BMS-Ireland RSS Feed

Sales Jobs at Miller Brands

laurab — Fri, 19 Apr 2013 13:52:46 +0000

Miller Brands was launched in 2005 and is a subsidiary of SABMiller, one of the world's largest brewers. Miller Brands is responsible for the development of all SABMiller’s international premium brands across the UK and Ireland. SABMiller has more than 200 beer brands and some 70,000 employees in over 75 countries. Miller Brands is a small company that is part of a much larger organisation.

The success of our business is based on our world-class portfolio of strong beer brands. We try to bring an innovative perspective to everything we do and we are committed to adding value to our customers and all those we work with.
Showcase Manager Salary: Negotiable City: London
Our Values Our people are our enduring advantage Accountability is clear and personal We work and win in teams We understand and respect our customers and consumers Our reputation is indivisible Working at Miller Brands We offer a fast-paced and action-orientated work environment that’s also friendly and fun. All our employees are inducted into a culture of performance that means we are focused on delivering results. We believe strongly in the values upon which our business is built and we recognise that our people are our enduring advantage. As a subsidiary of a much larger company we can also offer long-term career opportunities for those who succeed with us.
Meet Manu "Getting around London is always extremely useful in order to see and understand how other premium brands engage with their consumers and it is fascinating to see how many ideas can be seen and implemented into our accounts. Constantly engaging with consumers and operators is a crucial part of my role and being out there is incredibly important." Manu, Sales Team
Supporting communities
Our Charity of the Year for 2012/13 is the Queen Alexandra Hospital Home (QAHH). The QAHH provides specialist nursing care and rehabilitation services to former members of HM Armed Forces with physical and/or neurological disabilities. Over the course of the year, we aim to raise over £10,000 for the charity via a range of different activities including employee volunteering, gifts in kind and challenge event sponsorship. In addition to supporting our charity of the year, Miller Brands also supports the annual South African Charity Golf Day. Miller Brands is a company with a proud South African Heritage and we are pleased to support the event. The purpose of the day is to raise funds for South African charities with the accent on HIVAids, children and education.

Follow Miller Brands

Innovation is alive and well, but FMCG fails to meet salary expectations in 2012 : Q4 2012 BMS Sales Index

laurab — Fri, 01 Feb 2013 14:18:52 +0000

It’s time to re-evaluate recruitment strategies and take calculated risks to gain and retain the best people in 2013, according to the BMS Sales Recruitment Index Report Q4 2012.

The year in brief

Against the backdrop of an unforgiving financial climate, recruitment activity mapped economic uncertainty, with many of the best sales people staying put in 2012 to ride the storm. The high OTE offers used to encourage mobility have come back to bite new joiners, and an air of greater pragmatism has entered the candidate pool, with salary expectations falling. Despite this, long recruitment processes saw many good candidates lost at interview, opening the way for alternative offers or a waning enthusiasm to move.

But demand for good salespeople remained high forcing recruiters to leverage ‘brand’, bolster training, undertake ‘out of market’ searches and increase investments in the graduate pool to find the best people. Moving forward, with the macroeconomics unlikely to improve, extending such programmes will be vital to win and retain the people most needed to grow businesses in tough times.

Economics and sales activity in 2012

2012 was a hard year for the UK economy. No doubt about it. There was the double-dip recession, biting cuts in Government spending and GDP seemed incapable of recovery after the work days lost to the Jubilee. But firms continued to recruit. According to KPMG’s Report on Jobs published at the close of the year, vacancies numbers increased at their fastest for 20 months in December 2012, with the principle concern for firms being the decline in the availability of candidates to fill the roles.

Drilling down into sales recruitment, and the availability of the right-skilled candidates was one of the defining challenges of 2012. While the BMS data shows recruitment activity trending downwards, it was the challenge of finding and securing the right people that was causing the headaches within staffing departments. Competition was fierce with firms losing the best candidates to counter offers while, throughout the year, the inability to meet candidate salary expectations saw many firms miss out.

But there’s an interesting disconnect here - highlighting a unique ‘sales’ challenge for recruiters. Taking an average of all the sectors tracked in the BMS Sales Index Report, candidate salary expectations were, in the main, below the levels being offered by employers. Certainly candidate expectations have been trending downwards since 2011. In contrast, figures from the Office of National Statistics (ONS) point to a steady growth in salaries in the back end of 2012, albeit at a sluggish 0.7% increase. This was supported by the BMS Index data which shows advertised salaries rose from Q1 2012 to the end of the year.

So the unavoidable conclusion must be that base salary levels aren’t the only or perhaps even the most significant reason why candidates were being lost at interview. According to BMS’s Graham Halewood, there were other factors at play here.

“In the sales environment the On Target Earnings (OTE) is rather more relevant than base salary. Firms know this and have encouraged candidates to move with the promise of big OTEs. Unfortunately many such promises have gone unfulfilled – due to the economic environment more than the ability of the sales professional. This has made candidates incredibly wary where high OTEs are offered, even if base salaries may be a little higher than what they are asking for. This has put firms in a very difficult position. They are unable to significantly increase basic, but neither can they offer large OTE packages. The result is often that salespeople prefer to stay where they are, or look for other incentives when weighing up job offers.”

A shrinking candidate pool, as described by KPMG, does little to help employers either. So when good people who are committed to a move come onto the market, they are getting snapped up quickly.

Both the salary disconnect and the increasingly fierce battle for talent encouraged firms to focus on new recruitment strategies in 2012. As the BMS Sales Recruitment Index Report highlights [chart three], firms continued to look outside their sectors and employed new attraction methods to secure top talent - most significantly extending candidate training and development opportunities.

Such moves make sense. For businesses employing outside of sector they were able to rapidly upskill candidates to operate more effectively in their new roles. For the candidate, training and development offers opportunity to increase their own expertise while speaking to the employer’s commitment to developing a sustainable, longer term position. With confidence hard to come by on both sides of the aisle, this trend can only be good news.

Training is becoming ever more vital in other areas too. Chart three shows a hugely significant growth in taking on raw talent. There’s clearly a risk inherent here but the graduate pool offers low cost, highly educated talent if firms are able to find those with the enthusiasm and aptitude for a career in sales.

Brand building also became more important in 2012, and this trend is likely to continue well into 2013. Consider Microsoft, it’s still a destination brand for many IT candidates despite not always paying the market rate. The strength of its brand, combined with its host of non-financial incentives and perks make the firm very attractive.

The IT giant is, of course, not alone in its brand power, and examples can be found across the sectors. The point is that more and more firms are working to enhance their brand specifically to attract the top people. In sales recruitment we’re particularly seeing this trend in retail, medical and construction sectors where finding top talent has proved very challenging.

Looking ahead to 2013, and the importance of getting recruitment right will only increase. The gloomy economic forecasts, with predictions of a AAA ratings loss and the continued squeeze on public sector projects is likely to encourage more salespeople to stay put.

We’ve already seen evidence that some salespeople are using job offers as a lever to increase existing remuneration packages. It’s therefore crucial to select the right candidates for interview, and to be able to incentivise offer acceptances through a combination of salary, career progression, training and, increasingly, flexible working patterns. But as we have found; beware of inflating OTE projections – today’s candidates have been burned before and they’re more wary than ever.

Yet despite the apparent dark times, good people will always be in demand, and, as chart four highlights the vast majority of firms believe their recruitment levels will map those of 2012, with a small number predicting an increase.

How accurate these projections are remains to be seen. But one thing is clear, to get the best people firms must be prepared to take calculated risks, to look outside their industries, dip their toes into a largely underutilised graduate pool, and plan recruitment and training activities on a more strategic basis.

Innovative alive and well, but FMCG fails to meet salary expectations in 2012

Despite finishing 2012 below the sector national average for sales vacancy growth, the FMCG sector is well ahead of most in innovative approaches to talent acquisition. Having already invested heavily in employee branding programmes over the past few years, FMCG firms are rather more adept at encouraging mobility in the employment market - despite often failing to meet salary expectations.

That advertised salaries struggled to match candidate expectation is no surprise. FMCG had a challenging time in 2012. Confidence seemed hard to come by in the grocery arena with Nielson reporting a 30% drop in new product launches compared to the previous two years.

The high street suffered too. Consumer spending in December was only 1.2% higher than during the worst days of the recession back in 2009 – with the Office for National Statistics confirming a 0.3% reduction in retail sales during the month.

FMCG sales recruitment tracked the uncertain times in Q4 with the BMS Sales Index Report showing growth rates fell to the second lowest point of the year in November – down 3.4% on the same period last year. [chart five]

The FMCG sector is still looking for sales talent. But low salaries across the sector remain an issue. In an effort to respond recruiters turned to other well-known attraction methods such as continuing to strengthen employer brands in 2012, something they have been doing well. But this seems to not be enough.

As far back as Q2, 2012, responses to the BMS report confirmed that a failure to match salary expectations accounted for nearly 50% of all good candidates being lost at interview. While this number dropped to around the 30% mark in Q4 2012, it is far and away the biggest issue facing sales recruiters in FMCG today.

As we can see from chart six, over the six months to December 2012, candidate salary expectations have risen, while advertised salary levels have fallen. This is in direct contrast to the rest of UK industry. While we do see salaries rise to meet expectation in the middle of the year, the industry returns to lower salaries in the months leading up to Christmas 2012.

Nine months on and salaries within the sector have yet to rise to address this expectation. Counter offers are rife in the industry while staff believe that long recruitment processes also remain a significant barrier to converting good candidates to great colleagues.

Of course, challenges go beyond salary – namely, ability. As one recruitment professional from a high street retailer put it:

“‘Our biggest challenge is finding sales people who have the product knowledge required within the renewable energy products sector. As this a fairly new sector we are having to provide intensive product knowledge training.”

So training is key, and allows firms to look outside their markets. But firms must walk the walk as well as talk the talk. And there’s some evidence this is not happening. Judging from comments collated during the BMS research process, it seems many still cannot escape from concerns over a lack of specialist market knowledge, technical skill or industry contact book.

When approaching out-of-market candidates or new graduates entering the marketplace, aptitude and transferable skills still take a backseat. While FMCG recruiters agree that looking outside and building up training inside the business is necessary when answering surveys, whether we are actually seeing this translate into the real world is an open question.

But the most damning statistic is the fact that zero per cent of firms questioned were going to be looking at remuneration packages to remain ‘recruitment competitive’.

If you’re looking to lure sales people from other sectors, you’re going to need financial incentives to give candidates a good reason to move from their current position. And it’s no use simply extending OTE because, over the last 12 months, the business has not been there to enable even very good sales people to hit their stretched targets.

A little pragmatism is called for, some new ideas and the confidence to take calculated risks on new or graduate candidates.

As Matt Hill, president of Heinz group's businesses in the UK and Ireland, said recently: "I believe in the Charles Darwin school of marketing. In fast-changing times, brands that adapt are going to survive. We've got an incredibly fast-changing environment out there. We have to innovate."

And that’s equally true for recruitment.

Sales jobs at Citylink

laurab — Fri, 09 Nov 2012 11:15:01 +0000

City Link, the UK's leading premium express delivery company, providing high quality, flexible and innovative service solutions across the UK, Ireland and Worldwide. Established in 1969, and operating over 2,500 vehicles from a national network of corporately owned Depots focusing on exceeding our customers’ expectations at all times. City Link is part of Rentokil Initial plc, which is a FTSE 100 Company with an annual revenues of over £2.5bn, and benefits from continued investment, allowing us to constantly develop our services, systems and people.


Working at City Link At City Link we want all of our colleagues to have a rewarding and enjoyable career, which enables them to develop and grow. Our people are at the heart of our business and take pride in everything they do. We continually invest in training programmes to create a safe and accountable environment promoting a ‘can do’ attitude allowing us to develop a highly motivated and committed team. We have many colleagues who have had long and rewarding careers with us, so come and join our team for a happy and successful career.

Benefits
City Link is committed to offering its colleagues an attractive employment package which includes the following benefits: Pension Childcare Vouchers Recognising your contributions to our success Giving a head start to our colleagues Free Parking Incentive Scheme Driver Training
Charity work
Earlier this year City Link handed £3,257 to Make-A-Wish Foundation® UK, which every year arranges to fulfil the wishes of hundreds of children with life-threatening or life-limiting illnesses. In October, City Link came to the rescue after they received an appeal asking if they could distribute tinned food to dogs at Dogs Trust’s rehoming centre in Leeds. They collected and took 2,300 cans through its dedicated same day service.

Follow City Link

Sales Jobs at 3M

laurab — Tue, 09 Oct 2012 15:51:28 +0000

3M produces thousands of imaginative products and is a leader in a diverse range of markets:

Consumer
Electronics & Energy
Health Care
Industrial
Safety & Graphics

Our success begins with our ability to apply our technologies - often in combination - to an endless array of real-world customer needs. Of course, all of this is made possible by the people of 3M and their singular commitment to make life easier and better for people around the world.

3M on film

Working at 3M

At 3M, you will have more than just a job. You will have access to a broad professional network that values your contributions and invests in developing your skills. 3M is a company that makes a fitting contribution to the communities in which it operates, takes environmental responsibility seriously and works to the highest ethical standards. Simply put, 3M can offer a unique and rewarding work experience.

Leadership
Development

People who join 3M and demonstrate leadership capability have access to a structured curriculum of leadership development programmes.

Performance
Management

Every individual has clear objectives, linked to team and business objectives. These are reviewed at least every year.

Two-way
Communication

We actively promote two-way communication between employees and the company in a number of ways, including through employee forums.

Benefits

25 days’ paid annual holiday, plus bank holidays (UK) or 22 days’ paid annual holiday plus bank holidays (Ireland)
Contributory pension scheme
Life assurance
Subsidised restaurant/cafeteria facilities (depending on location)
Sports clubs and social activities
Discounts on 3M products
Reduced subscriptions to various schemes covering private healthcare, car insurance, personal accident insurance, etc
Free, confidential counselling and legal advisory telephone service
Financial support for further education

Community Programme

As a technology company, 3M understands the importance of STEM (Science, Technology, Engineering and Maths) subjects – people with STEM qualifications form a large part of our employee base. However, the Government and industry alike recognise that too few pupils are staying with these subjects beyond GCSE. We therefore aim to help increase this talent pool – our target employees of the future - by working with educational specialists in order to provide free online educational resources that help make these subjects real and relevant to pupils.

3M on Twitter

3M_UK Klim partners with 3M to better use Thinsulate insulation and leverage new Scotchlite reflective material | t.co/0Vj3RNdaPW
5 days 5 hours ago.
3M_UK Preparing to kick off another day with @RevoDigi at stand G66 #sduk come and see us! t.co/FYk9wRg2Gj
2 weeks 3 days ago.
3M_UK Setting up with @RevoDigi ready unveil an exciting new 3M product on stand G66 today #sduk
2 weeks 4 days ago.

Follow 3M

Sales Jobs at Bostik

laurab — Wed, 22 Aug 2012 14:00:26 +0000

	Bostik is one of the world’s largest providers of adhesive and sealant solutions, including professional flooring products with a turnover in excess of 1.4 billion Euros. Laybond Flooring Systems encompasses its entire professional flooring product portfolio.
Today it has over 5,000 employees in 39 countries and 5 continents. They have built their reputation on providing first class support to all their customers and it is these combined commitments to innovation and service that continue to drive their business forward.


Bostik is a well- recognised name in industrial markets with brands including Blu-Tak, Evo- Stik and Cementone.

Innovation
Innovation is at the heart of our success, and is a constant priority for Bostik. Adhesives and sealants are a very dynamic technological field. Thanks to our long established technological know-how we have been among the leaders in creating new applications for adhesives, and expanding the use of adhesive bonding, through increased strength and durability, ease of application, user friendliness and environmental awareness.
Our ethics
These are our simple ethics, we employ talented people who can develop their talents with our friendly environment. B as Boldness: Some say: “Why?” We say: “Why not?” O as Openness: Your point of view counts S as Sustainability: Our solutions are designed to last longer than us T as Team Spirit: We are stronger together I as Integrity: We believe in doing the right thing K as Keeping our commitment: We deliver what we promise

Supplier of the Year 2011 Bostik UK was awarded one of the most prestigious awards in the builders' merchants industry, the Light Building Materials 'Supplier of the Year' Award. “It is a fantastic achievement to have picked up the award in a category where there was considerable competition. We pride ourselves on building strong, proactive working relationships with all of our partners, ensuring the right support is given at every level and investing in key areas such as staff training”, said Tony Davison, MD of Bostik.
Sponsorship
Thanks to a fantastic partnership over the last two years, we’ve extended our current sponsorship deal with the Northern Premier League. Tony Davison said “Working with the league has given us great brand exposure for Evo-Stik, and we have been delighted with the results. We’re excited that the next three seasons will be even more successful for everyone involved.”
Bostik on Twitter bostik_ireland RT @Katyjanesimpson: @bostik_ireland your really killing it, well done for making such sticky glue! #Visualdiary #Creativeproblems #Solved 12 weeks 3 days ago. bostik_ireland Stronger Bonds for a Happy New Year t.co/qNSAbAQq 21 weeks 2 days ago. bostik_ireland Bostik’s EPONAL 336™ and PRIMATECH system awarded Total Ecosolutions label. t.co/NqsuoNUU 30 weeks 2 days ago.
Follow Bostik

Sales Jobs at Greencore

laurab — Mon, 09 Jul 2012 09:43:10 +0000

	Greencore Group plc is a leading international manufacturer of convenience foods. We have 22 convenience foods manufacturing sites in the UK and the US; and employ in the region of 11,000 people. Within the UK our business is split into 8 specialist business units.
Greencore Prepared Meals provides a wide range of chilled, frozen and ambient foods to major retail, manufacturing and foodservice customers in the UK and Ireland, as well as many in Continental Europe, the US and beyond.	Greencore's vision is to be a widely admired, international convenience food leader.
The Prepared Meals division consists of four manufacturing sites in the UK. We also operate a UK nationwide chilled van distribution fleet to service individual outlets.





Why work for Greencore? Greencore Group Companies recognise that people are key to the success of our business. This is why... We encourage everyone to maximise their potential We work in an open and honest environment where everyone's views are valued We are one team where everyone takes personal responsibility and pride in their actions We are passionate about good food and what we do We are results orientated

Training
We provide training and development opportunities to all colleagues at all levels in order to ensure that they are fully equipped to carry out their current job function effectively and to prepare them for career development within the business. Where possible these initiatives are linked to the achievement of nationally recognised qualifications ranging from National Vocational Qualifications to Post Graduate Degrees and Diplomas. Where appropriate, colleagues are encouraged and supported to follow individual courses of study leading to the attainment of professional qualifications relevant to their job functions.

Charity support
Helping former industry workers in need of extra support through fundraising activities product donations and committee work
Helping to provide in excess of 40000 meals for socially vulnerable people in the uk
Developing entrepreneurial skills amongst young people through classroom learning


Greencore Group on Twitter GreencoreGroup RT @MBAworldtrophy: Patrick Coveney speaking about the ease of access to UK and US markets from Greencore's Irish base #startupdublin 21 hours 44 min ago. GreencoreGroup RT @ForTraders: #Greencore Group plc : - Directorate Change t.co/QGUKYjn1eU $GNC 21 hours 44 min ago. GreencoreGroup RT @JobSeeker_USA: New Job!: Supply Chain Controller - Greencore Group - Shepton Mallet t.co/UHW04ythS0 21 hours 44 min ago.

Nike says sorry for offensive trainers title

BMSadmin — Fri, 16 Mar 2012 12:07:40 +0000

Leading sports brand Nike has published an apology to the Irish people after it nicknamed its St Patrick’s Day pair of trainers the Black and Tan.

Professionals in Irish sales jobs may have taken part in the debate surrounding the controversy, which caused offence for its reference to the British paramilitary group responsible for oppressing Catholics during the 1920s.

Although the shoe was not set to be launched in Ireland, a wind of discussion swept the country after it was discovered Nike allowed the name to go viral, although it is intended to refer to a popular drink in the US.

Across the Atlantic, Americans enjoy a unique blend of Guinness topped up with beer or lager to give it a colour reminiscent of the offending phrase.

Nike said the trainer was “officially named by someone using a phrase that can be viewed as inappropriate and insensitive. We apologise. No offence was intended.”

The British army of the same title got the name due to the khaki uniform it wore.

Posted by Steve Williams

BMS is a leading specialist in sales recruitment. Search our database for the latest Irish sales jobs

Houses continuing to sell in NI, study finds

BMSadmin — Thu, 09 Feb 2012 16:19:54 +0000

Executives in Irish sales jobs should be aware the housing market in Northern Ireland remained relatively robust in the fourth quarter of 2011, figures released today (February 9th) revealed.

According to the latest University of Ulster Quarterly House Price Index, the number of transactions completed between October and December totalled 960, compared to just 684 for the same period in 2010.

The study, which was produced in partnership with the Bank of Ireland and the Northern Ireland Housing Executive, indicated this was lower than the previous two quarters of 1,133 and 1,062 respectively.

There was also a 10.7 per cent decline in the average selling price of a house in the six counties, with mean cost totalling £137,219.

Professors Alastair Adar, Stanley McGreal and Dr David McIllhatton, authors of the report, said: “Although the market is showing some tentative signs of stabilisation, it is still rather thin in terms of transaction levels with average prices tending to be lower rather than higher.”

Posted by Jake Cantrell

BMS is a leading specialist in sales recruitment. Search our database for the latest Irish sales jobs

ICT skills initiative launched by government

BMSadmin — Mon, 30 Jan 2012 14:37:21 +0000

The government has launched a new Information Technology and Communications (ICT) project today (January 30th) in a move to boost the Irish economy,

Executives in IT sales jobs should note that more than 750 places have been opened to new applicants on 17 fresh graduate skills conversion programmes across the country.

This could prove a lucrative move for the IT sector as currently the Irish workforce is yet to take full advantage of the market potential.

Minister for education and skills Ruairi Quinn said: “We need to take action to develop a sustainable domestic supply of high level ICT skills over time to drive the further expansion and development of the sector.”

The project forms part of the Industry ICT Action Plan, which has been set out to double the yearly output of ICT graduates from 1,000 this year to 2,000 by 2018.

Mr Quinn confirmed that participants would not be required to pay for the courses, which commence in March.

Posted by Jake Cantrell

BMS is a leading specialist in sales recruitment. Search our database for the latest Irish sales jobs.

EU Treaty final draft rumours dismissed by Taoiseach

BMSadmin — Wed, 18 Jan 2012 13:42:32 +0000

Executives in Irish sales jobs should note Taoiseach Enda Kenny has dismissed rumours that a final draft on the new EU treaty would be completed by next week, it has been reported.

EU leaders from 26 countries are due to meet next week to discuss the treaty, which proposes a fiscal stability union across the region, however, Mr Kenny maintained drafts were routinely drawn up in preparation without suggesting a conclusion had been reached, RTE News revealed.

On January 30th, Mr Kenny is expected to tell fellow EU leaders whether or not Ireland will hold a referendum regarding the treaty, but he said he could not consult the Attorney General until the final draft was presented.

The only reason the nation could host a referendum on the treaty is if it would make changes to the constitution, according to transport minister Leo Varadkar.

He told RTE radio: “It’s not clear at all that that is going to be the case with this fiscal treaty. I don’t particularly like referendums,” the Irish Times quoted.

Posted by Jake Cantrell

BMS is a leading specialist in sales recruitment. Search our database for the latest Irish sales jobs.

BMS-Ireland RSS Feed

Sales Jobs at Miller Brands

Our Values

Working at Miller Brands

Meet Manu

Supporting communities

Follow Miller Brands

Innovation is alive and well, but FMCG fails to meet salary expectations in 2012 : Q4 2012 BMS Sales Index

It’s time to re-evaluate recruitment strategies and take calculated risks to gain and retain the best people in 2013, according to the BMS Sales Recruitment Index Report Q4 2012.

The year in brief

Economics and sales activity in 2012

Innovative alive and well, but FMCG fails to meet salary expectations in 2012

Sales jobs at Citylink

Working at City Link

Benefits

Charity work

Follow City Link

Sales Jobs at 3M

Consumer Electronics & Energy Health Care Industrial Safety & Graphics

3M on film

Working at 3M

Leadership Development

Performance Management

Two-way Communication

Benefits

Community Programme

3M on Twitter

Follow 3M

Sales Jobs at Bostik

Innovation

Our ethics

Supplier of the Year 2011

Sponsorship

Bostik on Twitter

Follow Bostik

Sales Jobs at Greencore

Greencore's vision is to be a widely admired, international convenience food leader.

Why work for Greencore?

Training

Charity support

Greencore Group on Twitter

Nike says sorry for offensive trainers title

Houses continuing to sell in NI, study finds

ICT skills initiative launched by government

EU Treaty final draft rumours dismissed by Taoiseach

Consumer
Electronics & Energy
Health Care
Industrial
Safety & Graphics

Leadership
Development

Performance
Management

Two-way
Communication

Greencore's vision is to be
a widely admired,
international convenience
food leader.