Where should drinks founders source talent for brand development, marketing, and operations roles?

Recruitment is competitive in the drinks sector, but several channels have proven effective. **LinkedIn Recruiter** has been the most successful for members—it allows filtering by job title and industry (e.g. "digital marketing executive" in "food and beverages"), then reaching out via DM to relevant candidates. The volume of generic applicants via standard LinkedIn job posts is high but mostly irrelevant.

**The Copy Club** has been recommended specifically for marketing and operations roles. They pre-screen applicants before forwarding them to you, which eliminates unsuitable candidates. Members can request a contact number internally.

**University careers teams** — if you have connections at universities around the country, careers teams can be a source of graduate talent; members with academic links are happy to facilitate introductions via DM.

**Professional networks** have yielded the best candidates for members filling recent roles, suggesting that word-of-mouth and industry connections outperform formal recruitment channels.

Members note that the recruitment market has been tough, with many generic job-board candidates being unsuitable. The most successful approach requires active prospecting rather than passive job posting.