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<h1>A refreshingly different recruitment company.</h1>

<h1>Delivering outstanding Interim and Permanent solutions for the Food &amp; Drink Manufacturing industry.</h1>When building successful teams and careers, we know one size doesn't fit all. That's why our recruitment solutions are tailored to your precise needs and goals.&nbsp;Specialising in Interim and Permanent recruitment, we work at pace to ensure the right people are in the right place to drive success.

<h1>Find your True North.</h1>Looking for a new role in food and drink manufacturing?Whether it be Interim or Permanent,&nbsp;look no further!

<h3>Please fill in the form below and one of the team will be in touch.</h3><h3> </h3>

<h3>Fill in the form below and one of the team will be in touch.</h3>

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<h1>Giving back.</h1>One of our key priorities is to be able to give back to the sector we love to be part of.

<h2>Our relationships.</h2>Our priority is to build long lasting relationships built on trust.These are a few of our clients who have trusted us with their recruitment and who we love working with.Want to know more about how we can support?<a href="/contact-us/" target="_blank" rel="noopener noreferrer">Let's talk </a>

THIS IS WHERE YOU WRITE THE CONTENT!

<h1>Our Solutions.</h1>We know that no two organisations are the same - that's why we tailor our solutions and approach, every time.

PRIVACY NOTICETrue North Talent Limited (”We”) are committed to protecting and respecting your privacy.Any mention of “Our Group” means our subsidiaries, our ultimate holding company and its subsidiaries, our associated companies as defined in section 1159 of the UK Companies Act 2006 (our Group).This notice together with our terms of use and any other documents sets out the basis on which any personal data we collect from you, or that you provide to us, will be processed by us.The UK General Data Protection Regulation (UK GDPR) (Regulation (EU) 2016/679) is a regulation which replaces the Data Protection Regulation (Directive 95/46/EC). The Regulation aims to harmonise data protection legislation across EU member states, enhancing privacy rights for individuals and providing a strict framework within which commercial organisations can legally operate.The Brexit transition period ended on 31 December 2020 and the UK has now officially left the EU. The UK GDPR has been directly incorporated into UK law sitting alongside the Data Protection Act 2018.Please read the following carefully to understand our views and practices regarding your personal data and how we will treat it.Who we are and what we doWe are a recruitment agency and recruitment business as defined in the Employment Agencies and Employment Businesses Regulations 2003 (our business). We collect the personal data of the following types of people to allow us to undertake our business;• Prospective and placed candidates for permanent or temporary roles;• Prospective and live client contacts;• Supplier contacts to support our services;•Employees, consultants,We collect information about you to carry out our core business and ancillary activities.Information you give to us or we collect about you.This is information about you that you give us by filling in forms on our site www.truenorthtalent.co.uk (our site) or by corresponding with us by phone, e-mail, linkedin or otherwise. It includes information you provide when you register to use our site, to enter our database, subscribe to our services, attend our events, participate in discussion boards or other social media functions on our site, enter a competition, promotion or survey, and when you report a problem with our site.The information you give us or we collect about you may include your name, address, private and corporate e-mail address and phone number, financial information, compliance documentation and references verifying your qualifications and experience and your right to work in the United Kingdom, curriculum vitae and photograph, links to your professional profiles available in the public domain e.g. LinkedIn, Twitter, Instagram, Facebook or corporate website.Information we collect about you when you visit our website.With regard to each of your visits to our site we will automatically collect the following information:technical information, including the Internet protocol (IP) address used to connect your computer to the Internet, your login information if applicable, browser type and versioninformation about your visit, including the full Uniform Resource Locators (URL), clickstream to, through and from our site (including date and time),] [products you viewed or searched for’ page response times, download errors, length of visits to certain pages, page interaction information (such as scrolling, clicks, and mouse-overs),methods used to browse away from the page, and any phone number used to call our office or mobile.Information we obtain from other sources.This is information we obtain about you from other sources such as LinkedIn, corporate websites, job board websites, online CV libraries, your business card, personal recommendations, Instagram. In this case we will inform you, by sending you this privacy notice, within a maximum of 30 days of collecting the data of the fact we hold personal data about you, the source the personal data originates from and whether it came from publicly accessible sources, and for what purpose we intend to retain and process your personal data.Purposes of the processing and the legal basis for the processingWe use information held about you in the following ways:To carry out our obligations arising from any contracts we intend to enter into or have entered into between you and us and to provide you with the information, products and services that you request from us or we think will be of interest to you because it is relevant to your career or to your organisation.To provide you with information about other goods and services we offer that are similar to those that you have already purchased, been provided with or enquired about.The core service we offer to our candidates and clients is the introduction of candidates to our clients for the purpose of temporary or permanent engagement. However, our service expands to supporting individuals throughout their career and to supporting businesses’ resourcing needs and strategies.Our legal basis for the processing of personal data is our legitimate interests, described in more detail below, although we will also rely on contractual obligations to which you are subject, legal obligations and consent for specific uses of data.We will rely on contractual obligations if we are negotiating or have entered into a placement agreement with you or your organisation or any other contract to provide services to you or receive services from you or your organisation.We will rely on legal obligation in some cases, where we are required by law or regulation to process your data.We will in some circumstances rely on consent for particular uses of your data. Where we rely on consent, you will be asked for your express consent. An example of when we will rely on consent as the legal basis for processing your data is when we process your data for marketing purposes.Our Legitimate InterestsOur legitimate interests in collecting and retaining your personal data is described below:As a recruitment business and recruitment agency we introduce candidates to clients for permanent employment, temporary worker placements or independent professional contracts. The exchange of personal data of our candidates and our client contact details is a fundamental part of this process.In order to support our candidates’ career aspirations and our clients’ resourcing needs, we require a database of candidate and client personal data. The database will contain historical information as well as current resourcing requirements.To maintain, expand and develop our business we need to record the personal data of prospective candidates and client contactsConsentShould we want or need to rely on consent to lawfully process your data we will request your consent orally, by email or by an online process for the specific activity we require consent for and record your response on our system. Where consent is the lawful basis for our processing you have the right to withdraw your consent to this particular processing at any time.Other Uses we will make of your data:We will also use your data:•To administer our site and for internal operations, including troubleshooting, data analysis, testing, research, statistical and survey purposes;•To improve our site to ensure that content is presented in the most effective manner for you when you are using your computer or other devices;•To notify you about changes to our service;•To allow you to participate in interactive features of our service, when you choose to do so;•As part of our efforts to keep our site safe and secure;•To measure or understand the effectiveness of advertising we serve to you and others, and to deliver relevant advertising to you;•To make suggestions and recommendations to you and other users of our site about goods or services that may interest you or them.We do/do not undertake automated decision making or profiling. We use our computer systems to search and identify personal data in accordance with parameters set by a person. A person will always be involved in the decision making process. If automated decision making or profiling is used, we will provide information about how decisions are made, the significance and the consequences of the decision making.Do you have to provide us with personal data?You may refuse to give us your personal and sensitive personal data. Furthermore, you have the right to ask us to delete, change or stop processing your data that we have already received or collected. If you do not provide us with personal or sensitive personal data, or if you request a restriction of processing however, we may not be able to provide you with the services that you have requested and that are stated in this policy.CookiesOur website uses cookies to distinguish you from other users of our website. This helps us to provide you with a good experience when you browse our website and also allows us to improve our site. For detailed information on the cookies we use and the purposes for which we use them see our Cookie policy.Disclosure of your information inside and outside of the UK and the EEAWe will share your personal information with:Any member of our group both in the UK, the EEA and outside of the EEA.Selected third parties including:•Clients for the purpose of introducing candidates to them;•Candidates for the purpose of arranging interviews and engagements;•Clients, business partners, suppliers and sub-contractors for the performance and compliance obligations of any contract we enter into with them or you;•Subcontractors including email marketing specialists, event organisers, payment and other financial service providers•Advertisers and advertising networks that require the data to select and serve relevant adverts to you and others. We do not disclose information about identifiable individuals to our advertisers, but we will provide them with aggregate information about our users (for example, we may inform them that 500 men aged under 30 have clicked on their advertisement on any given day). We may also use suchaggregate information to help advertisers reach the kind of audience they want to target (for example,women in SW1). We may make use of the personal data we have collected from you to enable us to comply with our advertisers’ wishes by displaying their advertisement to that target audience.•Analytics and search engine providers that assist us in the improvement and optimisation of our site;•Credit reference agencies, our insurance broker, compliance partners and other sub-contractors for the purpose of assessing your suitability for a role where this is a condition of us entering into a contract with you.We will disclose your personal information to third parties:•In the event that we sell or buy any business or assets, in which case we will disclose your personal data to the prospective seller or buyer of such business or assets.•If True North Talent or substantially all of its assets are acquired by a third party, in which case personal data held by it about its customers will be one of the transferred assets.•If we are under a duty to disclose or share your personal data in order to comply with any legal obligation, or in order to enforce or apply our terms of use, or to protect the rights, property, or safety of True North Talent, our customers, or others. This includes exchanging information with other companies and organisations for the purposes of fraud protection and credit risk reduction.The lawful basis for the third party processing will include:•Their own legitimate interests in processing your personal data, in most cases to fulfil their internal resourcing needs;•Satisfaction of their contractual obligations to us as our data processor;•For the purpose of a contract in place or in contemplation;•To fulfil their legal obligations.Retention of your dataWe understand our legal duty to retain accurate data and only retain personal data for as long as we need it for our legitimate interests and that you are happy for us to do so. Accordingly, we have a data retention notice and run data routines to remove data that we no longer have a legitimate interest in maintaining.We do the following to try to ensure that the data we hold on you is accurate:•Our website enables you to manage your data and to review whether the details we hold about you are accurate•Prior to making an introduction we check that we have accurate information about you•We keep in touch with you so you can let us know of changes to your personal dataWe segregate our data so that we keep different types of data for different time periods. The criteria we use to determine whether we should retain your personal data include:•The nature of the personal data;•Its perceived accuracy;•Our legal obligations;•Whether an interview or placement has been arranged; and•Our recruitment expertise and knowledge of the industry by country, sector and job role.We may store and handle your data in the following ways:• We may archive part or all of your personal data, retain it on our financial systems only or delete all or part of the data from our main Customer Relationship Manager (CRM) system.• We may pseudonymise parts of your data, particularly following a request for restriction or erasure of your data, to ensure that we do not re-enter your personal data on to our database, unless requested to do so.Your rightsYou have the right to ask us not to process your personal data for marketing purposes. We will usually inform you (before collecting your data) if we intend to use your data for marketing purposes or if we intend to disclose your information to any third party for marketing purposes. We will collect express consent from you, if legally required, prior to using your personal data for marketing purposes.You can exercise your right to accept or prevent processing for marketing purposes by checking the boxes on the forms we provide you when we collect your data. You can also exercise the right to not have your data used for marketing purposes at any time by contacting us at info@truenorthtalent.co.ukOur site may, from time to time, contain links to and from the websites of our partner networks, advertisers and affiliate. If you follow a link to any of these websites, please note that these websites have their own privacy policies and that we do not accept any responsibility or liability for these policies. Please check these policies before you submit any personal data to these websites.The UK GDPR provides you with the right to:• Request correction of the personal information that we hold about you. This enables you to have any incomplete or inaccurate information we hold about you corrected.• Request erasure of your personal information. This enables you to ask us to delete or remove personal information where there is no good reason for us continuing to process it. You also have the right to ask us to delete or remove your personal information where you have exercised your right to object to processing (see below).• Object to processing of your personal information where we are relying on a legitimate interest (or those of a third party) and there is something about your particular situation which makes you want to object to processing on this ground. You also have the right to object where we are processing your personal information for direct marketing purposes.• Request the restriction of processing of your personal information. This enables you to ask us to suspend the processing of personal information about you, for example if you want us to establish its accuracy or the reason for processing it.• Request the transfer of your personal information to another party in certain formats, if practicable.• Make a complaint to a supervisory body which in the United Kingdom is the Information Commissioner’s Office. The ICO can be contacted through this link: https://ico.org.uk/concerns/.Access to informationThe Data Protection Act 2018 and the UK GDPR give you the right to access information held about you. We also encourage you to contact us to ensure your data is accurate and complete. Your right of access can be exercised in accordance with the Act and the UK GDPR.A subject access request should be submitted to info@truenorthtalent.co.uk No fee will apply unless the requests from a data subject are manifestly unfounded or excessive, in particular because of their repetitive character. In such circumstances, we may charge a fee or refuse to act on the request.Changes to our privacy noticeAny changes we make to our privacy notice in the future will be posted on this page and, where appropriate, notified to you by e-mail. Please check back frequently to see any updates or changes to our privacy notice.Use of Cookies This website uses cookies to better the users experience while visiting the website. Where applicable this website uses a cookie control system allowing the user on their first visit to the website to allow or disallow the use of cookies on their computer / device. This complies with recent legislation requirements for websites to obtain explicit consent from users before leaving behind or reading files such as cookies on a user’s computer / device.Cookies are small files saved to the user’s computers hard drive that track, save and store information about the user’s interactions and usage of the website. This allows the website, through its server to provide the users with a tailored experience within this website. Users are advised that if they wish to deny the use and saving of cookies from this website on to their computers hard drive they should take necessary steps within their web browsers security settings to block all cookies from this website and its external serving vendors. This website uses tracking software to monitor its visitors to better understand how they use it. This software is provided by Google Analytics which uses cookies to track visitor usage. The software will save a cookie to your computers hard drive in order to track and monitor your engagement and usage of the website, but will not store, save or collect personal information. Other cookies may be stored to your computers hard drive by external vendors when this website uses referral programs, sponsored links or adverts. Such cookies are used for conversion and referral tracking and typically expire after 30 days, though some may take longer. No personal information is stored, saved or collected.ContactQuestions, comments and requests regarding this privacy notice are welcomed and should be addressed to info@truenorthtalent.co.uk

<h5>Please contact us on <a href="tel:+441613991575">0161 399 1575</a> or fill in the form below and one of the team will be in touch.</h5>

<h2>Here's How You Can Reach Us</h2>Call us today to find out how we can add value to your business.

<h2>Here's How You Can Reach Us</h2>Call us today to find out how we can help further your career.

3 months of struggle to an 8-day success 💡
One of our clients, a leading name in food manufacturing, came to us after spending three months trying to fill a crucial Technical Manager role. They&rsquo;d exhausted job boards, agencies, and internal referrals but still no success. The right person just wasn&rsquo;t surfacing.
That&rsquo;s when they turned to True North Talent 🔎
&nbsp;Here&rsquo;s how we did it in just 8 days:&nbsp; &bull;⁠ &nbsp;⁠We already had a network of pre-screened technical professionals ready to move. We knew exactly what they were looking for and where they&rsquo;d fit.&nbsp; &bull;⁠ &nbsp;⁠We took time to fully understand their culture, site challenges and the technical demands of the role. &bull;⁠ &nbsp;⁠We handled everything from screening to interview scheduling. Fast and clear with no faff.
The outcome? A brilliant candidate secured, fully onboarded and already making an impact. It&rsquo;s what happens when you work with True North Talent.
Need help filling a hard-to-find role? Let&rsquo;s talk👇 💻 - www.truenorthtalent.co.uk&nbsp; 📧 - info@truenorthtalent.co.uk ☎️ - 0161 399 1575

3 months of struggle to an 8-day success 💡

In the Food and Drink manufacturing industry, we're no strangers to disruption.&nbsp; From Brexit to Covid, global conflicts to raw material shortages, supply chains have taken a beating over the last few years. And while those headlines have dominated, there's a quieter, more dangerous challenge threatening the industry's long term stability: the talent shortage. Yes, a late shipment can throw off your production line. But a missing team leader, technical manager, or site director? That can derail your entire operation.
 Supply chain issues are temporary (usually!).&nbsp; You can find a new supplier. You can build buffer stock. But what happens when the person who holds all the knowledge walks out the door? The industry is losing experienced candidates faster than it can replace them. Retirements are increasing, and attracting new blood into the sector is harder than ever. This isn&rsquo;t a short term disruption though. It&rsquo;s a long term risk to capability, quality and growth.
 Great people solve supply chain problems. Resilience doesn&rsquo;t happen by chance. It happens because someone brilliant planned contingencies, built strong supplier relationships, and managed the crisis calmly when it hit. People are the problem solvers. The innovators. The ones who keep the wheels turning when chaos hits. If you don&rsquo;t have the right experience in the business, even the best recovery plans fall flat.
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Your people are your competitive edge. Two factories can have the same equipment, same suppliers, same processes. But only one will consistently deliver exceptional results. Why? Because of the people running it all. Your team is your edge. They drive efficiency, innovation, quality, and culture. Lose key players, and you lose momentum. And in an industry as fast paced and margin sensitive as Food and Drink manufacturing, you can&rsquo;t afford to slow down.
 You can&rsquo;t stockpile talent. When a key hire leaves, or you&rsquo;re short on leadership, you feel it immediately. Delays, quality slips, missed retailer deadlines&hellip; it snowballs fast. Unlike raw materials, you can&rsquo;t stockpile great people for a rainy day. Finding the right fit under pressure is even tougher in a fast moving, chilled environment. That&rsquo;s why having the right recruitment partner isn&rsquo;t a &lsquo;nice to have&rsquo;. It&rsquo;s essential.
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What&rsquo;s the Solution? Businesses that treat hiring as a strategic priority, not a last minute panic, are the ones that come out on top.
Build robust succession plans.
Invest in leadership development.
Engage with recruiters who understand your niche.
Create environments people want to stay in.
Act fast when the right people come onto the market.
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At True North Talent, we speak with candidates every day who make a difference. People who can lead change, fix problems, and help you sleep better at night.
Supply chains are unpredictable, your people are your safest investment. We can help ensure you stay on track.&nbsp;
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Let&rsquo;s talk about how we can future proof your team before the next challenge hits.
07564 576300 amy@truenorthtalent.co.uk&nbsp;

Why talent shortages are more damaging than supply chain issues

There has been much in the press recently about original brand owners fighting the supermarket giants for what it considers a "trademark infringement". The recent court ruling of the Thatcher's (cider) vs. Aldi case, in favour of the original brand, is likely to have a significant impact on future food and drink lookalikes.
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This isn't a new phenomenon. The consumer group Which? in 2013 found some 150 products in similar packaging and revealed that, of the 2000+ people surveyed, 20% reported buying a copy by mistake instead of the brand.
An article in the Sun, back in 2017, quoted that the "lookalike product is mistaken for the brand in 20% of cases when both are present on shelves". This apparently increased to 64% when only the copycat version was present.
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We are curious what this means for existing lookalikes that we have been used to seeing on our shelves for many years. We suspect it would be too late for those who have already had another business take unfair advantage of their established trademark to make a claim.
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For future marketing and creative departments, it's now time to be original and find alternative ways to appeal to the consumer as to why we should change brands.
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What are your thoughts?

The Future of Copycat Products on our Shelves

Have you ever considered becoming a professional Interim, but are unsure what is involved, what the benefits are, and where to start? At True North Talent, we specialise in food and drink manufacturing recruitment and we have a very successful Interim division. Here are some of the benefits of becoming an interim:
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Flexibility
You can decide when you want to take time out and have a greater degree of control around when you work. Roles vary in length, allowing you the flexibility to pick and choose when you work.
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Experience
Working for multiple organisations provides with a breadth of experience you might not face in a long-term permanent job. All food businesses work differently and so you will broaden your expertise and skills, gain exposure to multiple processes, technology and teams. This will in turn mean you will excel at adapting to various cultures, teams and management styles.
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Expanding you network
It is an ideal form of networking, as you experience many different organisations - offering potential opportunities now and in the future. Every Interim opportunity you take will allow you to meet new people and build your network within the industry.
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Earning Potential
Interim professionals are usually paid a day rate. They can command a higher pay rate due to the urgent need for their expertise and the transient nature of their work.
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How can True North Talent Help?
We can help you set up your limited company; we can introduce you and your manufacturing expertise to a wealth of relevant clients; we can provide advice and guidance on pay rates; we ALWAYS pay you on time - regardless if we are awaiting payment from our clients.
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We&rsquo;ll also be brutally honest about the downsides to being an interim, it&rsquo;s not all positive!
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If you are considering taking the leap into the Interim world, call our interim team today on 0161 399 1575 for a confidential discussion.
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Becoming a Professional Interim - how we can help

Interim employees bring several benefits to an organisation, allowing your business to adapt rapidly and easily to workload fluctuations and fulfil individual projects effectively and efficiently. Within food manufacturing, peaks and troughs are common, so Interims can frequently be seen as your "rescue plan". Here are some of the key benefits of hiring an Interim from True North Talent to your food manufacturing business:
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Expertise
Interim professionals often have specialised skills and experience in a particular area, allowing them to quickly address specific challenges/ projects within the organisation. It cannot be overstated how valuable this experience is, allowing a business to tap into invaluable amounts of expertise and experience to aid them on a project. Because we consistently talk to Interims, day in, day out, we instantly know who will be a good fit in to your organisation - in terms of skills, expertise and culture.
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Cost-saving
Hiring an interim professional can be more cost-effective than hiring a full-time employee. For short-term projects, it is often cheaper and easier to hire interim workers rather than employing permanent staff members with all the associated benefits packages and management overheads, such as holiday pay, NI contributions, pension, sick pay, etc.&nbsp;
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Speed
True North Talent can provide the CVs of experienced, referenced Interims within 24 hours. They can be contractually on your site within 48 hours. We achieve this because we are continuously networking within the market - we know Interims' availability, rates, specialisms, ratings etc. Businesses can benefit almost immediately from their work.
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Flexibility
Interim professionals can be hired for short-term assignments, enabling you to respond quickly and strategically; they can be extended if required
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Interims can provide you with improved efficiency and productivity. This in turn can boost profits, enhance your business reputation and improve job security for permanent members of the team.&nbsp; They bring an outsider's perspective to the organisation, offering fresh ideas and insights that may not be present within the existing team.
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Call Amy or Rachel on 0161 399 1575 if you would like to explore the possibility of hiring an Interim or if you have an immediate need.

Benefits of Hiring an Interim

As the UK economy returned to growth for the first time in three months, the growth was less than expected at just 0.1%. Interestingly, according to the ONS, this was driven by trade for pubs, restaurants and the construction industry.
For a sector that has experienced a particularly difficult time, this might be seen as marginally good news for elements of the Food &amp; Drink industry. However, it is a small improvement and may not be felt sufficiently by many.
Economists and those in financial analysis still feel that the economy is "stuck" and we are having a "gloomy start". However, Food Manufacturer reported this week that despite the uncertainty of changes in government policies and pressures in rising costs, a 2025 survey by Made UK found that the manufacturing sector is feeling reasonably optimistic, with the focus on opportunities for growth being in digital transformation and NPD.
Therefore, let's remain hopeful, positive and optimistic that the opportunities for growth this year will outweigh the risks for our manufacturing sector.
What level of optimism do you hold for 2025 in our industry?
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Optimism Levels for 2025

We hope you all had an enjoyable festive season if you were celebrating Christmas. What will be the hot topics within food and drink manufacturing this year?
&nbsp;
<ul style="direction: ltr; unicode-bidi: embed; margin-top: 0in; margin-bottom: 0in;" type="disc">
<li style="margin-top: 0; margin-bottom: 0; vertical-align: middle;">We suspect conversations around UPFs will continue as a large number of consumers look to eliminate ultra processed foods from their diet as much as possible.</li>
<li style="margin-top: 0; margin-bottom: 0; vertical-align: middle;">No doubt debates over plant based versus meat-based products will continue and I believe we will see a small fall in plant-based sales. </li>
<li style="margin-top: 0; margin-bottom: 0; vertical-align: middle;">As Brits increasingly see the link between diet and well-being, expect to see a rise in "mood-foods".</li>
<li style="margin-top: 0; margin-bottom: 0; vertical-align: middle;">We can only wonder what the impact of Donald Trump will have on UK food exports when he takes his presidential seat again?</li>
<li style="margin-top: 0; margin-bottom: 0; vertical-align: middle;">How will the UK Farmer's disgruntlement and recent protests manifest themselves over the next 12 months?</li>
<li style="margin-top: 0; margin-bottom: 0; vertical-align: middle;">What might we expect in terms of new or updated food legislation, improved food safety etc?</li>
</ul>
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What topics do you envisage will be at the forefront of conversations in 2025?

What can we expect in Food & Drink in 2025 in the UK?

<h4>It was interesting to read this week that fresh meat sales are rising whilst plant-based falls, according to NeilsenIQ. Is this a longer-term shift in eating and buying habits or is this just a blip? Reasons for this might include:</h4>
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<h4>With inflation in grocery retail levelling, fresh meat may offer a lower cost alternative to plant-based alternatives?</h4>
</li>
<li>
<h4>There is perhaps a growing interest once again in fresh, natural foods and consumers may be preferring to cook with such ingredients from scratch?</h4>
</li>
<li>
<h4>Fresh meat may be perceived as a healthier alternative to processed plant-based foods, which invariably contain additives, preservatives and artificial flavourings (and wheat if you're a coeliac!).</h4>
</li>
<li>
<h4>Some consumers buy locally sourced meat or meat from sustainable farms, as they perceive&nbsp; the environmental benefits of plant-based alternatives are overstated.</h4>
</li>
<li>
<h4>Media attention has become more critical, with some reports highlighting issues such as the healthiness of some plant-based foods</h4>
</li>
</ul>
<h4>Is there a real shift in consumer behaviour that will see consumers moving back towards fresh meat, or will plant-based foods see further growth?</h4>

Meat vs Plant

I recently listened to an interesting Podcast of an interview with Gerry Calabrese, founder and CEO of premium drinks brand Hoxton spirits - a fascinating guest with a colourful background. A couple of his quotes got me thinking: "The difference between success and failure is perseverance" and "You've got to enjoy the process&hellip; even if you end up failing".
These are so true within the Recruitment Industry. Our recruiters at True North Talent succeed because they make that extra call, go that extra mile, take another "no" on the chin and keep persevering. If you don't enjoy what you do in our industry and if you don't follow the process, you'll never be successful.
Other similarities in Gerry's rise to success are that he followed his dreams, seized many opportunities, demonstrated such passion, worked hard and was totally dedicated in all his endeavours. He talks about building brands - as we are doing here.
He is fanatical about making spirits - we are fanatical about delivering exceptional service to our candidates and clients. He says you need to enjoy the adversities and challenges as you will learn more from them than the successes.
So, follow Gerry's wise words - be prepared to go the distance, keep going when everything feels impossible and when most people would give up. That perseverance will create success.

Perseverance = Success

Fiona McDonald reflects on the resilience of food &amp; drink manufacturing. 
We are currently facing a number of stories where food and drink manufacturing businesses (spanning both family owned and multi-national) are either closing down, are for sale or announcing redundancies. For example, Asda and Typhoo. This month, UK retailers (including Tesco, Boots, M&amp;S, Next, Kingfisher, Whitbread) warned the Chancellor of closures, job cuts and price increases, as a result of the budget tax rises.
Oddies, a fourth generation Lancashire bakery is seeking a rescue deal. It left me feeling quite saddened when I read in Food Manufacture that their MD reported Oddies "&hellip;.has withstood two world wars and their food scarcity, the Great Depression, the fall out of Lancashire's cotton industry, the rise of powerful supermarkets and even the COVID-19 pandemic."
What is next? It is easy to get caught in the doom and gloom and yet we have been here before. Food &amp; drink manufacturing has overcome a multitude of challenges and obstacles over the years, even centuries. In evolution, the strong/adaptable/resilient (and sometimes lucky) survive. Let's remain positive and hopeful for the survivors, the innovators, the creators and for the future of food &amp; drink manufacturing!

Doom or Boom?

There was an article this week in the Food Manufacture by Bethan Grylls, titled "Reading food and drink labels with sight loss" - and how food manufacturing companies can make their packaging more inclusive and accessible for those with visual impairments.&nbsp;
It is a really insightful article exploring the world of a VIP (Visually Impaired Person) and certainly made me think of scenarios I hadn't thought of before - how are VIPs expected to navigate their way around a supermarket and read food and drink labels.
As a coeliac, I wear my glasses on my head in the supermarket as I am constantly trying to read the ever decreasing font size on food labelling to ensure the product I buy is safe for me! I cannot imagine how challenging it must be for VIPs.
It will be interesting to see how the technologies currently available and those yet to be invented, can help VIPs and those of us whose eyesight is likely to deteriorate further.

A Lens whilst Shopping

I am not an Economist by any stretch of the imagination. However, over a week after the UK Autumn Budget, now the dust has settled, I wonder what tax and wage announcements made by Chancellor Rachel Reeves are going to have a real impact (positive or negative) on the Food &amp; Drink Industry? For example:
Raising National Insurance contributions by employers (from 13.8% to 15%). Aware that the threshold where businesses start paying NI on workers' pay will be lowered from &pound;9100 to &pound;3500; however, the amount employers can claim back on their NI bill was raised from &pound;5,000 to &pound;10,500. The figure provided is that 865,000 employers won't pay at all. In reality, how will this impact our industry?
The National Living Wage has increased for 21-year-olds and above from &pound;11.44 to &pound;12.21ph. Of course, this is excellent for employees, however, coupled with the Government plans to increase unfair dismissal protections and improve access to paternity and maternity leave, will we see some businesses having to reduce their headcount, or will it prevent their growth plans? I suspect SMEs will face the biggest impact, but for larger organisations, will this ultimately be reflected in increased prices for the consumer?
So will the tax rises through employer NI contributions be a burden on the industry (which employs tens of thousands of people)? Will it mean an additional rise in business costs? Will it impact opportunities for future investment &amp; growth? Will it make food price inflation an ongoing issue? How will it affect smaller, craft businesses? Will this result in job losses and worse, business closures?
&nbsp;I welcome the thoughts of our Industry Leaders and Experts.

Fiona McDonald reflects on the impact of the Autumn Budget on the Food & Drink Industry

Did you know that over 4 million tonnes of good to eat surplus food goes to waste in the UK food industry every year? How can this still happen in 2024 when so many people face chronic food shortages and are struggling to afford to eat?
FareShare is the UK&rsquo;s longest running food redistribution charity. They take good food that would otherwise go to waste and get it to local charities who use it to support people in their communities. Their organisation has grown substantially over since the 1990&rsquo;s, as has their approach to how to tackle hunger and food waste &ndash; and they now partner with some of the major supermarkets, such as Tesco, Co-op, Asda and Sainsbury&rsquo;s. In addition, they work with central and local government bodies to fight hunger and tackle food waste.
True North Talent is recognised as a trusted supplier of recruitment services to the food manufacturing and FMCG industries. We therefore have a heightened awareness of food manufacturing, food distribution and supply chain. Our directors, Amy and Emma chose to work alongside Work for Good to support FareShare as their charity to make a positive impact on giving back to the community. Giving is more than just a financial transaction; it's a powerful expression of empathy and solidarity with those in need. We make a significant and meaningful impact in our specialist industry through our pledge to donate 200 meals to those in need for every placement we make.
We are proud to have already donated thousands of meals to this charity and look forward to continuing our partnership with them in the future.
When you make a charitable donation, you're not just giving money - you're contributing to a cycle of positive change. Your generosity inspires others, supports vital causes, and creates a world where kindness and compassion lead the way.
So, the next time you think about making a difference, remember that your charitable donation, no matter how big or small, whether through donating time or money, is a powerful tool for good.
Interested in learning how you can get involved? Contact our team today at <a href="mailto:hello@truenorthtalent.co.uk">hello@truenorthtalent.co.uk</a> &ndash; we&rsquo;d love the chance to collaborate and make a difference together, one placement at a time.

Tackling Food Waste

In the fast paced and highly regulated world of food manufacturing, companies often face challenges that require swift intervention. Whether it's navigating a crisis, executing critical projects, or driving operational improvements, an interim professional can be a game changer. Here's why&hellip;
 Expertise and Experience Interim professionals bring extensive industry knowledge and experience. They have a proven track record of managing complex operations and leading teams in challenging environments. This expertise is crucial for navigating the peaks and troughs.
 Strategic Leadership Interims help set the direction for the company, define goals, and develop plans to achieve them. Their strategic vision helps align operations with long-term business objectives, ensuring sustainable growth and competitiveness.
 Crisis Management and Problem Solving
Interims are often brought in during times of transition or crisis. Their ability to quickly assess situations, identify problems, and implement effective solutions is invaluable. Whether it's streamlining processes, addressing compliance issues, or managing a product recall, their skills in crisis management are essential.
 Project Execution Interim professionals are focused on delivering tangible results within a defined timeframe. Whether it&rsquo;s launching a new product, expanding a facility, or optimising supply chain operations, their goal-oriented approach ensures that critical projects are completed efficiently and successfully.
Change Management Interim managers excel at leading change initiatives. They can introduce and manage new processes, technologies, and practices, ensuring smooth transitions with minimal disruption. Their experience with change management helps in gaining buy-in from employees and stakeholders, facilitating a more cohesive and effective implementation.
Fresh Perspectives As external professionals, interims bring an unbiased perspective to the organisation. They can identify issues and opportunities that may be overlooked by internal staff. Their fresh viewpoints can lead to innovative solutions and improvements that drive the company forward.
Regulatory Compliance and Risk Management Given the stringent regulations in the food manufacturing industry, interims&rsquo; expertise in regulatory compliance and risk management is critical. They ensure that all operations adhere to industry standards and government regulations, mitigating risks and protecting the company&rsquo;s reputation.
Mentorship and Team Development Interims play a vital role in mentoring and developing existing teams. By sharing their knowledge and expertise, they help build internal capabilities, ensuring that the organisation can continue to thrive after their departure. Their ability to inspire and motivate teams contributes to a more skilled and engaged workforce. 
Tangible Results While hiring an interim might seem costly, their impact often leads to significant long-term savings. By addressing inefficiencies, improving processes, and avoiding potential pitfalls, interims can deliver substantial financial benefits that outweigh their fees.
Focused and Agile Interim professionals are typically focused on delivering results within a short period. Their ability to adapt quickly to the company&rsquo;s culture and operational environment allows them to hit the ground running, providing immediate value and achieving swift results.
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We only work with the very best interims If you&rsquo;re looking for support during a transition or crisis, or need help with a critical project contact us today to discuss how we can help and assist in hiring the right interim for your needs. amy@truenorthtalent.co.uk&nbsp; 07564 576300

Hiring Interim Professionals in the Food Manufacturing Sector

The STAR method is a structured technique used to answer behavioural interview questions. It stands for Situation, Task, Action, and Result. This approach allows the interviewee to provide clear, concise, and thoughtful answers based on real-life examples from their own experiences.
The STAR method is not just an interview response strategy; it&rsquo;s a structured approach that helps you present your experiences and skills in a way that leaves a lasting impression on your potential employer.
Here are some key aspects of the STAR method that further shows its importance:
<ul type="disc">
<li>Specificity: The STAR method encourages you to focus on specific situations rather than generalities. This allows interviewers to see exactly how you apply your skills in real-world scenarios.</li>
<li>Structure: By following the Situation, Task, Action, Result framework, you ensure your responses are organised and coherent. It also ensures you don&rsquo;t miss out on any critical details.</li>
<li>Relevance: With STAR, you can tailor your answers to demonstrate how your past experiences directly align with the job requirements.</li>
<li>Evidence-Based: Rather than simply stating that you have certain skills, the STAR method enables you to provide concrete examples.</li>
</ul>
Breaking down the components:
Situation: Set the scene
Task: Define your responsibilities
Action: Describe what steps you took
Result: Highlight the outcomes
<h4>Situation: Start by providing context.</h4>
What was the environment like? Was it a high-pressure sales team chasing ambitious targets, or an under-resourced Quality team struggling to meet business needs?
Perhaps it was a start-up business on the verge of significant expansion, or a well-established business navigating a challenging market downturn?
Next, identify any key players involved.
Were there colleagues who played pivotal roles? Or maybe external stakeholders like clients, suppliers, or regulatory bodies that influenced the situation?
Remember, details are crucial here but be careful not to get lost in them.
This isn&rsquo;t just about painting a picture of your past work environment. You&rsquo;re laying out the particular circumstances surrounding the challenge you faced. So clearly define what made this situation unique or difficult.
<h4>The &lsquo;Task&rsquo; component is where you&rsquo;ll outline your specific responsibilities in a given situation.</h4>
When detailing your task, clarity is crucial. You want the interviewer to understand exactly what was expected of you.
Start by describing any&nbsp;objectives&nbsp;or&nbsp;goals&nbsp;that were set for you at the outset. Were there targets or KPIs (Key Performance Indicators) that you had to meet? Did you have a deadline?
These details help paint a picture of the pressure or challenges involved in your task.
Next, consider any&nbsp;constraints&nbsp;or&nbsp;limitations&nbsp;that might have been present. For instance, did you have limited resources, such as time, budget, or manpower? Were there any particular rules or regulations that needed to be adhered to?
Also crucial in this section is demonstrating an understanding of&nbsp;who benefited&nbsp;from your tasks &ndash; whether it was clients, colleagues, stakeholders, or even broader.
By doing this, not only are you showing awareness of your role within a larger context but also emphasising its significance.
<h4>Action: Describing The Steps You Took</h4>
Taking action is the critical core of the STAR Method.
It&rsquo;s where you get to demonstrate your problem-solving skills, initiative, and ability to adapt in real-time situations.
Here&rsquo;s how you can effectively describe the steps you took:
<ol start="1" type="1">
<li>Be Specific: Avoid vague descriptions. Instead, delve into the exact steps you undertook to address the situation or task at hand. Did you organise a team meeting? Implement a new software system? Develop a marketing strategy? The more specific, the better.</li>
<li>Showcase Your Skills:&nbsp;This is your chance to highlight your unique abilities and strengths. Focus on actions that underline key competencies such as leadership, teamwork, creativity, resilience, or strategic thinking.</li>
<li>Include Collaborative Efforts:&nbsp;If your action involved others (e.g., colleagues, stakeholders), mention their involvement to show your ability to work effectively within a team.</li>
</ol>
<h4>Result: Highlighting The Outcomes Of Your Actions</h4>
<ul>
<li>In the STAR method, the Result is your shining moment, your chance to highlight the outcomes of your actions.</li>
<li>The key here is to quantify your success whenever possible. Numbers speak volumes in an interview setting.</li>
<li>Did you increase sales by 20%? Reduce customer complaints by 50%? Or perhaps you streamlined a process that saved 10 hours of work each week? These are powerful statements that can establish you as a problem-solver who gets results.</li>
<li>But what if your result wasn&rsquo;t quantifiable or didn&rsquo;t end in absolute success? That&rsquo;s okay too! What matters is that you show progress, learning, and growth.</li>
</ul>
Remember, not all results have to be earth-shattering successes. Sometimes, they&rsquo;re stepping stones towards bigger victories down the line.
Another point worth noting is that results should ideally tie back to the company&rsquo;s goals or values. This shows alignment with their mission and demonstrates how you could contribute if hired.
Good Luck!
If you need any help with this or want to discuss, please get in touch with one of the team who will be happy to talk through on 0161 399 1575.
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The STAR Interview Technique - a Guide

Organisational culture plays a huge part in ensuring employee satisfaction, productivity, and retention. Businesses must prioritise creating environments where employees feel valued, supported, and empowered. Here's why people may leave due to culture and what you can do to prevent it:
&nbsp;
Lack of Belonging: When employees feel disconnected from their team or company culture, it can lead to a sense of isolation. Building a sense of belonging starts with inclusive practices, transparent communication, and ensuring a supportive atmosphere where everyone's voice is heard and respected.
&nbsp;
Toxic Work Environment: Toxic cultures breed negativity, bringing down morale and damaging mental well-being. Stop this by promoting a zero-tolerance policy for toxic behaviours, investing in being available for all your employees, and having a culture of empathy and kindness.
&nbsp;
Limited Growth Opportunities: Employees seek opportunities for professional development and advancement. Ensure regular performance reviews, provide constructive feedback, and offer ways for development and career progression to keep employees engaged and invested in their growth within the organisation.
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Mismatched Values: Misalignment between personal values and company values can lead to disengagement. Ensure transparent communication about values, encourage discussions, and incorporate values into day-to-day operations to reinforce their importance. 5 Work-Life Balance: Burnout resulting from excessive workload or unrealistic expectations can drive employees away. Promote work-life balance initiatives, encourage time off, and have a culture that respects boundaries to prevent burnout and promote overall well-being.
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If you want to discuss your company culture and need advice, please give me a call on 07899 686690.

How to prevent people leaving jobs due to culture

HelloFresh vs Gousto&hellip;
I&rsquo;m a sucker for a good discount code, and I&rsquo;ve seen numerous influencers posting codes lately about HelloFresh and Gousto so I thought I&rsquo;d give them a try.
Although recipe boxes have been around awhile now, I&rsquo;m totally new to trying them.
There&rsquo;s a few pros and cons I&rsquo;ve noticed so far.
<h5>Pros</h5>
<ul>
<li>As someone who despises doing the weekly food shop, it&rsquo;s a bit of a no brainer for me! It saves a lot of time and effort.</li>
<li>It&rsquo;s prevented me from picking up endless amounts of unnecessary snacks and special buys I really don&rsquo;t need!</li>
<li>The ingredients are all pre portioned so there&rsquo;s very little to no food waste.</li>
<li>You could add extra items to the checkout to pair with the meals.</li>
<li>All nutritional information is displayed so you know exactly what each portion contains.</li>
<li>The instructions are easy to follow and the photos are really helpful.</li>
</ul>
<h5>&nbsp;</h5>
<h5>Cons</h5>
<ul>
<li>With HelloFresh, I had to pay before I could choose my recipes. A bit of a gamble &ndash; what if there weren&rsquo;t any we liked?</li>
<li>A LOT of the recipes with HelloFresh were upgradable and an extra cost, so choice was limited.</li>
<li>Higher cost than our usual weekly food shop.</li>
<li>A lot of plastic packaging.</li>
</ul>
I&rsquo;ve also previously tried Pasta Evangelists and these meals were a big hit in our house! Restaurant quality meals and the sauces come premade so super quick to cook (although I didn&rsquo;t get that feeling of achievement you get when you cook a meal from scratch as it was already done for me).
Would I have them again? Yes, I probably would.
I&rsquo;ve recently been recommended Mindful Chef and Grubby so they&rsquo;re next on my list to try first though.
What are your thoughts on recipe boxes? Do you have any recommendations?

HelloFresh vs Gousto…

When partnering with a Recruiter, what are the key things you should be looking for to make sure you can make the most out of the relationship and the outcomes?
<ol>
<li>A consultant should know your business inside and out. Have they taken the time to get to know you, your team and your business?&nbsp;How can they represent your business if they don't know anything about it?</li>
<li>Are they just advertising your role on job boards, or are they using their own database, searching job boards, headhunting via LinkedIn? How do they source?</li>
<li>Do they provide regular updates and analytics? This could include lists of who they have contacted and where they are up to with each candidate.</li>
<li>Is your relationship a "partnership" or a means to an end? There should be transparency from both sides, a relationship built on trust and honesty.</li>
<li>Are they a true specialist in recruting for your industry and role type? You wouldn't hire a carpenter to fit your boiler...</li>
<li>Are they telling you what you want to hear? If they aren't challenging you, they won't challenge your candidates.</li>
</ol>
 Being able to have an honest and transparent partnership with our clients is the most important aspect of our business. All these aspects we pride ourselves on at True North Talent.
We'd love to tell you more about how we can support. Hit the contact us button, fill in your details and we'll be in touch!

What to look for when partnering with a recruiter?

In the ever-evolving world of food and drink manufacturing recruitment, digital tools have their place, but nothing beats the power of a face-to-face meeting. Here's why:
Trust Matters: In-person meetings build trust and authenticity, showing our commitment to clients.
Deeper Connections: They allow us to understand clients' unique needs, nurturing stronger relationships.
Non-Verbal Insights: Body language and expressions provide vital cues for better communication.
Industry Knowledge: It's an opportunity to share insights, keeping us at the forefront of industry trends.
Collaboration: Complex problems are best solved collaboratively, and face-to-face meetings facilitate this.
Memorable Impressions: In-person interactions leave lasting impressions, setting us apart.
While technology undoubtedly streamlines processes, face-to-face connections are the secret sauce in our industry's recipe for success.
We are out and about again today and are excited to keep nurturing these face to face connections in food and drink manufacturing.
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Why Face to Face Meetings work

The UK food manufacturing industry faces some key challenges in 2024:
<ul>
<li>Supply Chain Resilience: Adapting to global challenges and ensuring resilient supply chains.</li>
<li>Sustainability Focus: Meeting rising customer demands for eco-friendly practices and reducing waste.</li>
<li>Digital Transformation: Embracing Industry 4.0 for enhanced efficiency through automation and data analytics</li>
<li>Talent Attraction and Retention: Addressing the skills gap to attract and retain the best talent.</li>
<li>Regulatory Complexity: Navigating new and intricate regulations, especially post-Brexit, for sustained compliance.</li>
</ul>
We are here to support and advise from a talent attraction perspective so please do get in touch - 0161 399 1575 ☎

Key Food Industry Challenges for 2024

Why effective onboarding is more important than ever: A successful onboarding strategy will reduce attrition and increase employee engagement, both of which impact your bottom line. 💷 Investing time and resources in a thorough onboarding process goes beyond paperwork; it sets the stage for success on all fronts. 🌐 ➡ Accelerated Integration: A well-structured onboarding process ensures new employees quickly acclimatise to the industry's unique nuances, boosting their confidence and productivity. ➡ Cultural Alignment: Creating a sense of belonging is key. Proper onboarding not only imparts knowledge but also facilitates connection to the company culture, making for more engaged and committed team members. ➡ Retention Boost: Employees who undergo comprehensive onboarding are more likely to stay for the long haul. Investing in their success from day one fosters loyalty and reduces turnover. ➡ Productivity Increase: Efficient onboarding minimises the learning curve, enabling candidates to hit the ground running. This not only benefits individual performance but positively impacts team efficiency. Creating a culture of happy, engaged, and inspired employees starts with their onboarding experience. Unfortunately we do still see companies who focus on the first couple of weeks only, and then wonder why their retention rates are low! 🤝 If you are looking to expand your teams &ndash; please get in touch with us to see how we can help.

Effective Onboarding

Our Values &ndash; Relationships Matter ✅ Why is Building Relationships so important? 👥 After over 20 years in recruitment it is more apparent to me than ever that building and keeping strong relationships is vital. This is why this is one of our core values at True North. 🤝 We invest time in fostering relationships built on trust and knowledge. When we invest time in understanding our candidates and clients on a personal level, we gain a deeper understanding of their needs. This insight goes beyond just CV&rsquo;s, and this leads to more precise and beneficial partnerships. 🤝 The strength of our network is crucial to our success. Building relationships isn't just a one-time effort; it's an ongoing process. In recruitment, without trust there is no partnership. By consistently demonstrating reliability, transparency, and genuine care, we build trust. 🤝 Candidates remember the experience more than the transaction. A positive recruitment experience, rooted in a strong relationship, not only fills positions but also leaves a lasting impression that can contribute to a positive employer brand. Whilst building our brand we are ensuring that people are at the core of what we do. Success in recruitment isn't just measured by placements; it's measured by the meaningful connections we create along the way.&nbsp;

Our Values - Relationships Matter

Interview Advice 🎙 Your CV gets you the interview, but your personality (and the prep you do) gets you the job. Time and again we have seen great candidates make the same mistakes. Here are five things to always keep front of mind: 1.&nbsp;Do you have a panel of people interviewing? Be sure to connect with them all, and not just the one speaking to you. 2.&nbsp;Remember it&rsquo;s a two-way thing. This interview is for you to find out about the company and the role, as well as for the employer to discover whether you are the right fit for the job. Prepare at least three questions before you arrive to show your interest, and don&rsquo;t just ask about salary and benefits. 3.&nbsp;Demonstrate genuine passion but don&rsquo;t overdo it. Fake enthusiasm gets spotted a mile off. 4.&nbsp;Be cautious of passive words that sound flaky &ndash; actually, literally, maybe, honestly etc. Use clear, concise language that expresses confidence and reliability. 5.&nbsp;Be yourself, but don&rsquo;t get too personal. Whilst some interviewers love to get under your skin, some may be uncomfortable discussing personal subjects that are best kept to your private life. We are always on hand to run through practice interviews and give you tips and advice through every stage. 📓

Interview Tips and Advice

There&rsquo;s many reasons interims can be a cost effective solution. Here&rsquo;s just a few: 💷No pension, holiday pay, sick pay, benefits, company car, NI etc ⌛ No long term commitment. Expertise without the burden of ongoing employment costs. 💼 Time is money, the onboarding process for onboarding a permanent employee can be time consuming and expensive. Interim professionals with their wealth of experience, require minimal onboarding. 🏢 Often brought in to address specific challenges or spearhead projects. You&rsquo;re paying for the expertise and results without having to take someone away from their day to day. 👷&zwj;♂️ Scale your workforce up or down as needed, therefore not overcommitting to resource during slower periods and wasting money. We could go on&hellip; Investing in the right interim not only saves costs, but often proves to be a strategic investment that pays dividends over time. A strong interim won&rsquo;t just be there to fill a role, but leave lasting results that contribute to your bottom line. Not only meeting your immediate needs, but in the long run, paying for themselves. Get in touch with Amy for more information on 07564 576300 📱&nbsp;

Interim vs Full-time employees - The Cost Effective Solution

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We donate 200 meals for every placement we make.&nbsp;
FareShare is a charity network established in 1994, which aims at relieving food poverty and reducing food waste in the United Kingdom. It does this by obtaining good quality surplus food from the food industry that would otherwise have gone to waste and sending it to frontline charities and community groups across the UK.
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Work For Good is a fundraising platform for business donations to charity. We work alongside them to support&nbsp;FareShare, helping to make a positive social impact that our clients and candidates feel great about. Working with True North Talent means you get to give back to your community at the same time.&nbsp;
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That&rsquo;s why, for every placement we make, we pledge to donate 200 meals to those in need. By joining forces with vital charity partners, we make a significant and meaningful impact in our specialist industries.&nbsp;
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We know that success should be shared and that together, we can make a difference. Through our dedication to providing outstanding talent solutions, we hope to contribute to a brighter future for our communities.&nbsp;
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Together, we can help to give back, one placement and one meal at a time. Contact us today to learn more about our giving back initiatives.&nbsp;
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Insights.