Climbing the Ladder Wisely: Strategic Moves for Ambitious Internationals in the EU Food Industry

While demographic shifts and post-inflationary pressures are reshaping the recruitment of the Danish and European food sector, entry-and-mid level professionals are facing a challenging job market.

However, after having worked in the sector more than 20 years and now as the Senior Advisor and Partner at Foodjob Nordic, the recruitment agency with the largest network of Agro and Food Industry professionals in the Nordics, Martin Guldsø Alsted maintains that achieving personal growth and promotion in the shifting landscape is far from impossible.

‘It is important that you proactively do things for yourself, instead of just waiting to be promoted.’ said the recruiting expert, during a webinar organised by the non-profit industry association Food & Bio International and Foodjob Nordic on 5 March. 

Navigating the Current Hiring Paradox

According to quarterly statistics of the EU labour markets, a large portion of the member countries’ job markets, including Denmark, are beginning to show signs of a cautious revival, yet a significant proportion of people are not feeling it on the ground. 

Alsted argued that it is a paradox created by unmatched demands of the hiring companies and candidates.

‘As a large number of highly experienced specialists and senior managers retire due to the aging population, it is increasingly difficult for companies to find qualified labourers to replace them,’ said Alsted, ‘At the same time, those qualified, younger professionals tend to be reluctant to change jobs, because nowadays they prioritise job security and growth potential within the current company, when there are huge uncertainties outside.’ 

He also pointed out that even if qualified candidates are tempted to move, their expectations for salary and working conditions are significantly high, which hiring companies find hard to provide. As a result, companies that are struggling to find the ideal match sometimes compromise unwillingly, while a massive volume of entry or junior level job seekers face fierce competition for a limited number of higher positions at metropolises such as Copenhagen.

To navigate such an asymmetrical job market, Alsted suggested that candidates should exert control over their ‘career geography and timing’. 

‘New players in the industry should pay more attention to less competitive areas. An open position in Jutland may receive 30+ CVs, while the number in Copenhagen can be 100+.’ Alsted revealed.

Meanwhile, he suggested that ambitious professionals should resist the urge of frequent job-hopping, even if receiving attractive salary offers. Deepening expertise within a single company for three to five years is often considered as ideal, as it will not only build a robust, credible CV but also cultivate the industry knowledge and strategic mindset required to fill the shoes of the retiring generation.

Charting Your Course: From mastering a discipline to a broader scope 

After breaking through the initial bottleneck of securing a job position, it’s time to consider how to get solid personal development in the company effectively. 

 For the sake of simplicity Alsted categorises the food industry positions into four primary genres: Sales, Production, Research & Development (R&D), and Quality. For early-career professionals, the mandate is clear: select one of the career paths based on personal advantage and interest, then commit to mastering it. 

‘Employers in Europe really focus on employee motivation. While they are looking to fill a vacancy, the ideal choice will be professionals driven by a passion for the discipline, rather than those simply looking for a foothold in the EU job market.’ After entering the company, those ideal candidates often get bigger scope and opportunities.

Alsted suggested that once a foundation of professional skills is built, ambitious professionals should try to transition from entry roles to higher positions by self-shifting in scope and mindset. 

To qualify for a promotion, candidates must actively expand their responsibilities toward tactical and strategic tasks. This means developing an interdisciplinary understanding of the broader value chain, demonstrating business acumen, and understanding how decisions in R&D affect Production, or how Quality impacts Sales.

Alsted emphasised that this upward mobility must be self-advocated, especially for international talents who have limited access to supportive professional networks compared to their local counterparts, in order to become assets that are worth the company investing in. ‘If you do nothing, you cannot expect your manager to automatically give you a promotion one day.’

Showing Soft Skills for Long-term Career Development

While hard skills are the foundation of getting a foot on the corporate ladder, soft skills often decide how high you can climb. For core soft skills, Alsted places a premium on the ability to show honesty and humility during both the recruiting process and daily work. 

In Scandinavian work culture, demonstrating humility involves interpreting success within a collaborative context and showing a willingness to continuously learn. For international candidates, Alsted suggested that they should always try to master the delicate balance of showing both self-driven ambition and cultural humility, which is  an important formula for long-term career resilience.

Alsted underlines that while hiring managers scrutinise a candidate’s cultural fit by asking into personality traits, it does not mean that international professionals should ‘adjust’ themselves to the assumed cultural paradigm of the company. Maintaining a facade is impossible in the long run, and more importantly , it hinders one’s chance to find a career path that truly aligns with who they are.

‘European employers value candidates who are willing to exhibit who they genuinely are, including their limitations. In a work culture that is against masking of flaws, the ability to be reflective on one’s weaknesses is interpreted as a sign of high self-awareness and drive for future improvement, which is also a critical factor in both hiring process and talent development.’ Alsted concluded.

This in-depth report of the webinar has been included and published in The Copenhagen Post, the biggest English media in Denmark

https://cphpost.dk/2026-04-09/business-education/career/how-can-you-improve-your-career-in-denmark-it-is-important-to-be-proactive-and-take-initiative-for-yourself-rather-than-just-waiting-to-be-promoted/