Del Monte

EMPLOYEES

14,800

PRIMARY BUSINESS

Del Monte Foods is one of the country's largest and most well known producers, distributors and marketers of premium quality, branded food and pet products for the U.S. retail market, generating about $3.6 billion in net sales in fiscal 2009. With a powerful portfolio of brands, including Del Monte^Æ, S&W^Æ, Contadina^Æ, College Inn^Æ, Meow Mix^Æ, Kibbles ‘n Bits^Æ, 9Lives^Æ, Milk-Bone^Æ, Pup-Peroni^Æ, Meaty Bone^Æ, Snausages^Æ and Pounce^Æ, Del Monte products are found in eight out of ten U.S. households. The company also produces, distributes and markets private label food and pet products.

Del Monte is committed to enriching the lives of today's family — everyone in the family, including pets — by providing nourishing, great tasting and easy-to-use products that meet the needs of everyone in the home. The Company is driven by the consumer and delivers results through a partnership with its customers built upon superior brands and products, continuous innovation, excellent service and a commitment to quality. Del Monte people are passionate about winning and take pride in the company as they work together to achieve world-class performance and superior Shareholder value.

Del Monte operates 17 production facilities and 6 strategically located distribution centers in the U.S., as well as state-of-the-art food and pet technology centers in Walnut Creek, CA and Terminal Island, CA. Del Monte’s Corporate Headquarters are located in San Francisco, CA and the Corporate Service Center is located in Pittsburgh, PA. Del Monte also has operating facilities and distribution centers in Mexico and Venezuela.

VISION STATEMENT

Nourishing Families. Enriching Lives. Every Day.^TM

PERSONNEL PHILOSOPHY

Del Monte lives its corporate vision by providing families a healthy work/life balance. From summer hours to onsite fitness, the Company has created a culture that values and respects it’s employees’ time, skills and energy. The goal at Del Monte is to create a positive and challenging work environment that engages employees through cutting-edge work assignments and project responsibilities.

At Del Monte, an entrepreneurial approach is encouraged and the company provides opportunity for rapid advancement— diverse growth opportunities for their employees to lead meaningful careers.

The culture at Del Monte includes:

1. Summer hours
2. Business casual work environment
3. Onsite fitness
4. Wellness room for new mothers
5. Corporate matching gift program
6. Involvement in community programs/events

DIVERSITY & INCLUSION

Del Monte is committed to promoting and preserving a workplace environment rich in diversity— one in which individual differences are not simply tolerated or accepted, but truly appreciated.

At Del Monte, diversity encompasses universally recognized traits such as race, gender and national origin; however, it also includes less obvious individual differences such as socioeconomic background and personal lifestyle.

The company’s philosophy holds to the belief that promoting these differences in the workplace is a means of encouraging personal and organizational growth and contribution, enabling individuals and teams. Furthermore, workplace diversity at Del Monte reflects the changing face of the American workforce and population, as well as the company’s customer base.

Del Monte's commitment to diversity is consistent with and supports its shared values: “Winning Together, Respect, Ownership and Courage.”

FREE Tele-Seminars:

May 4, 2010
Stand Out From The Crowd With Your Personal Brand

For quite some time now, personal branding has been a hot topic. Some thought it was a trend, but after many years, it’s appears to be a trend that is here to stay … and gaining momentum! So how do you develop your personal brand? Why do you need to have one? What purpose does it serve? Join Kevin Morris and Kathy Keshemberg as they answer these questions and more. Learn how you can improve your job search success by knowing your brand!

Click here to register for this call, which will be recorded and the link sent to those who pre-register

Congratulations New Hires!

Lois Bonsu – The Hershey Company^TM
Marcus Pease – Hostess Brands

Preparing For The Interview

So, you’ve got your resume in order, have searched for openings, networked extensively, and finally, you have an interview. And then the panic sets in! Job interviews can be very stressful, but if you spend some time preparing, your stress level will be reduced. Here are a few tips to get you started.

First, research the company. Google will be a very helpful tool. Find out as much as you can about their products/services, challenges they currently face, upcoming expansion plans, new product releases, etc. Also find out as much as you can about the person(s) you will be speaking with. Once again, Google him or her, but also search LinkedIn and Facebook. Knowing that he is an avid golfer or she is very involved with a local charity will give you ammunition for “small talk.” Finally, set up a Google alert about that company so that you are armed with the most current information before going to the interview.

Next, you want to prepare yourself by knowing your own personal brand inside and out. What is it that you offer that others do not, or what sets you apart from the competition? Special aspects of your experience, key areas of expertise, strengths, transferrable skills, and personality traits — these are all components of your brand. Once identified, weave this information into well-rehearsed “sound bites.” And speaking of rehearsing, do so out loud with a family member or in front of a mirror — you will be surprised at how differently the words come out of your mouth vs. in your head!

Finally, develop answers (and rehearse) for questions you anticipate will be asked. For instance, the “tell me about yourself” can be answered with your branding sound bites, while “walk me through your resume” will require you to be able to succinctly move through the highlights of your experience and accomplishments. If you’ve been let go from your last position be sure to have a positive “spin” prepared to explain the circumstances. If you’ve been looking for a job for many months, be prepared to talk about professional development or volunteer activities that you’ve devoted time to.

My April teleseminar featured Carole Martin, the Interview Coach. To listen to the recording of that call, click here and sign up for the Recorded Teleseminars. While you are at my site, be sure to register for May’s Teleseminar, which will be about developing your personal brand.

For more than two decades, Kathy Keshemberg, NCRW, CCMC and her team at A Career Advantage have been providing professionals with world-class resume consultation and writing, career coaching and personal branding services.
Learn more…

Calling All “Big Fish”
$140K+ Professionals— We Want to Hear From You!

If your base salary is $140K or above, you are what I am calling a "Big Fish", and I want to hear from you! Let me explain.

CPGjoblist has a good number of registered candidates in the $140-$400K+ salary range— that’s pure compensation, before bonuses. These are the "Big Fish" in our “Pond” of candidates. In this salary range, professionals simply don’t have a lot of options when seeking a career change; traditional choices being retained search agencies or personal networking. If you fall into this Big Fish category, then read on.

You already know that many companies are moving away from the use of retained agencies to save money on "big ticket items" like you. It is likely that you also know that there are fewer jobs at the top of the corporate pyramid these days and consequently, good positions with solid organizations are harder to find. The jobs you are looking for seldom if ever appear on boards like CPGjoblist…or anywhere. However, all of our client companies are currently trying to fill these kinds of top positions; and that’s where you come in.

Here’s the idea. With the permission of self-identified candidates who are in this salary range, we would like to allow our client companies access to a “Pond” that is “stocked” only with Big Fish (like you).

The highly sought top positions our clients are trying to fill would likely not be public on our site however, Hiring Managers with high level jobs will be looking at you— qualified, executive level, CPG-experienced professionals that they simply cannot find anywhere else. These Hiring Managers would be made aware of the fact that you are not necessarily actively looking, but are open to checking out their “bait” and having a conversation. Candidates looking for a full-time job or contract consultancy will be included in the Big Fish Pond, and inclusion in the Pond will be strictly voluntary; you must opt-in to be included.

So I ask you…as a Big Fish in our Pond of candidates? Does this idea interest you?

Undoubtedly, you want more details. Just exactly how is this going to work?

I’ll be honest and tell you that right now all the details are not worked out. There is a reason for this— I don’t know what you want. Based on conversations with many of you, I’m pretty sure that you want unconditional privacy and the ability to get out of the Pond when you desire. Beyond that, I don’t know. What I really need from you to make project Big Fish viable is feedback. I need to know what you would like to see in this program. What are your “must haves”? What is on your wish list?

Right now, this is what I propose:

1. Strict permission-based Pond opt-in.
   
   
2. Direct access to your CPGjobs personal “Big Fish” Manager.
   
   
3. Ability to get your paper into any of our clients’ hands at your request.
   
   
4. Sounding board and resume assistance.
   
   
5. Various levels of privacy and protection for your confidential information— your choice.

I will be starting this program with only 100 Big Fish candidates. Those of you who self-identify directly to me will be placed in a Big Fish database. Once I get all of your questions and suggestions, I will contact you personally to explain this program in more detail, and to discuss the cost of participation. If you would like to be one of the initial Big Fish candidates, let me know.

The price structure we are currently considering for this program is as follows:

1. 3 month (minimum) - $299
   
   
2. 6 months - $499
   
   
3. Monthly after either 3 or 6 months - $99
   
   
4. Credit card billing only

This project cannot be initiated without your input and comments, and I welcome your questions and suggestions, which will help us put together a program that best meets your needs.

You can email me your feedback at penny@cpgjoblist.com, or give me a call at 626-535-0143 by May 15th.

I would like to move forward fairly quickly, so let’s go fish!