An Industry Restructuring – Are You Ready?
Spring in wine country is always a signal of renewal. Bud break is underway, and with it comes the promise of a new season—though not necessarily a return to what was.
This year, growth looks different.
Across the industry, we are seeing a decisive shift—not just in demand, but in how successful wine businesses are structuring themselves to compete in a smaller, more disciplined market. A recent article in Wine Industry Advisor posed a striking question: Is the wine industry in decline—or simply evolving? If you haven’t read it, it’s worth your time: “Embracing the Painful Necessity of Change” – Wine Industry Advisor.
The companies gaining traction right now aren’t waiting for a rebound. They are actively reshaping their organizations around a few key realities:
1. Fewer roles, higher impact
Teams are getting leaner, but expectations are rising. The most effective hires today are not specialists operating in silos, but operators who can flex across sales, marketing, and DTC channels.
2. Leadership profiles are changing
Experience alone is no longer the differentiator. There is growing demand for leaders who can make decisions with imperfect data, operate through ambiguity, and drive accountability in tighter environments.
3. Commercial talent is being redefined
The traditional sales model is under pressure. Wineries are prioritizing talent that understands margin, channel strategy, and direct customer engagement—not just case volume.
4. Timing is becoming a competitive advantage
The strongest candidates—especially those with this kind of range—are not actively doing a job search. They are gainfully employed. That’s why you need a partner with the network and the know how to find them
What this adds up to is simple: Good talent decisions have always been about good business decisions. And in this environment, the cost of hesitation is rising.
At Intertwine, we are partner with wine businesses to help navigate these shifts in a practical, strategic way:
- Identifying which roles are truly critical over the next 12–24 months
- Clarifying where one strategic hire can replace multiple legacy functions
- Calibrating leadership to today’s market realities—not yesterday’s assumptions
This is about hiring right. If you are reassessing your team this season—or thinking about what “right-sizing” and next-phase leadership should look like—we would welcome a conversation. Reach out when you are ready.