A Day in the Life of a Nestlé IT Recruiter

Learn more about what a day in the life looks like for our Nestlé IT recruitment team.
From sourcing globally to staying ahead of trends, the IT recruitment team leads the charge of bringing in new perspectives and talent to the organization. Hear from Kylie and Steven about what makes Nestlé IT a great place to work.

What does a typical day look like for you?
KYLIE: Depending on the roles we are working on, our day can start earlier. We work with teams in Switzerland and Barcelona, so each day is a balance of co-sourcing, phone interviews, and final interview scheduling.

What are some of the roles you hire for at Nestlé IT?
KYLIE: We’re currently focused on leader level positions to ensure we have the right people in place to continue to support the organization through its digital transformation. Nestlé IT is a mature technology environment which has resulted in expert and manager level roles and above.
STEVEN: I manage a wide range of IT roles, including Demand and Supply Planning, Solutions Architecture for various business aspects, and Executive leadership positions within Nestlé IT.

What qualifications and skills do you look for in IT candidates?
KYLIE: We look for a fine balance of technical and business skills in all our roles. Our IT organization is heavily immersed in the business, so finding candidates who can speak both languages is key. We look for candidates coming from a larger scope, and in many instances our roles support multiple operating companies which can be a challenge for someone without experience in a large and complex environment like ours.
STEVEN: The required qualifications and skills vary depending on the role. For executive positions, I seek individuals who exhibit strong leadership skills, high motivation, and possess the ability to articulate their high-level achievements while explaining key details that contribute to their success in a large, multi-billion-dollar company. For supply chain roles, I look for candidates who can effectively configure and integrate technologies that we focus on and individuals who have a solid understanding of recent advances in the supply chain industry.

What strategies do you use to source and attract top talent in the IT industry?
KYLIE: We are up against a lot of tech giants when it comes to the skillsets we recruit for. We have a lot of exciting, new technology that we need support for (as do our other big-name competitors). We often lean on the familiarity of our brand and the company culture that some of our competitors don’t have. We, as recruiters, do our best to remove roadblocks where we can (highlighting our benefits, compensation, and culture). We have the advantage of a customer-focused recruiting team that offers more communication and support throughout the interview process than some of our competitors.
STEVEN: My most effective strategy is conducting networking calls without a specific role in mind. This approach works well, allowing for flexibility in considering the various paths a candidate might take.

How do you stay up to date on trends and advancements in IT to ensure you are hiring the right candidates?
STEVEN: Currently, there is a strong focus on AI. I stay informed by reading about new AI implementation methods and asking pertinent questions. Partnering with hiring managers ensures everyone is aligned and informed about the latest trends.

How does Nestlé IT position itself as a tech leader in the industry? How does that
influence your recruitment approach?
KYLIE: This is something we are constantly working on: remaining relevant. It starts with never being satisfied with our current environment. We are constantly challenging the way we do things to provide more business value. Fortunately, our competitors don’t always put the same emphasis on bringing in those new solutions. Talking with candidates, we emphasize how much we are doing to digitize our organization, and it excites people because it is not the “norm” in the CPG space.

How would you describe the company culture at Nestlé IT? How does it impact
the recruitment process?
KYLIE: Collaborative and forward thinking. Our culture is a huge sell for us because we don’t work in silos at Nestlé IT. We find that candidates crave a culture where they have strong leadership support with the ability to work with others on their team and outside their team. We recognize their value and their value in the work they do.  We can confidently say we offer all those things with the ability to make an impact both regionally and globally.
STEVEN: I describe Nestlé IT’s culture as striving to be the best at being better. Always looking for new ways of working and developing our people. This resonates with many candidates who seek new challenges or opportunities to enhance their skill sets.

Are you ready to learn more about open positions at Nestlé IT? Be sure to enroll in our talent network so you can be the first to know when we have an opening in IT.