Talent Strategy Transformation for the World’s Largest Food & Beverage Company
How Draup Helped a Hong Kong–Based Global Tech Leader Rethink Its Workforce Approach
~270000
Employees
$100B
Revenue
FMCG
Industry
Vevey, Switzerland
Headquarters
About the organization
The organization is the world’s largest food and beverage company, with a strong market presence across categories and geographies. As consumer behavior rapidly shifts toward digital channels and modern trade, the company continues to strengthen its Sales & Marketing capabilities across brand, digital, e-commerce, consumer insights, and key account functions to sustain long-term growth. Backed by deep operating expertise and global scale, the organization remains focused on building future-ready capabilities amid evolving market and consumer dynamics.
The Core Challenges
Shallow FMCG Depth
Broad S&M talent availability, but thin FMCG-relevant pipelines in advanced and niche roles
Regional Hiring Saturation
Extreme geographic concentration in Manila, intensifying competition and hiring difficulty
Scarce FMCG Expertise
Limited external supply for roles requiring deep FMCG and channel expertise, driving reliance on cross‑industry hires
No Long-Term Strategy
Need for a defensible, long-term S&M workforce strategy balancing external hiring, internal mobility, and regional diversification
The Solution
Marketing Manager
PROFILE
LOCATION ANALYSIS
TALENT MARKET INSIGHTS
CAREER PATHS
DATA INTEGRATION
TECH STACK
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01
Sales & Marketing Talent Supply–Demand & Risk Modeling
Assessed role-level S&M talent supply, demand, maturity, and hiring difficulty across Philippine cities to quantify structural gaps, identify high-risk roles, and inform short- and long-term workforce planning.
02
Capability Evolution & Skill Adjacency Assessment
Evaluated evolving digital, e-commerce, analytics, and category skills across S&M roles to distinguish FMCG-critical capabilities from adjacent skills and identify internal upskilling and mobility opportunities.
03
Geographic Talent Hotspot & Competitor Benchmarking
Mapped national talent concentration by role and city, benchmarking peer hiring intensity and geographic saturation to guide location strategy, targeted sourcing, and diversification beyond Manila.
04
Organization, Career Pathway & Peer Benchmarking
Analyzed peer S&M role structures, career pathways, and cross-industry hiring patterns to benchmark organization design, validate internal mobility models, and support scalable, future-ready S&M capability building.
Outcome
6,100+
Locations
4M+
Career Paths
1.7M+
Peer Group Companies
28K+
Skills
3,500+
Roles
1B+
Professionals
55K+
Universities
1B+
Job Descriptions
200K+
Courses
180K+
Technology Solutions
1.6M+
Account Priorities
Labor Market Data Contextualized with Business Intelligence for Every Decision
Analyzing 1B+ data points daily from 100K+ sources
6,100+
Locations
4M+
Career Paths
1.7M+
Peer Group Companies
28K+
Skills
3,500+
Roles
1B+
Professionals
55K+
Universities
1B+
Job Descriptions
200K+
Courses
180K+
Technology Solutions
1.6M+
Account Priorities
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