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THE BEST CPG CANDIDATES RARELY APPLY

That doesn’t mean they aren’t open.
Brief Us on a Role
5 Candidates Fully Screened & Engaged
$0 Upfront
Shortlist delivered within 2 weeks
90 Day Guarantee
No success, no fee
CANDIDATE YOU NEED

WE HEADHUNT CPG A-PLAYERS

Your applicant pool is not the talent market.
On average only 21.4% of employed people apply for a role in the previous four weeks. Yet as many as 80% would consider moving for the right opportunity.
That gap is where some of the strongest candidates sit.
They’re already performing. Already valued. Often building a competitor. They aren’t searching job boards or clicking “Apply”.
That doesn’t mean they won’t listen when the right opportunity finds them.
An advert shows you who came to you.
A headhunt shows you who you could have.

Brief Us on a Role

200 applications can look like progress.

But an inbox full of resumes is not a shortlist. It’s the start of another workload.
Someone still has to review every application, identify the relevant candidates, run qualification calls, conduct first-stage interviews and coordinate everyone involved.

200 application reviews × 3 minutes

10 hours

20 qualification calls × 15 minutes


5 hours

10 first-stage interviews × 1 hour

10 hours

Scheduling, notes, feedback and coordination

4 hours

That’s 29 hours.

Nearly four full working days, before 2nd stage and final interviews, references or offer management. If recruitment isn’t your full time job, those hours come at the expense of the work only you can do. And after all that, you have still only assessed the people who applied.
Save Time Now

Hidden Cost of Hiring

Filling the seat is not the same as solving the problem. 

The goal isn’t simply to hire someone. It’s to change what the role was created to change. An accepted offer may stop the vacancy clock, but it doesn’t stop the cost. Until that person is performing at the level required, revenue remains unwon, projects stay delayed and the existing team continues carrying the pressure. Two candidates can accept the same salary and start on the same day. They both create very different outcomes..
Book Meeting
Roles we headhunt
Sales & Business Development
Marketing & Growth
Roles we headhunt
Operations & Supply Chain
Finance
Roles we headhunt
C-Suite & Executive
Fractional Leadership

The Solution

Don’t choose from the applicant pool, choose from the market.

We identify and approach the right people across the CPG market, including those who aren’t actively applying.
We qualify their experience, motivations and interest before you meet them. Within two weeks, receive up to five engaged, fully screened candidates worth progressing. 
Candidate 01
  • Achievements
  • Salary
  • Motivation
  • Notice
  • Location
Candidate 02
  • Achievements
  • Salary
  • Motivation
  • Notice
  • Location
Candidate 03
  • Achievements
  • Salary
  • Motivation
  • Notice
  • Location
Candidate 04
  • Achievements
  • Salary
  • Motivation
  • Notice
  • Location
Candidate 05
  • Achievements
  • Salary
  • Motivation
  • Notice
  • Location
See Who’s Available

How it works.

A headhunt, not a CV race

Define Success.
01
We get underneath the vacancy: what the role is really there to achieve, which requirements are genuine must-haves, which are flexible, what has worked in previous hires, salary, travel, on-site expectations, culture and the type of person likely to thrive.
Map the market
02
We build a targeted map of the relevant CPG market, competitor landscape and adjacent talent pools so the search is focused from day one.
Headhunt directly
03
We approach relevant people through our network, direct headhunting, LinkedIn and email. Where appropriate, initial outreach is be discreet or anonymous so the opportunity is tested without unnecessary brand exposure.
Qualify properly
04
We run an initial qualification conversation, then a deeper first-stage interview where there is genuine alignment. We assess achievements, motivation, compensation, logistics and fit beyond the resume.
Present the shortlist
05
We send or present a concise shortlist explaining why each person fits, what has already been qualified and where any open questions remain.
Manage through the close
06
We coordinate interviews, collect honest feedback from both sides, keep momentum through the process and support offer, close and onboarding.
Start Headhunt
  • You pick up at 2nd interview

Why Ovaro Search

We speak CPG
We understand the language, pace and commercial context behind CPG hiring, so we can get to the substance of the brief faster.
We give you time back
We handle the market mapping, outreach, qualification and first-stage screening so your team can focus on the conversations that actually require them.
We reach beyond applicants
We approach people who may never see or apply to the role, including talent you may struggle to engage directly.
We reduce the downside
Deeper qualification lowers avoidable surprises, there is no upfront fee, and if a hire leaves or is relieved of duty within the first 90 days, we run a like-for-like replacement search free of charge.
Book Meeting
5 Candidates Fully Screened & Engaged
$0 Upfront
Shortlist delivered within 2 weeks
90 Day Guarantee
No success, no fee

About Luke

Ovaro was built to cut the BS out of recruitment.

I’m Luke, founder of Ovaro Search.
I have partnered with companies from seed stage through to Fortune 500 and placed candidates across the globe.
I built Ovaro because recruitment works best when somebody actually understands the brief, tells both sides the truth and only introduces people worth meeting.
I become a true extension of your team.
No resume spam. No inflated process. Just focused headhunting, proper qualification and honest communication.

Speak to Luke

Testimonials

Trusted by hiring leaders.

Rolf

Managing Director

I would again highly recommend him to anyone seeking a dedicated and effective recruitment partner.

Christian

Head of Sales

Thanks to his professionalism and his transparent way of working. I cannot recommend anyone more.

Terry

Managing Director

I will definitely continue working with Luke for any recruitment I will need, as I trust his knowledge of the industry.

Fakhry

Head of Marketing

Luke has done a great job during all steps of the recruitment process. Efficient and clear, he closes deals in a very convenient way.

Frequently asked questions

WHAT WILL IT COST?

The fee varies depending on the seniority, complexity and scope of the search. Our maximum fee is 20% of first-year base salary. There is no upfront fee, you pay only if you hire a candidate Ovaro introduces.

You have two options. You can continue screening and progressing your own applicants. If you hire a candidate you sourced and screened yourself, no fee is payable. Or, if you want to save more internal time, we can take over the screening of your applicant pool alongside the direct headhunting search.

We ask for an agreed period where Ovaro is the sole external headhunting agency working on the vacancy. You remain free to progress your own direct applicants. The exclusivity protects your employer brand and avoids the same candidates being approached by multiple agencies about the same opportunity.

Our standard search is built to deliver up to 5 engaged, fully screened candidates within 2 weeks.
Because more resumes create more work—not necessarily a better choice. We handle the search, outreach and first-stage screening, then present up to five candidates who fit the brief, understand the opportunity and want to progress. You receive a focused shortlist, ready to move straight into your second-stage interview process.
If a candidate leaves or is relieved of duty within the first 90 days, we provide a like-for-like replacement search free of charge.
We have global scope. Our main focus area is the USA but our principles can be applied across the globe.

Let’s Solve the Hiring Problem.

Finding the right person is more than filling an open seat. Let’s talk about the role, the challenge, and what success should look like.

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