Protis Global Appoints VPs of Business Development

April 22, 2024 – Protis Global has expanded with the addition of Samantha Marino Parker as vice president of business development for food and beverage, and Cliff Hall as vice president of business development for automation and robotics. “Samantha and Cliff bring invaluable experience fitting within the Protis Global framework nicely,” said Bert Miller, CEO of Protis Global. “Their appointments underscore our commitment to providing transformational talent and expertise to the CPG industry.”

With over 25 years in the CPG industry, Ms. Parker brings extensive expertise in Sales, Marketing, and Category Management for the likes of Fratelli Beretta USA Inc., Sabra Dipping Company, and The Clorox Company. “Her passion for talent development and building strong partnerships aligns with Protis Global’s core values,” the search firm said. “Spending a decade as a sales leader underscores her prowess in driving business success and commitment to nurturing and empowering talent. Her passion for forging robust partnerships, both internally and externally, alongside her ability to cultivate high-performing teams, naturally propels her toward success.”

Mr. Hall joins Protis Global with a decade of recruiting experience, honing skills in account management and business development at Korn Ferry and Kelly Services. “With almost two decades in consumer goods and food service, including roles at Coca-Cola Enterprises, Aramark, and Sodexo, Cliff brings a unique perspective to CPG talent matching,” the search firm said. “Combining 18 years in food and beverage with a decade in recruiting, Cliff’s alignment with Protis Global was strategic. His dedication to fostering success for both clients and candidates makes him an indispensable addition to the team.”

Protis Global, founded in 1995, is headquartered in Delray Beach, FL. Its specialties include consumer package goods, global food and beverage, cannabis, hospitality, fast moving consumer goods, adult beverage, talent attraction, and employer branding.

A Recent Study

Protis Global has guided thousands of job seekers to find the role and company that best fits their life goals, resulting in a satisfying and rewarding experience. The firm recently joined Hunt Scanlon Media to explain how you can assess a company’s culture to determine if it aligns with your personal values.

The Importance of Culture on Today’s Businesses
Culture is hardly a new concept. Well before the rise of various models and frameworks to evaluate organizational culture, companies recognized the risk of hiring a cultural mismatch — such as the lone wolf in a company that values collaboration. New employees, especially leaders, who clash with the culture are often ineffective, and are likely to quickly depart for a friendlier environment. “Toxic cultures have been shown to predict undesired turnover 10 times as powerfully as employee attitudes about compensation,” said Maryanne Wanca-Thibault, partner, DHR Global Leadership Consulting.

She points to Donald Sull and his son Charlie Sull who analyzed a dataset of over a million employee reviews to understand the most powerful drivers of culture. They isolated five traits that predict most strongly whether a culture is toxic: disrespectful, non-inclusive, unethical, cutthroat, and abusive. “If any of these themes show up in your employee feedback, you know you need to take action,” said Dr. Wanca-Thibault.

The digital age has given us a treasure trove of information at our fingertips. Take advantage of it, according to the Protis Global report. “Begin by scouring company reviews on platforms like Glassdoor, Indeed, or even LinkedIn,” the study said. “While reviews can be subjective, patterns and trends will emerge, giving you a sense of what current and past employees think about the company’s culture.”

The Protis Global report also explains that job seekers should pay attention to comments related to the average workload, leadership styles, and team camaraderie. If a company consistently receives positive feedback in these areas, it’s a good sign that the culture is likely robust and supportive. To read the full story click here!

Related: 6 Steps for Creating an Inclusive Workplace Culture

Contributed by Scott A. Scanlon, Editor-in-Chief; Dale M. Zupsansky, Executive Editor; Lily Fauver, Senior Editor – Hunt Scanlon Media

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