The FMCG sector continues to be dynamic and competitive, and as we move into Q4 2025, several observable hiring trends are shaping how companies recruit mid-level and senior talent in HR, operations, and engineering. Understanding these trends is crucial for hiring managers, talent leaders and candidates alike, especially in a market where budgets, skills gaps, and candidate expectations are evolving rapidly.
Strategic and selective hiring
In Q3 2025, FMCG companies are taking a measured approach to recruitment. While hiring continues, it is more selective, with a clear focus on mid- to senior-level roles that directly drive growth, efficiency, or transformation. Rather than simply backfilling vacancies, many organisations are redefining roles to maximise impact, prioritising appointments that deliver a strong return on investment.
Growing demand for hybrid skills
Traditional FMCG functions are evolving, and employers are seeking professionals who combine deep industry expertise with digital and data-driven skills. Whether in HR, operations, or engineering, there is a clear demand for candidates who can leverage technology, automation, and analytics to improve performance. Mid- to senior-level appointments now require a broader skill set, blending leadership with transformation and innovation capabilities.
Skills shortages in specialist areas
Despite greater overall candidate activity, FMCG businesses are still grappling with shortages of talent in specialist functions. Senior professionals with experience in sustainability, HR technology, advanced engineering, and omnichannel operations are in particularly short supply. This makes the competition for top talent intense and drives the need for more creative sourcing strategies.
Flexibility and employer value proposition
Flexibility has become a non-negotiable for candidates at mid- to senior levels, and organisations that cannot offer hybrid or adaptable working arrangements risk losing talent. Beyond working models, a strong Employer Value Proposition (EVP) is proving decisive. Culture, purpose, and growth opportunities are increasingly at the heart of candidate decision-making, making it vital for FMCG employers to communicate their values clearly during the hiring process.
Internal mobility versus external hiring
FMCG businesses are focusing more on developing internal talent pipelines, investing in upskilling and mobility to reduce external hiring costs. However, for highly specialised or senior strategic roles, external recruitment remains crucial. Senior appointments often require external perspectives and fresh expertise that cannot always be developed internally, making specialist recruiters an essential partner in the process.
Evolving pay and compensation
While the pace of salary inflation has slowed, mid- to senior-level candidates still hold strong expectations, particularly in skill-scarce areas. Employers are responding with more flexible compensation structures, including variable pay, performance-linked incentives, and enhanced benefits. Increasingly, non-financial rewards such as learning opportunities, career progression, and wellbeing support are being used to differentiate offers in a competitive market.
Market confidence reset
Although hiring confidence has dipped slightly, many FMCG organisations see Q3 2025 as a period of reset rather than decline. With budgets under pressure, businesses are reassessing role requirements, refining hiring processes, and focusing on long-term workforce planning. For senior and mid-level professionals, this creates opportunities to step into more strategically significant positions that align with the evolving priorities of the sector.
Final Thoughts
The FMCG recruitment landscape in Q3 2025 is defined by careful prioritisation, evolving skill requirements, and a renewed focus on flexibility and culture. For hiring teams, success will come from refining role specifications, strengthening employer branding, and partnering with specialists who understand the sector. For mid- to senior-level professionals, this is a time to highlight transformation expertise, adaptability, and the ability to bridge traditional functions with digital innovation.
Ready to strengthen your leadership team? Partner with a specialist FMCG recruiter who understands HR, operations, and engineering appointments. Get in touch today to discuss how we can help you secure the right mid- to senior-level talent.
