Introduction

Firma Familijna is one of the most recognizable producers of sweets and baked goods in Poland, with a strong market presence and high-quality standards. Due to the development of operational structures, the client reported the need to hire a new Head of Production, who will not only take responsibility for the overall management of the production plant but also implement modern work standards and ensure compliance with international quality standards – including HACCP, IFS, and BRC.

The project was demanding for several reasons. Firstly, the location of the plant – away from large cities – significantly limited the pool of local candidates. Secondly, due to the specifics of food production, experience strictly related to the industry was necessary. Thirdly, most potential candidates had to be open to full relocation – which is always an additional challenge in recruitment at the managerial level.

Despite these obstacles, we managed to successfully complete the entire process – from the brief with the client to the candidate signing the offer – in 67 days.

Challenge

The recruitment project for Familijna from the very beginning was highly complex. Although the Head of Production position attracted the attention of managers in the industry, in practice, finding the right candidate turned out to be much more complicated. We identified three main challenges:

1. Difficult location of the production plant
The client's plant is located in a smaller town, away from large agglomerations. This meant that the pool of locally available candidates with relevant experience was practically non-existent. Daily commutes from larger cities were out of the question due to the distance and the nature of shift work.

2. The need for relocation
The position required full on-site presence, and therefore also relocation. Many candidates with potentially relevant experience were unwilling to move – especially if they had a stable family life or were strongly attached to their current place of residence.

3. High industry requirements
The client expected the candidate to have not only experience in production management but also in-depth knowledge of the quality standards applicable in the food industry – such as HACCP, IFS, and BRC. This significantly narrowed the group of potential candidates, eliminating people from outside the food sector.

Thanks to a precise understanding of these challenges, we were able to plan an appropriate strategy.

Approach and actions

To effectively meet the client's needs, we had to develop a non-standard approach that took into account both the industry specialization of the position and location limitations. The key elements of our strategy were as follows:

1. Refining the profile of the ideal candidate
Together with the client, we precisely defined the “must-have” and “nice-to-have” requirements. The priority was practical knowledge of the quality standards applicable in food production, as well as documented experience in managing medium or large production teams. We also determined an acceptable level of flexibility regarding relocation and cultural fit.

2. Focused headhunting in the food industry
Instead of posting job advertisements, we focused on directly reaching experienced managers in the food sector. We contacted over 120 candidates from all over Poland, concentrating on individuals working in companies with a similar scale and quality standards.

3. Verifying relocation readiness at the pre-selection stage
In conversations with candidates, we clearly communicated the need to relocate and described the location and lifestyle in the given region. As a result, we eliminated undecided individuals while identifying candidates genuinely interested in changing their place of residence.

4. Building a positive image of the company and workplace
We provided candidates with detailed information about the company, organizational culture, and development opportunities. Additionally, we supported them in considering relocation by presenting local conditions – the housing market, school availability, and lifestyle.

5. Close cooperation with decision-makers on the client's side
Thanks to direct contact with decision-makers (the owner and the operational director), we were able to quickly exchange information and accelerate the candidate assessment process, avoiding typical delays resulting from extensive HR procedures.

Our actions allowed us to build a shortlist of high-quality candidates in a relatively short time.

Effects

Thanks to the application of a precise strategy and an intensive headhunting approach, the project was completed in 67 days – counting from the signing of the contract with the client to the acceptance of the offer by the final candidate.

Key results:

• ⏱️ Completion time: 67 days from project start to offer signing.

• 👥 Reach: over 120 direct contacts with production managers in the food sector from all over Poland.

• 🧑‍💼 Selected candidate: a person with over 10 years of experience in managing production plants in the food industry, with documented knowledge of IFS and BRC quality systems and experience in implementing modern optimization processes.

• 🚚 Successful relocation: the candidate moved with their family and took up work in a new location, demonstrating high motivation and rapid integration into the company's organizational culture.

• ✅ Full client satisfaction: Familijna confirmed that the new Head of Production quickly integrated into the operational structure and began implementing strategic goals.

Thanks to the commitment of both parties and an understanding of the specifics of the industry, the recruitment was carried out efficiently, despite significant location and competence barriers.

Summary

Recruiting for the position of Head of Production for a company in the food industry, located far from large cities, required not only recruitment knowledge but also a deep understanding of the realities of the industry, production processes, and the expectations of senior managers. A key factor in success was the combination of effective headhunting with transparent communication – both with the client and candidates.

Instead of relying on standard advertisements, we focused on actively reaching a narrowly specialized group of candidates. We focused on quality, not quantity – which allowed us to create a precisely tailored shortlist and quickly move on to final interviews.

Cooperation with the management of Familijna was smooth, without unnecessary delays, which allowed us to maintain the pace of the process and increase the chance of hiring the selected candidate.

This project shows that even difficult locations, demanding industries, and narrow specializations are not an obstacle if the recruitment process is conducted strategically, consistently, and with the right partner.

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