Cosmetics packaging: recruitment under pressure!

After a particularly dynamic period in 2022-2023, the cosmetics packaging sector has been experiencing a sharp slowdown in recent months. Geopolitical uncertainties, regulatory constraints, trade tensions, and declining demand in certain key markets: the global environment is forcing players in the sector to exercise great caution, including, of course, in terms of recruitment.
Ioulia Mikaïloff, recruitment specialist at Identités Remarquables, kicks off this new section dedicated to the job market for suppliers in the beauty industry with this first article.
“By collaborating with Full Beauty Suppliers,” she explains, "the idea is not only to take stock of the situation, but also to provide food for thought for players in this industry.
Not forgetting, of course, those with whom my recruitment firm works on a daily basis and to whom I am delighted to address this first issue today."

It must be said that the atmosphere is not reassuring. In addition to intensifying geopolitical tensions, there are increasing taxes on the United States, which remain unclear. The Chinese market, once very buoyant for Western companies, is slowing down and the government is promoting local consumption. Brands still have large stocks to sell, and changes in European legislation (notably the PPWR) are not helping, even if it will not come into force until 2026.
In such a context, brands are obviously moving forward with caution, and suppliers have to do more... with less.

A sector under pressure

Despite everything and despite this wait-and-see attitude, certain positions remain strategic, particularly sales roles focused on development (business developers, KAM, technical sales representatives). It is a fact that the “pie” is not getting any bigger and is even shrinking: market share must therefore be sought elsewhere.
What is the typical profile sought? Talented individuals with between 5 and 8 years of experience, ideally in a technical role (or with a strong product culture), specializing in a specific segment (glass, plastic, aluminum, decoration, etc.), knowledge of one or more major accounts, a strategic geographical location (close to customers or an industrial site), a good level of English... and the ability to be operational very quickly.
But these recruitments, although often urgent, are proving difficult to fill: the right profiles are busy, in high demand, and often on the move. You have to deal with tight schedules and slower decision-making processes.

Technical roles: Not so simple!

Packaging project managers and R&D engineers are also in high demand. The challenges of sustainable development, co-development, and reducing lead times make these roles essential. Here too, companies are looking for experienced candidates who can hit the ground running.
On the other hand, entering the market has become difficult, even for engineers who have just graduated or completed a work-study program. Where young candidates used to find their first job easily, some are now struggling. Our advice is to accept fixed-term contracts to gain experience and not wait too long in the hope of finding the ideal opportunity.

Recruiting: a highly strategic act

In this tense environment, every hire counts double. Budgets are tight and staffing levels are often optimized to the extreme: every unfilled position weakens the company’s competitiveness.
And traditional methods are no longer enough. Posting a job ad does not attract the right candidates. The talent that companies are looking for is often neither visible nor actively seeking a job. Their profiles are not up to date, and they do not advertise their intentions to move. The relational factor is therefore becoming increasingly important: you need to have identified, known, and followed talent upstream in order to anticipate the end of a professional cycle or detect the right cultural and managerial affinities.

Recruiting differently

The best approach is to work with a database of specialized talent, understanding their backgrounds, motivations, and constraints. This requires in-depth knowledge of the sector, its players, and its industrial logic, but also attention to human details: what makes a person successful in a given position, in a given team, for a given client?
It’s not just a matter of matching a resume to a job description, but of making the right connection at the right time.

A market in waiting

The word that has come up a lot in recent weeks is “wait-and-see.” There is widespread caution, slower decision-making, and teams operating on a just-in-time basis. But to remain optimistic, behind this apparent immobility, things are moving. Companies that are able to anticipate, structure their recruitment, and secure their talent will have a head start when the recovery comes.
Never forget that at the heart of recruitment, there is (and must be) trust between companies and candidates. To be continued...

Ioulia Mikaïloff
Identités Remarquables - ioulia.mikailoff@identites-remarquables.fr