fit through a combination of in-depth candidate discussions and direct confidential contact with individuals who have either supervised or worked with the candidates. This approach is designed to yield several qualified candidates for the clients consideration.
Recruiting
Once we’re aligned with the client and the position description is refined, we begin to search the field to locate prospects meeting the qualifications. Since these individuals are generally not actively looking for a new position, they are typically sought in comparable companies in the industry. Employing our extensive network of professional relationships, we directly approach both potential candidates as well as sources who are peripheral to the targeted functional area and can provide strong candidate referrals. We seek qualified prospects with proven patterns of success and accomplishment in a situation similar to the position being filled. We also thoroughly screen potential candidates to determine strengths, weaknesses, potential, and culture fit through a combination of in-depth candidate discussions and direct confidential contact with individuals who have either supervised or worked with the candidates. This approach is designed to yield several qualified candidates for the clients consideration.
Recruiting
Once we’re aligned with the client and the position description is refined, we begin to search the field to locate prospects meeting the qualifications. Since these individuals are generally not actively looking for a new position, they are typically sought in comparable companies in the industry. Employing our extensive network of professional relationships, we directly approach both potential candidates as well as sources who are peripheral to the targeted functional area and can provide strong candidate referrals. We seek qualified prospects with proven patterns of success and accomplishment in a situation similar to the position being filled. We also thoroughly screen potential candidates to determine strengths, weaknesses, potential, and culture fit through a combination of in-depth candidate discussions and direct confidential contact with individuals who have either supervised or worked with the candidates. This approach is designed to yield several qualified candidates for the clients consideration.
Submission
When we are satisfied, we normally present the three to six most qualified candidates for client evaluation, including updated resumes and detailed submission reports. Depending on the labor market at that time, this number could vary.
Submission
When we are satisfied, we normally present the three to six most qualified candidates for client evaluation, including updated resumes and detailed submission reports. Depending on the labor market at that time, this number could vary.
Submission
When we are satisfied, we normally present the three to six most qualified candidates for client evaluation, including updated resumes and detailed submission reports. Depending on the labor market at that time, this number could vary.
Interviews
The client then selects the candidates they would like to interview, often interviewing most or all of the candidates submitted. We work with the client to develop interview strategies and to set up phone, video, and/or on-site interviews across client functions and levels, sometimes including several rounds. Throughout the process, we gather feedback from both the client and candidates to ensure alignment and momentum.
Interviews
The client then selects the candidates they would like to interview, often interviewing most or all of the candidates submitted. We work with the client to develop interview strategies and to set up phone, video, and/or on-site interviews across client functions and levels, sometimes including several rounds. Throughout the process, we gather feedback from both the client and candidates to ensure alignment and momentum.
Interviews
The client then selects the candidates they would like to interview, often interviewing most or all of the candidates submitted. We work with the client to develop interview strategies and to set up phone, video, and/or on-site interviews across client functions and levels, sometimes including several rounds. Throughout the process, we gather feedback from both the client and candidates to ensure alignment and momentum.
Final Selection, Offer & Negotiation
When the client has ranked the candidates and decides on a finalist, we consult with the finalist and promptly submit an offer recommendation to the client, stating what it will likely take to land the candidate, including all pertinent information to create a solid offer package. We also act as liaison between the client and candidate for any necessary negotiations until an offer is accepted. Concurrently, we keep back-up candidates warm in case we need to revisit them.
Final Selection, Offer & Negotiation
When the client has ranked the candidates and decides on a finalist, we consult with the finalist and promptly submit an offer recommendation to the client, stating what it will likely take to land the candidate, including all pertinent information to create a solid offer package. We also act as liaison between the client and candidate for any necessary negotiations until an offer is accepted. Concurrently, we keep back-up candidates warm in case we need to revisit them.
Final Selection, Offer & Negotiation
When the client has ranked the candidates and decides on a finalist, we consult with the finalist and promptly submit an offer recommendation to the client, stating what it will likely take to land the candidate, including all pertinent information to create a solid offer package. We also act as liaison between the client and candidate for any necessary negotiations until an offer is accepted. Concurrently, we keep back-up candidates warm in case we need to revisit them.
Placement
Upon offer acceptance and successful placement, we work closely with the client and candidate to make sure the transition occurs smoothly, including coaching the candidate through the resignation process to avoid the pitfalls of counter offers, and generally ensuring that the client and candidate are communicating effectively through start date. We also routinely follow up with the candidate a couple months into the new role to make sure that onboarding is going well and to see how they feel about the move, and then share a brief report with the client.
Placement
Upon offer acceptance and successful placement, we work closely with the client and candidate to make sure the transition occurs smoothly, including coaching the candidate through the resignation process to avoid the pitfalls of counter offers, and generally ensuring that the client and candidate are communicating effectively through start date. We also routinely follow up with the candidate a couple months into the new role to make sure that onboarding is going well and to see how they feel about the move, and then share a brief report with the client.
Placement
Upon offer acceptance and successful placement, we work closely with the client and candidate to make sure the transition occurs smoothly, including coaching the candidate through the resignation process to avoid the pitfalls of counter offers, and generally ensuring that the client and candidate are communicating effectively through start date. We also routinely follow up with the candidate a couple months into the new role to make sure that onboarding is going well and to see how they feel about the move, and then share a brief report with the client.
Guarantee
In the event a successful candidate leaves the client company within six months, our firm shall endeavor to search for a replacement, if asked to do so, at no additional cost to the client, aside from out-of-pocket expenses. However, should the replacement candidate commence employment at a higher level of compensation, an adjustment would be required.
Guarantee
In the event a successful candidate leaves the client company within six months, our firm shall endeavor to search for a replacement, if asked to do so, at no additional cost to the client, aside from out-of-pocket expenses. However, should the replacement candidate commence employment at a higher level of compensation, an adjustment would be required.
Guarantee
In the event a successful candidate leaves the client company within six months, our firm shall endeavor to search for a replacement, if asked to do so, at no additional cost to the client, aside from out-of-pocket expenses. However, should the replacement candidate commence employment at a higher level of compensation, an adjustment would be required.
Have questions? Reach out
Have questions? Reach out
Have questions? Reach out
FAQ
What is The Mulshine Company?
What is The Mulshine Company?
What is The Mulshine Company?
How do you submit a Candidate?
How do you submit a Candidate?
How do you submit a Candidate?
Who pays The Mulshine Company?
Who pays The Mulshine Company?
Who pays The Mulshine Company?
Does The Mulshine Company guarantee its work for clients?
Does The Mulshine Company guarantee its work for clients?
Does The Mulshine Company guarantee its work for clients?