AFB International: Securing Specialist Scientific Talent in Pet Food Palatability

The Challenge of Recruiting Specialist Scientific Talent

AFB International operates in a talent market where relevant scientific expertise can be difficult to access. Some of its sites are in relatively remote areas, limiting the pool of experienced professionals within commuting distance. Another challenge is that the industry loses a lot of relevant scientific talent to the human food sector, creating competition for professionals who could bring valuable expertise into animal nutrition and pet care.

AFB International is a highly scientific business, and technical experience alone is not enough to demonstrate whether someone will succeed within its teams. With the business backed by private equity, key appointments are thoroughly assessed for key skills, including problem-solving, critical thinking, intellectual curiosity, and being an effective communicator with the ability to build relationships with stakeholders.

This makes access to the right talent particularly important. The strongest candidates may already be working within specialist scientific organizations and are unlikely to be actively searching for a new opportunity. They may also be located outside of the immediate market from a geographical perspective, making it essential to target candidates outside of this area and access greater talent pools on a national, or even international basis.

International recruitment creates challenges around compensation, relocation, and the expectations of candidates moving between markets. For a business operating across multiple regions, understanding how talent availability and salary expectations differ between locations is crucial.

A Specialist Search Approach Built Around the Business

Harvey Andrew, Animal Nutrition and Pet Care Specialist at CSG Talent, has developed a strong relationship with AFB International over the past few years. He has supported the appointment of several scientific professionals in roles including Process Scientist, Product Development Scientist, and Formulation Manager, while building a detailed understanding of the organization and the talent it needs.

Harvey has built relationships with key members of the team, including the Global R&D Director, Global Process Manager, and VP of Global R&D. Weekly calls with the team allow recruitment requirements and market conditions to be discussed in detail, while also keeping all parties updated and informed throughout the process. Harvey has also met members of the team in Oss, Netherlands, and more recently the VP of Global R&D in Sydney.

The candidate assessment process reflects the level of detail required for scientific appointments. CSG Talent initially screens candidates against the requirements of the role before AFB International assesses them against a detailed job scorecard covering ten key competencies. Psychometric testing then forms another part of the assessment, with those results considered alongside the scorecard.

Understanding this process allows CSG Talent to assess potential candidates against the full requirements of the opportunity before progressing them through the interview stages. It also means candidates are given a clear understanding of the expectations of the role, creating a more informed and efficient recruitment process.

Access to specialist and passive talent is another important part of the approach. CSG Talent's specialist network provides access to professionals across the wider animal nutrition, pet care, and scientific markets, including professionals who may not be actively considering a move.

One of the first candidates Harvey placed with AFB International relocated from France to the Netherlands, demonstrating how an international search can access talent that would otherwise be unavailable to the business. Supporting the relocation process helps remove geographical limitations from specialist searches while also giving candidates greater confidence when considering a move between countries. CSG Talent also provides salary benchmarking and market insight to help AFB International understand how compensation differs between locations and where its packages compare with the wider market.

Harvey’s deep market knowledge and competitor insights also mean he can keep AFB International informed of potential changes in talent pools across the full market. For example, if a competitor is undergoing a restructuring process, he can flag the potential availability of relevant professionals even when AFB International does not have an immediate vacancy. This proactive market intelligence helps the business stay aware of where specialist talent may become available rather than only entering the market once a role needs to be filled.