P R O F E S SI O N A L R E C R UI T E R S S E R VI N G T H E
L O GI S T I C S • S U P PL Y C H A I N M A N A GE M E N T • T R A N S PO R T A T I O N
AND GLOBAL TRADE COMMUNITY
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Ramsey, NJ 07446
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fax 201.934.9858 www.tylersearch.com
The Smart Cycle
Today’s Supply Chain Management/Logistics employment market is one of the most unique I’ve seen in many years. Job
markets like other sectors of the economy run in cycles. Fortunately the overall picture points to a comfortable cycle right
now. Not a boom market like the late nineties or the 3 yr bust market that started in late 2000.
I call today’s market the Smart Cycle.
After several years of trial and error – especially on the technology side - Supply Chain executives have a much clearer
vision of their firm’s Supply Chain model. Costs are down, lean principles are the norm, customers are happier and the
methods to measure performance are in place.
Now recruiting the right talent and building a best in class team to execute this Supply Chain strategy has become a Supply
Chain Exec or Manager’s biggest hurdle.
Some professionals are in higher demand because there are less of them. Right now there are many superb opportunities –
Executive, Management and Intermediate in– Supply Chain Planning and Forecasting in the Northeast and MidWest, ---Customs Compliance especially Export Compliance everywhere and Distribution/Warehousing in the Southeast and CA.
This is not considered the type of “Sellers” market as in the aforementioned late ‘90’s boom. It’s not that there is an
abundance of job openings and not enough people to fill them. It’s the company’s – read Hiring Manager - desire to bring a
very precise talent on board. Someone with a minimal learning curve - familiar with the product, coming from a similar
Supply Chain model. A terrific position player.
So here’s the paradox…why aren’t more people getting more interviews?
An interviews with a Hiring Managers is at a premium, while the position remains open for weeks and months.
It is very difficult to ‘land’ an interview and exponentially harder to get an offer.
How come?
2 reasons for this:
1. Supply Chain Clarity
As I’ve pointed out, most firms have their hands around their Supply Chain model and understand the talent needed to drive
the business. Those that still don’t are looking for ‘change agents’ to make it so - visionaries that can implement and
execute an effective pipeline.
It seems we are moving away from companies that ‘don’t know what they don’t know’ with regards to Supply Chain
efficiencies.
So the firms target very specific Supply Chain Talent skillsets to make their model hum.
2.The Fit Factor
The majority of firms still make it difficult for Hiring Mangers to add Head Count or Resources. They have to write up mini
business plans indicating how the new resource will add value and what the expected return on this added investment will
be. These same Hiring Managers are already up to their eyeballs with internal deadlines, P & L’s, customer demands,
reviews for existing team members….so now that they have the go ahead to add headcount. The new hire better be Great not
good. Hiring the wrong person will cost ten’s of thousands of dollars, become a personnel nightmare and will haunt the
Manager next time they need to add to staff.
The Hiring Manager simply won’t settle. The candidate must have demonstrated success at the position in their recent or
current experience. It must be a step forward both financially and at the right time in their career. It has to make sense
career wise, not simply dollars and cents.
The mantra at many firms is ‘we’ll do what it takes to attract the best talent and the best fit”.
Some are doing just that.
While the search and selection process will trudge along for weeks and months with very few candidates brought in for face
time with the Hiring Manager – once a candidate is identified – the firm will move very quickly with a sense or urgency but
not desperation.
If the candidate is a relocation…first a telephone interview is set up with HR then the Hiring Manger. Usually within 2 days.
A local candidate will forgo the phone interview and get an appointment. Once mutual interest is expressed the candidate is
flown in for a full day audition with all the Stakeholders in the position. Some firms may require ‘White Papers’ prior to the
interview and a PowerPoint presentation to round out the interview.
If they’ve found their man/woman - an offer will be made within a week.
Compensation
Doing “whatever it takes…” to land the best person hasn’t translated to fat bumps in base salary…yet. Typically an offer is
10-20% over existing base. So don’t be overly concerned with the salary range for the position…the biggest factor looked at
when an offer is prepared is your current base salary.
Many firms are incentivizing compensation packages with preset deliverables expected and individual bonuses awarded.
While these amounts vary – 10-30% potential –is common. It is suggested to negotiate this before signing on. Know what
exists currently and exactly what is expected of you
Across the board company bonuses are quite common and usually are single digits.
One time Sign On bonuses have become a popular perq to help with candidate’s decision. Many times it is used to make a
new hire ‘whole’….if they are losing options or bonus monies at their present firm.
You must give a firm a Compelling reason to hire you….
A firm must give you a Compelling reason to join them
Relocation – a Quality of Life decision – and a Potential windfall
Most firms will open up the search for the best talent nationally rather then simply the best talent locally. Obviously, a local
candidate is more desirous as fewer variables can impact the hire. And of course it’s less expensive. When the actual move,
temporary housing and home sale costs are factored , some relocations can cost a company $75,000.
I have seen some relocations, from a financial view, work out extremely well.
The housing boom in many parts of the country has doubled or tripled the price of homes. Some markets are still relatively
reasonable. So a Supply Chain professional relocating from the Boston, NY or CA area to the Southeast or Midwest stands
to pocket hundreds of thousands of dollars in equity – and buy a bigger house in a market that may offer appreciating equity
over the next few years. Add that to the increase in compensation, potential stock options, sign on bonus….and life just
became real good.
‘College tuition for the kids ‘ is what I hear often.
So it’s a great time to be a Supply Chain professional. Wonderful opportunities for professional, personal and financial
success are achievable right now for those making the Smart move to the right company.
Bill Conroy
Executive Director
bconroy@tylersearch.com