Working with Edrington

We’re an organisation that is big enough to operate at scale, giving people international careers, but small enough that our employees can all make a difference! Great People, Leading Brands, Giving More underpin everything that we do

We have hugely talented and passionate individuals throughout our entire business who continue to challenge themselves, and the way we work, every day to be the best that we can be for our consumers, our shareholders and for our employees. The culture at Edrington is very unique and while we continue to focus on creativity and innovation through collaborative working, we don’t want to lose the deep rooted family values that run throughout our organisation.

Working with us

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Edrington own some of the world’s finest premium spirits and with further ambition to grow, we require the right people with the right energy and values to take us there. We believe in great people taking our business further and the success of our brands requires the support of everyone in Edrington, from distillation and coopering, through to the brand and commercial management teams, our distribution teams and our partnerships with other organisations.

Our unique business model makes us different from our competitors; strong on giving back as we are owned by a charitable trust and not influenced by short-term decision-making due to our private ownership. Our values and emphasis on people make us an employer of choice.

Edrington’s route to market strategy has established an international network of wholly owned companies across the world’s fastest growing spirit markets. Nine out of the company’s top ten markets are now Edrington distribution businesses and more than 80% of sales are generated by wholly owned and joint venture companies.

Our new onboarding site will ensure that from the moment you are offered a position, to your first weeks in our business, you have all the tools that you will need to be successful in your role. You will receive messages directly from your team and suggestions of links that you might find interesting ahead of starting your role. We will assign you a “buddy” to help you through your first few days, weeks and months and introduce you to members of the team, diarising any important meetings for your first few weeks in the role.

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Rewards & Benefits

Edrington’s reward philosophy is centred on the principles that employee rewards should at all times be:
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Competitive

Having in place regularly benchmarked market competitive reward programmes to attract, retain and motivate our talented employees

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Directly linked to the performance of the individual and of Edrington

Ensuring that employee reward is differentiated and directly linked to the achievement of individual results and the strategic goals and performance of Edrington

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Transparent, consistent and fair

Encouraging open and honest conversations about Reward, underpinned by clear, openly communicated and aligned compensation and benefits programmes

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Globally aligned with local flexibility

Built around a centrally aligned infrastructure that captures the things we all share and is aligned to our strategic objectives, with the flexibility to adapt to the markets Edrington operates in, business challenges and our diverse employee populations around the world.

Interview Process

The hiring manager should present their list of candidates to be invited for interview to Resourcing/ HR. They will contact the relevant candidates to invite them for interview. 

The HR representative and recruiting manager will ensure the questions asked of job applicants are not in any way discriminatory or unnecessarily intrusive. The interview will focus on the needs of the job and skills needed to perform it effectively.

The format of the interview will be agreed with the hiring manager in advance, and all applicants invited to interview will be advised of the format. Interviews may include:

Resourcing/ HR will ask all interviewees if they required any adjustments to be made before they attend interview. Any requests will be managed accordingly with the hiring manager.

The interview process will involve at least one stage, normally two. In exceptionally circumstances a third stage may be necessary. Internal and external candidates will be advised of the progress of their application throughout the process.

The selection decision is the recruiting manager's responsibility, and this will be determined by the outcomes of the interview processes.

The Company is committed to applying its equal opportunities policy at all stages of recruitment and selection.