It’s a leadership gap you can’t see yet.
And by the time you do, it’s already cost you growth.

We spoke to 40+ CXOs in the last 90 days.
Here’s what they told us (without realizing it):

➡️ “We’re scaling, but no one owns culture.”
➡️ “I have smart people, but few take initiative.”
➡️ “The team is busy, but not aligned.”
➡️ “We promoted fast, and now we’re firefighting.”

What’s common?

They all had great intentions.
But lacked a system for building great leaders.

Not just titles.
Leaders who inspire, execute, and scale trust.

And here’s the brutal truth:

📉 Companies don’t fail because of bad strategy.
They fail because the right people never stepped up — or worse, never got in.

At ADOSIS, we help build leadership systems that scale:
✅ CXO succession mapping
✅ High-stakes hiring for invisible gaps
✅ Leadership audits that don’t feel like audits

It’s not magic. It’s just deep listening, sharper questions, and brutal clarity.

Want to see what leadership blind spots you’re missing?

📩 DM me “LEADERSHIP GAP” and I’ll send you a free diagnostic template we use with founders & CHROs.

Leadership #FutureOfWork #ExecutiveSearch #OrganizationalDesign #CXO #PeopleStrategy #AI #LeadershipConsulting #ADOSIS

India is fast becoming a global force across Manufacturing, FMCG, and FMCD. Yet, amid rising complexity—technology disruption, policy shifts, and evolving consumer behavior—what truly differentiates success is leadership.

Here’s a snapshot:

🇮🇳 India

🔹 Manufacturing:
• Grew at 1.4% in FY24 (vs 4.7% in FY23).
• Supported by PLI schemes, Gati Shakti & Make in India push.
• $91,000 crore semiconductor plant approved in Gujarat (2024).

🔹 FMCG:
• Valued at $142.91B in 2024, projected to reach $154.77B by 2025 (CAGR 8.3%).
• Driven by rural demand, e-commerce & digital influence.

🔹 FMCD:
• Expected to touch ₹3 lakh crore by FY29.
• India poised to become the 4th-largest global FMCD market by 2027.

🌍 Global

🔹 Manufacturing:
• Contributed $15T globally in 2022 (~17.5% of global value added).
• Rapid move to Industry 5.0: AI, automation & human-centric design.

🔹 FMCG:
• Forecasted to grow by $456B by 2028.
• D2C, AI-powered supply chains & personalization reshaping the game.

🔹 FMCD:
• Tech-driven growth, shorter product cycles, and demand for energy-efficient appliances.

⸻

🧠 Leadership Is the Real Multiplier

In these industries, growth isn’t just policy- or demand-led—it’s people-led.

🚨 From factory floor to boardroom, companies need:
• COOs & Plant Heads to lead smart manufacturing
• CMOs & Digital Heads to scale D2C & omnichannel FMCG
• R&D and Strategy Leaders to innovate FMCD offerings

With rising CXO turnover, digital skill gaps, and global talent wars, hiring the right leadership is a competitive edge—not an option.

⸻

🎯 At ADOSIS, we partner with boards, founders & promoters across India’s top firms to deliver:

✔️ Strategic leadership hiring in Manufacturing, FMCG & FMCD
✔️ Domain-aligned, transformation-ready CXOs
✔️ Culture-fit + execution excellence = sustainable growth

Leadership is the lever. Let’s get it right.

ADOSIS #LeadershipHiring #CXOSearch #ManufacturingLeadership #FMCDIndia #FMCGLeaders #HiringForGrowth #MakeInIndia #FutureOfWork #ExecutiveSearch #LeadershipMatters #ADOSIS #CXOHiring #ManufacturingIndia #FMCG #FMCD #IndustryInsights #DigitalTransformation #IndiaGrowthStory Adosis

🇮🇳 India: Sectoral Overview

🏭 Manufacturing

Growth Trends: In FY 2023–24, India’s manufacturing sector experienced a modest growth rate of 1.4%, a decline from the 4.7% growth observed in FY 2022–23. This slowdown is attributed to global trade dynamics impacting domestic production . Strategic Initiatives: The Indian government is bolstering the sector through initiatives like the Production Linked Incentive (PLI) Scheme and PM GatiShakti. These programs aim to enhance infrastructure, stimulate innovation, and attract significant investments, such as the ₹91,000 crore semiconductor fabrication project in Gujarat  .

🛒 FMCG

Market Size & Growth: India’s FMCG market was valued at approximately USD 142.91 billion in 2024 and is projected to reach USD 154.77 billion in 2025, growing at a CAGR of 8.3% . Drivers: Key factors propelling growth include rising disposable incomes, urbanization, and increased digital penetration. Government initiatives to boost consumption and employment also play a pivotal role .

📺 FMCD (Consumer Durables)

Market Outlook: The consumer durables sector contributes approximately 0.6% to India’s GDP and is expected to grow at a CAGR of ~11%, reaching INR 3 lakh crore by FY29 . Growth Factors: The sector’s expansion is driven by increasing affluence, higher household penetration, a trend towards premium products, and shorter product replacement cycles. India is poised to become the fourth-largest market for consumer durables by 2027 .

🌍 Global: Sectoral Overview

🏭 Manufacturing

Global Output: In 2022, the global manufacturing sector contributed USD 15.0 trillion in value-added terms, accounting for 17.5% of the total value added by all industries . Trends: The sector is undergoing a transformation with the adoption of Industry 5.0, emphasizing human-machine collaboration, automation, and the integration of AI technologies .

🛒 FMCG

Market Size & Growth: The global FMCG market is projected to grow by USD 456.6 billion from 2024 to 2028, at a CAGR of 3.27% . Challenges & Opportunities: While the sector faces challenges like inflation and shifting consumer behaviors, opportunities arise from the expansion of e-commerce and the adoption of AI-driven supply chain solutions .

📺 FMCD (Consumer Durables)

Market Dynamics: The global consumer durables market is experiencing steady growth, fueled by technological advancements, increased consumer spending, and a focus on energy-efficient products .

🔍 Key Insights

Digital Transformation: Across all sectors, digitalization is reshaping operations, from manufacturing processes to consumer engagement strategies. The integration of AI, IoT, and data analytics is enhancing efficiency and customer experiences. Sustainability: Environmental concerns are prompting industries to adopt sustainable practices, including eco-friendly packaging in FMCG and energy-efficient appliances in FMCD. Policy Support: Government policies, both in India and globally, are instrumental in driving sectoral growth through incentives, infrastructure development, and regulatory reforms.

🧾 Whitepaper: Manufacturing, FMCG & FMCD Industries

India & Global Outlook – 2024–25

(Sections: India Overview, Global Overview, Key Insights – as shared above)

🧩 Conclusion: Sectoral Resilience Hinges on Adaptive Leadership

Despite macroeconomic headwinds, geopolitical volatility, and evolving consumer expectations, the Manufacturing, FMCG, and FMCD industries in India and globally are navigating a transformative era. The convergence of technology, sustainability imperatives, and digitized consumer behavior necessitates strategic reinvention.

India, in particular, is emerging as a competitive global manufacturing and consumption hub. Government-led incentives like the PLI scheme, localization, and digital public infrastructure are catalyzing this shift. Simultaneously, the FMCG and FMCD sectors are witnessing a digital-first pivot, demanding organizations to be agile, responsive, and future-ready.

But transformation doesn’t occur in isolation—it requires exceptional leadership at the helm.

🎯 The Role of Strategic Leadership Hiring in Sectoral Growth

As businesses scale operations, expand geographies, and adopt future-forward models, leadership talent becomes the differentiator. In the current climate, companies across these sectors require:

🔹 Visionary Leaders for Manufacturing

To drive Industry 4.0/5.0 adoption Navigate global value chains and compliance Integrate ESG, AI, and sustainability into core operations

🔹 Agile C-Suite for FMCG

Capable of decoding shifting consumer trends Leading D2C, omnichannel, and digital transformation strategies Managing brand trust in an age of transparency

🔹 Change Catalysts in FMCD

Executives who can balance cost-efficiency with innovation Experts in supply chain optimization, energy efficiency, and global sourcing Talent capable of managing shorter product life cycles and consumer personalization

🧠 Why Leadership Search Matters Now More Than Ever

High turnover at CXO level is increasing across these sectors due to burnout, culture mismatch, or lack of digital acumen. Companies are transitioning from founder-led to professional management models, needing leaders who align culture with performance. Global talent competition is heating up; Indian firms must tap into both global and homegrown leadership pipelines.

🧩 ADOSIS POV: Strategic Leadership Hiring Partner

At ADOSIS, we believe that leadership is not just about filling a position—it’s about shaping the future. With a dedicated practice in Manufacturing, FMCG & FMCD leadership search, we:

Identify transformative CXOs, COOs, CMOs, CTOs and Plant Heads Match domain expertise with cultural agility Ensure alignment of business vision with leadership capability

In a landscape where execution excellence and strategic foresight are paramount, the right leadership isn’t a luxury—it’s a competitive necessity.

🔍 ADOSIS Leadership Gap Diagnostic Template

Purpose:
Identify invisible leadership gaps that affect alignment, execution, and culture at scale.

⸻

✅ SECTION 1: STRATEGIC ALIGNMENT (Score 1–5)
1. Our leadership team has a shared definition of success for the next 12 months.
2. Each leader knows what they are explicitly accountable for (not just responsible for).
3. Decisions at the top are cascaded clearly and consistently.
4. We spend more time on proactive strategy than reacting to fires.
5. There is clarity on who’s next in line if a CXO exits tomorrow.

Score: __ / 25

⸻

✅ SECTION 2: CULTURE & OWNERSHIP
1. Our leaders model the behaviors we expect from others.
2. Teams act with ownership, not dependency.
3. Feedback flows freely — across levels and roles.
4. Mistakes are used to learn, not punish.
5. Leaders call out misalignment early — not when it explodes.

Score: __ / 25

⸻

✅ SECTION 3: TALENT DEPTH & GROWTH
1. We are actively building a pipeline of future leaders internally.
2. Our hiring process filters for alignment, not just skills.
3. High performers have a path — not just perks.
4. We’ve identified 2–3 roles that are business-critical to our next phase.
5. No one is “too important to lose” because we’ve de-risked key roles.

Score: __ / 25

⸻

🎯 SCORING GUIDE
• 61–75: You’re in a strong leadership zone. Time to scale this system.
• 41–60: You have a team — but not yet a leadership engine.
• 0–40: You’re growing — but with serious blind spots that will surface soon.

⸻

📩 Next Step:

If you scored below 60, we offer a free 30-min leadership clarity call to walk through your gaps and explore solutions.

DM us “Leadership Gap” or email: info@adosis.in
Learn more: www.adosis.in

In recent conversations with founders and CXOs, one theme keeps surfacing:

“We’re not getting the right talent.”

But here’s the deeper truth:

The JD looks like it was copied from a competitor.

The interview questions haven’t changed in years.

The EVP (Employee Value Proposition) is… vague.

And yet, we expect to attract top-tier talent?

The best candidates today aren’t just asking what the role is—
They’re asking:

Why should I care?

Who will I become here?

What’s this company’s story beyond the job description?

At ADOSIS, we work with leadership teams to shift from transactional hiring to strategic talent attraction.

Because talent acquisition is no longer a funnel.
It’s a mirror—reflecting how clearly you understand your own culture, mission, and future.

If your hiring quality is slipping, it’s not about the pipeline.
It’s about the positioning.

Let’s build hiring systems that speak to the right people—not just more people.

TalentAcquisition #HiringStrategy #FounderInsights #PeopleFirst Adosis #ADOSIS #EmployerBranding #CXOThoughts

Working closely with leaders in the supply chain and logistics space, I’ve seen firsthand how complex challenges—from fragmented infrastructure to rising costs—play out on the ground. What stands out, though, is how forward-looking organizational leaders are embracing technology, sustainability, and workforce upskilling to build agile, future-ready supply chains while staying competitive.

India’s Supply Chain Industry: From Bottlenecks to Breakthroughs

The Indian supply chain and logistics sector is at a critical point. As the backbone of commerce—from e-commerce to manufacturing—its ability to scale efficiently will define India’s growth story over the next decade.

Key Challenges:

Fragmented Infrastructure: Multiple stakeholders, poor last-mile connectivity.

High Logistics Costs: 13–14% of GDP compared to 8% in developed nations.

Lack of Visibility: Limited use of real-time data and predictive analytics.

Compliance Complexity: Ever-evolving GST, E-way bills, and regulatory hurdles.

Skilled Talent Shortage: Especially in digital supply chain, analytics, and strategic roles.

Emerging Solutions & Possibilities:

National Logistics Policy (NLP) – A big leap toward integration and efficiency.

Digital Supply Chains – AI, IoT, WMS, TMS bringing end-to-end visibility.

Green Logistics – EV fleets, optimized routing, and carbon tracking.

Warehousing Evolution – Rise of multi-modal parks and smart storage systems.

Startups & Tech Disruption – Agile, tech-first players transforming traditional models.

Talent & Hiring Outlook: There’s rising demand for:

Supply Chain Analysts & Planners

Logistics Tech Experts (WMS/TMS/ERP)

EV Logistics & Sustainability Roles

AI & Data Science in SCM

Leaders with digital + domain expertise

🚀 Conclusion

The future of Indian logistics hinges on building agile, tech-enabled, and sustainability-focused supply chains. Organizations that prioritize people, platforms, and process innovation will spearhead the next wave of growth.

SupplyChain #LogisticsIndia #DigitalTransformation #HiringTrends #GreenLogistics #SmartWarehousing #SCM #EVLogistics #IndiaGrowth #SupplyChainLeaders #ADOSIS #AmitRSinha Adosis

At Adosis Consulting Group, we focus on Executive Search Solutions, helping businesses like yours secure high-performing executives who deliver impactful results and holds proven track records of building businesses.

Our process is straightforward and effective: we take the time to understand your strategic objectives, organizational culture, and the key qualities you need in a leader. Leveraging our extensive network and refined search techniques, we identify candidates who are not only exceptionally skilled but also align seamlessly with your company’s values and goals.

Whether you’re growing, restructuring, or enhancing your leadership team, we are here to help you make informed decisions.

Leverage our extensive experience, deep industrial contacts & global recruitment capabilities, We provide customised leadership recruitment solutions for business worldwide.

Let’s connect to explore how we can assist you in finding the leaders who will drive your organization’s success.

Retention hiring services refer to recruitment strategies and services designed to not only help companies hire the right talent but also focus on ensuring that these employees stay with the company for the long term. These services aim to minimize turnover and improve employee satisfaction, engagement, and overall retention.

Key elements of retention hiring services include:

1. Talent Fit: Helping companies hire employees whose skills, values, and career goals align with the organization’s culture and mission, increasing the likelihood they will stay longer.


2. Onboarding Programs: Implementing structured onboarding programs that help new hires feel welcome, engaged, and integrated into the company culture, improving retention rates.


3. Employee Engagement: Providing strategies and tools for ongoing employee engagement, which is crucial in retaining talent, including regular feedback, career development opportunities, and fostering a positive work environment.


4. Retention Metrics: Offering analytics and insights to track turnover rates and identify areas where retention can be improved, allowing businesses to adjust their hiring strategies accordingly.



In summary, retention hiring services focus on recruiting employees who are a good fit for the organization while incorporating strategies that ensure those employees remain satisfied and engaged in their roles over time.

The charges for retention hiring consultancy in India can vary widely depending on several factors, such as the consultancy’s reputation, the level of the position being hired for (entry-level, mid-level, executive, etc.), and the scope of services provided. Typically, the fees may be structured in one of the following ways:

1. Contingency-Based Fee: This is a common model where the consultancy charges a percentage of the candidate’s annual salary upon successful placement. The fee usually ranges between 8% to 35% of the candidate’s first-year salary, depending on the seniority of the role and the complexity of the recruitment process.

2. Retainer-Based Fee: Consultancies may charge a fixed fee upfront to begin the hiring process, especially for senior or executive-level roles. This fee is paid in installments, and it may range from ₹5,00,000 to ₹35,00,000 or more, depending on the role and the company. The final fee is often adjusted based on the successful placement.

3. Exclusive or Special Hiring Fees: In some cases, if the recruitment process is highly specialized or requires niche skills, the fees can be higher than the usual range. It can also depend on the candidate pool’s difficulty or scarcity.

For specific companies or consultancies, it’s best to request quotes directly, as the fees can vary widely based on your needs and the services they offer.

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The future of jobs in India is shaped by various factors including technological advancements, economic trends, demographic shifts, and government policies. Here’s an overview of some key aspects and targeted sectors:

1. Technology and IT: India’s prowess in IT services and software development continues to grow. Future jobs will include roles in artificial intelligence (AI), machine learning (ML), cybersecurity, cloud computing, and data analytics. With digital transformation accelerating globally, Indian IT professionals are poised to play a crucial role.
2. Manufacturing: The Make in India initiative aims to boost manufacturing, creating jobs in sectors like automotive, electronics, defense, and renewable energy. As automation and robotics advance, there will be a shift towards higher-skilled roles in advanced manufacturing.
3. Healthcare: With an increasing focus on healthcare infrastructure and services, jobs in healthcare are expected to rise. This includes not only doctors and nurses but also roles in medical technology, telemedicine, healthcare analytics, and pharmaceuticals.
4. E-commerce and Retail: The growth of e-commerce platforms and digital retail is driving demand for jobs in logistics, supply chain management, digital marketing, and customer service.
5. Financial Services: India’s financial sector is expanding rapidly, driven by fintech innovations, digital payments, and banking services. Future jobs will include roles in fintech startups, digital banking, insurance technology, and financial analytics.
6. Education and Skill Development: As the workforce evolves, there will be increasing demand for educators and trainers who can equip individuals with the skills needed for emerging industries such as AI, ML, cybersecurity, and renewable energy.
7. Renewable Energy: With a focus on sustainability, renewable energy sectors such as solar and wind power are expected to create jobs in engineering, project management, research, and development.
8. Infrastructure: Investments in infrastructure projects like smart cities, transportation, and urban development will generate jobs in civil engineering, urban planning, construction management, and sustainable architecture.
9. Media and Entertainment: The digital revolution has transformed the media and entertainment industry, leading to jobs in content creation, digital marketing, gaming, animation, and streaming platforms.
10. Startups and Entrepreneurship: India has become a hotbed for startups across various sectors. Entrepreneurship is expected to thrive, creating jobs in innovation, product development, marketing, and business management.

Overall, while traditional sectors like agriculture and traditional manufacturing will continue to employ a significant portion of the population, the future of jobs in India is increasingly focused on high-skilled roles driven by technology, innovation, and digital transformation. Continuous upskilling and adaptation to new technologies will be crucial for staying competitive in the evolving job market.

No smart work, no hard work, “Work Is Work”.

Success is just the byproduct of work

For example, we can see Dr. Homi Bhava, Jagadish Chandra Bose, Ramanujam, Chandra Gupta Maurya, Atal Vihari Bajpayee, Narendra Modi, APJ Abdul Kalam, Dasrath Manjhi, Kapil Dev, Sachin Tendulkar, MS Dhoni, Swami Vivekananda, Dhirubhai Ambani, Gautam Adani and also the actors of OTT fame “Panchayat” web series And Manoj Bajpayee, Pankaj Tripathi, Sanjay Mishra, Irrfan Khan, Nawazuddin Siddhiqui, Vinay Pathak, etc.

Highlighting individuals who achieved success through their hard work and dedication, across various fields such as science, politics, business, and entertainment. Each of these figures mentioned here has indeed demonstrated that consistent effort and perseverance can lead to significant accomplishments. Whether it’s scientific innovation, leadership, entrepreneurial success, or artistic achievement, their stories exemplify the idea that sustained effort often leads to success, regardless of the field.

There is no substitute of skill & real talent.

Marketing can bring temporary attraction but talent can deliver and make a long lasting impression.

It’s always better to be deserving instead of being privileged, Form is temporary & skill is forever.

Do the work you love & love the work you do, Else change your work because work is workship. Respect the work.