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Supply Chain Leaders
Beyond the money: What Really Matters to Supply Chain Candidates in 2025?
While salary remains an essential part of any job offer, it's no longer the primary motivator for many professionals when considering a career move.In our 2025 Supply Chain Salary Survey and Market Report, we went beyond the numbers to better understand what drives candidate decisions in today’s supply chain job market. We asked candidates to share what matters most to them when evaluating a new role—and the responses revealed a clear shift in priorities. Questions: What’s most important to supply chain professionals when considering a new opportunity?Key TakeawaysCareer Growth is the number one priority Almost half of all respondents cited career development and future opportunities as their top priority. Candidates are increasingly focused on roles that offer learning, advancement, and a clear path forward.Flexibility Still MattersOver a quarter of candidates highlighted flexibility and WFH options as their main consideration. This reflects the growing desire for better work-life balance and autonomy in how and where work gets done.Salary Isn’t EverythingSurprisingly, only 3.4% of respondents said that salary was their most important factor. While compensation remains a critical piece of the puzzle (and likely a dealbreaker if it falls outside of expectations), it's not the main driver in decision-making.Culture and Security Still Play a RoleA meaningful portion of candidates are prioritising team dynamics and job security—a reminder that trust in leadership, team fit, and organisational stability still influence the candidate experience.Final ThoughtsThis wasn’t a ranked survey—we simply asked candidates to name the single most important factor influencing their next move. And while salary will always be part of the equation, it’s clear that career growth, flexibility, and meaningful work environments are leading the way in 2025.For employers, this is a valuable insight: to attract and retain top supply chain talent, it’s no longer enough to lead with a competitive salary alone. You need to demonstrate how your organisation supports long-term growth, flexibility, and a strong team culture.You can access the full copy of our 2025 Supply Chain Salary Survey and Market Report REQUEST YOUR COPY: 2025 SALARY AND MARKET REPORT TestimonialsFeatured CandidatesAsk A Question
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candidates, Supply Chain Leaders
2025 Supply Chain Salary Snapshot: What Candidates Need to Know
The Australian supply chain job market has shifted. As companies become more selective and roles attract more applicants, understanding where your skills and salary expectations stand has never been more important.Our 2025 Salary Survey, based on insights from supply chain professionals across Melbourne, reveals what’s really happening in the market—across salary bands, hiring trends, and candidate challenges.The Market Is More Competitive Than EverCandidates are now navigating a tighter market, with more applicants per role and longer hiring processes. While opportunities remain strong in the supply chain sector, employers are prioritising niche skills, technical strength, and industry-specific experience more than ever.If you're actively applying or planning your next move, being clear, competitive, and strategic is essential.Where Do You Stand? Salary Expectations in 2025Over the past year, salary expectations have softened. Candidates are increasingly flexible when it comes to compensation—especially if a role offers proximity to home, career progression, or strong values alignment.To benchmark where your expectations fit, here’s a breakdown of current salary trends across the sector:What This Means for You as a CandidateIf you're job searching or negotiating your next move, here are a few important considerations:Be strategic about salary expectations. Understand where you fall in the current range, and be open to flexibility if the opportunity offers other key benefits.Differentiate yourself. Highlight certifications, project experience, digital fluency (e.g. SAP, forecasting tools), and soft skills that stand out in a competitive market.Be patient—but proactive. Longer hiring cycles mean staying engaged, following up professionally, and maintaining momentum while waiting for responses.Final Thought: Be Informed, Be ReadyWhile the hiring landscape has become more competitive, informed candidates are still in a strong position—especially those who understand market dynamics and can clearly articulate their value.If you're preparing for your next role, take the time to benchmark your expectations against real data and tailor your approach for today’s job market.Request the full 2025 Supply Chain Salary Survey and Market ReportRequest a Copy Ask A Question
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candidates
The AI Supply Chain Revolution: What It Means for Your Job in Supply Chain
Artificial Intelligence is no longer a futuristic concept—it’s a working reality. From predictive analytics to intelligent automation, AI is transforming supply chains around the globe. But what does this mean for the people who keep these supply chains running?If you work in planning, procurement, logistics, or operations, the AI revolution doesn’t mean your job is disappearing. It does mean, however, that your role is evolving. Here's how.1. From Manual to Machine-Assisted: The New Daily WorkflowAI tools are increasingly being used to manage demand forecasting, automate inventory decisions, and optimise transportation routes. Tasks that once took hours of Excel crunching can now be done in minutes using predictive models.For example:Planners are now validating forecasts generated by AI, rather than creating them from scratch.Procurement officers are using AI tools to identify supplier risks before they escalate.Warehouse managers are coordinating with robotic systems for picking, packing, and inventory counts.Instead of replacing jobs, AI is augmenting them—shifting human effort toward interpretation, strategy, and exception management.2. The Rise of the "Human-AI Team"AI systems can analyse vast datasets and recommend actions, but they still require human judgment. Think of AI as a co-pilot, not a replacement.Jobs in supply chain are becoming more decision-centric:You’ll be asked to assess AI-generated recommendations in real time.You'll collaborate with digital tools to create agile, data-informed strategies.Your ability to ask the right questions will be as important as the system's ability to generate answers.This means people who understand both operations and data will become even more valuable.3. Skills in Demand: What You’ll Need to ThriveTo stay competitive, supply chain professionals need to evolve their skillsets. Here’s what’s rising in importance:Data Literacy: You don’t need to be a data scientist, but you should understand dashboards, metrics, and how AI arrives at its conclusions.System Fluency: Experience with platforms like SAP, Oracle, or cloud-based AI planning tools is becoming critical.Adaptability & Agility: As systems update and tools evolve, so must your mindset. Flexibility is a future-proof skill.Human-Centric Strengths: Leadership, negotiation, communication, and cross-functional collaboration will remain irreplaceable.4. Job Categories Being Reshaped (Not Replaced)Supply Planners: Will shift from creating plans to stress-testing AI-driven ones.Buyers: Will spend less time chasing quotes and more time managing supplier strategy and resilience.Logistics Coordinators: Will use AI routing tools but still need to manage customer exceptions, relationships, and service risks.Warehouse Workers: Will increasingly oversee automation systems and troubleshoot technical issues.5. What Should You Do Now?The best way to future-proof your career is to lean in:Embrace upskilling: Look for short courses in AI for supply chain, data analytics, or digital tools.Engage with innovation: Volunteer for pilot programs or automation projects in your organisation.Talk about AI: Stay active in your professional community—share learnings, discuss changes, and explore what others are doing.AI Won’t Take Your Job But Someone Who Understands AI MightThe AI revolution in supply chain isn’t a threat, it’s a shift. Jobs aren’t disappearing; they’re transforming. And for those who are curious, adaptable, and ready to upskill, this is an exciting time to shape the future of work.Looking to stay ahead? Consider LinkedIn Learning courses such as:• Using Generative AI in Supply Chains — a 24‑minute hands‑on intro to GenAI for forecasting, communications, and strategy, rated 4.5★linkedin.com• The AI‑Driven Supply Chain Manager — a comprehensive 41‑minute course covering ethical AI, data, and risk management, rated 4.6★linkedin.com• Generative AI for Supply Chain (CSCMP Certificate) — a full learning path (~5 hrs)linkedin.comTestimonialsFeatured CandidatesAsk A Question
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candidates, Supply Chain Leaders
How AI Is Transforming In-House HR Recruitment Teams
Recruitment has always been about people—but increasingly, it's also about technology. In particular, Artificial Intelligence (AI) is reshaping how in-house HR teams attract, assess, and hire talent. While the human element of recruitment remains critical, AI is streamlining operations, improving decision-making, and helping recruiters focus on what matters most: building meaningful relationships with candidates.Here’s how AI is changing the way in-house HR teams operate—and what this means for the future of recruitment.1. Faster, Smarter SourcingGone are the days of manually trawling through resumes or LinkedIn profiles. AI-powered sourcing tools can now scan thousands of online profiles, job boards, and databases in seconds to surface top candidates based on skills, experience, and even cultural fit.These tools:Rank candidates based on job relevance.Proactively identify passive candidates.Learn from hiring trends to continuously improve recommendations.This allows HR teams to dramatically reduce time-to-fill while accessing a broader, more diverse talent pool.HireEZ (formerly Hiretual) – AI-powered outbound sourcing tool that finds and engages passive talent.SeekOut – Deep talent search platform with diversity filters and talent insights.2. Automated Screening—Without Losing the Human TouchScreening candidates can take hours, especially for high-volume roles. AI tools can automate this process using natural language processing (NLP) to scan resumes, cover letters, and application forms for relevant experience and keywords.Some platforms go a step further by:Conducting AI-driven video interviews, assessing tone, language, and facial expressions.Offering chatbot pre-screens, allowing candidates to answer initial questions any time of day.For HR teams, this means they can shift their time from sifting CVs to engaging qualified candidates faster.HireVue – AI-enhanced video interviewing and assessment platform.XOR – Chatbot that screens candidates, answers FAQs, and schedules interviews automatically.3. Reducing Unconscious Bias in HiringOne of AI’s most promising benefits in recruitment is its potential to reduce bias. When designed thoughtfully, AI can help level the playing field by:Anonymising resumes during the screening process.Standardising interview questions and scoring methods.Focusing on skills and data over demographic cues.However, it’s crucial to monitor these systems closely to avoid inheriting bias from historical data. A diverse HR team overseeing the AI process ensures that fairness remains a top priority.Textio – Augmented writing platform that detects and removes biased language in job ads.Applied – Anonymous application platform using skills-based, structured hiring to reduce bias.4. Predictive Hiring: Anticipating Needs Before They AriseAI doesn't just improve current hiring—it helps predict future needs. Workforce planning tools powered by AI can:Analyse turnover trends.Highlight talent gaps across departments.Recommend when and where to hire before a problem arises.This transforms HR teams from reactive to strategic, allowing recruitment to become a key driver of business growth.Textio – Augmented writing platform that detects and removes biased language in job ads.Applied – Anonymous application platform using skills-based, structured hiring to reduce bias.5. Enhancing the Candidate ExperienceAI is also reshaping the candidate journey. Chatbots and automated communication tools can:Answer FAQs 24/7.Provide real-time updates on application status.Schedule interviews without back-and-forth emails.This ensures candidates feel informed and respected—regardless of whether they land the role.Paradox (Olivia) – Conversational AI that automates engagement, scheduling, and screening.Phenom – Talent experience platform that personalises the candidate journey using AI.6. The Evolving Role of Internal RecruitersWith AI taking care of many administrative tasks, the role of the recruiter is becoming more strategic and people-focused:Building relationships with hiring managers.Shaping employer brand and EVP.Engaging passive talent.Coaching hiring teams on inclusive practices.Rather than replacing recruiters, AI is giving them time and tools to be more impactful.Paradox (Olivia) – Conversational AI that automates engagement, scheduling, and screening.Phenom – Talent experience platform that personalises the candidate journey using AI.What This Means for HR Teams NowIn-house HR and recruitment teams must adapt by:Embracing digital literacy and understanding how AI tools work.Staying updated on ethical AI practices and compliance regulations.Collaborating with IT, data, and DEI teams to implement tools responsibly.Upskilling in areas like data analysis, behavioural science, and strategic workforce planning.Final Thought: The Future Is Human + AIAI is not the end of recruitment as we know it—it’s the evolution of it. The most successful HR teams will be those that blend the efficiency of AI with the empathy of human recruiters. By automating the repetitive and enhancing the intuitive, AI is paving the way for more thoughtful, data-driven, and candidate-centric hiring.TestimonialsFeatured CandidatesAsk A Question
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Supply Chain Leaders
The Shifting Trends in Working From Home in 2025
The way we work continues to evolve—and the supply chain sector is no exception.In our 2025 Supply Chain Salary Survey and Market Report, we captured some compelling insights around working from home. We surveyed 250 supply chain professionals based in Melbourne, asking them the following question:“If considering a new role, what Work-from-Home (WFH) arrangements would you expect?”The Results:Fully Remote:2.9%1 Day from Home: 11.2%2–3 Days from Home: 38.1%Comfortable to Work Onsite Full-Time: 47.7%These findings highlight an important trend: while remote and hybrid work remain attractive, nearly half of the supply chain workforce is comfortable returning to full-time onsite work.What Does This Mean for Employers?This data reflects a gradual shift in priorities. During and immediately following the pandemic, remote work was considered a must-have. In 2025, however, many professionals in the supply chain space—particularly those in operations, warehousing, logistics, and production roles—are either used to or even prefer working onsite.Still, it’s notable that nearly 50% of respondents prefer some level of flexibility—with 38% favouring a hybrid model of 2–3 days working from home. This tells us that while the desire for full remote work may be decreasing, the need for flexibility remains strong.The Takeaway for Hiring Managers and Leaders:As you build or reshape your team this year, it's essential to clarify and communicate your WFH expectations early in the hiring process. Candidates are increasingly factoring flexibility into their decision-making—and even if full remote work isn’t an option, offering hybrid arrangements could give you a competitive edge in securing top talent.It’s all about understanding what today’s candidates value—and adapting accordingly.You can access the full copy of our 2025 Supply Chain Salary Survey and Market Report REQUEST YOUR COPY: 2025 SALARY AND MARKET REPORT TestimonialsFeatured CandidatesAsk A Question
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clients, Supply Chain Leaders
Thought Leadership: What Motivates Different Generations in the Workforce?
As featured in the SCLAA magazine May 2025 Edition. Defining Attraction and RetentionAttraction is the process of positioning your brand as an employer of choice within a specific market segment or the broader market. It involves creating a compelling value proposition that draws potential employees to your organisation. Factors influencing attraction include:Company Culture: The actual or perceived environment and values of the organisation.Salary and Benefits: Competitive remuneration packages that meet market standards.Work-from-Home Agreements and Flexibility: Options for remote work or flexible hours.Career Opportunities: Clear pathways for advancement within the organisation.Learning and Development Opportunities: Support for skill-building and professional growth.Social Causes: A commitment to sustainability or other meaningful initiatives.Leadership Perception: The belief that the company has effective and inspiring leaders.Retention, on the other hand, focuses on keeping employees engaged and committed over the long term. While attraction and retention often share common roots, the factors that initially draw someone to a company may evolve as they become part of the organisation.Why Understanding Attraction and Retention Drivers MattersBluntly put, your success as an employer hinges on these two factors. Attracting and, more importantly, retaining top talent is essential for the sustained success of any business. High turnover can lead to increased costs, knowledge loss, and a negative impact on morale, whereas engaged employees drive productivity and innovation.There are some general factors that are outlined across the board but there also some industry specific factors from within the Supply Chain as well. Generational Differences in Attraction and RetentionBaby Boomers (Born 1946-1964)Attraction Drivers:Stability and job security.Strong leadership and organisational values.Opportunities for legacy-building or making a meaningful impact.Retention Drivers:Recognition for their experience and contributions.Opportunities for mentorship or sharing knowledge.Flexible retirement options or phased retirement plans.Generation X (Born 1965-1979)Attraction Drivers:Work-life balance and flexibility.- this generation are more than lily have a family so flexibility and working from home arrangements are very important and are less likely to be given up Opportunities for personal and professional growthThis could be project-based opportunities to move laterally to another team A focus on results rather than micromanagement.Retention Drivers:Autonomy and trust in their decision-making abilities.A clear path for upward mobility.Support for family-oriented benefits, such as childcare options.Generation Y (Millennials, Born 1980-1994)Attraction Drivers:A strong sense of purpose and alignment with organisational values.- This does not to be clearly articulated and embedded Emphasis on social responsibility and sustainability.Access to cutting-edge technology and tools.Retention Drivers:Regular feedback and coaching.- The need for more reassurance and feedback is higher in this generation Opportunities for skill development and career progression.A collaborative and inclusive work environment.Final ThoughtsUnderstanding what motivates different generations is key to crafting strategies for attracting, retaining, and engaging a diverse workforce. DOWNLOAD VISUAL REFERENCE While generational preferences may vary, the core principle remains the same: employees want to feel valued, supported, and aligned with the mission of the organisation. By addressing these needs thoughtfully, employers can build a thriving and multi-generational workforce.TestimonialsFeatured CandidatesAsk A Question
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clients, candidates
Work-Life Balance vs Hustle Culture: Finding the Right Fit in Today’s Workforce
In Australia’s fast-evolving professional landscape, the tension between work-life balance and hustle culture is more visible than ever.While hustle culture celebrates long hours, relentless drive, and the pursuit of success at all costs, work-life balance focuses on sustainable performance, well-being, and long-term fulfilment.So how do professionals - and employers - find the right fit in 2025 and beyond?The Case for Hustle CultureFor many industries, from tech to professional services to logistics, a "hustle" mindset can be a catalyst for growth:Fast-paced environments often require agility, quick turnarounds, and high levels of output.A "go hard or go home" mentality can accelerate career advancement, helping individuals stand out in competitive markets.Resilience built through challenges can foster leadership skills and long-term competitive advantage.According to a 2024 LinkedIn Workforce Confidence survey, over 62% of Australian professionals aged 25–39 believe that "working harder than others" is a key driver of career success.The Power of Work-Life BalanceYet, the conversation is shifting.The emphasis on mental health, sustainable productivity, and employee retention is reshaping expectations in the modern workplace:Studies show that employees with a strong work-life balance are 21% more productive and 33% more likely to stay at their companies (source: Australian HR Institute, 2024).Organisations offering flexible work arrangements report up to 55% higher job satisfaction rates among employees.A well-rested, mentally healthy workforce contributes directly to innovation, collaboration, and long-term business resilience.Burnout rates are also a critical concern; 1 in 3 Australian workers reported feeling significantly burned out at least once in the past year (Beyond Blue, 2024 Workplace Study).Finding the Balance: A Smarter Way ForwardThe future isn’t about choosing one over the other - it’s about adaptability.There will be periods where hustle is necessary: end-of-year deadlines, product launches, major projects. But sustainable success comes from knowing when to recharge, reset, and protect long-term energy and engagement.Organisations leading the way are:Embracing flexible schedules and hybrid work models.Investing in mental health support programs and employee wellness initiatives.Redefining success metrics beyond hours worked - focusing instead on outcomes, innovation, and team cohesion.For individuals, finding the right employer or career path often comes down to aligning your personal values with the organisational culture:Are you looking for a place that rewards long hours, or one that nurtures long careers?The Bottom LineAdaptability is the real superpower. In a fast-changing world, the professionals and organisations who succeed will be the ones who can shift gears—knowing when to sprint and when to rest. It’s not about rejecting ambition or glorifying burnout. It’s about building a career—and a company—that can sustain excellence, not just chase it.TestimonialsAsk A Question
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Supply Chain Leaders
Supply Leaders: Are Your Team Members Interviewing Elsewhere?
One in four candidates has been interviewed for a role outside their current organisation in the past three months.In our recently released 2025 Salary Survey and Market Report, a key insight that stood out was the level of job-seeking activity among supply chain professionals. A striking 25% of candidates reported attending an interview in the past three months. While this doesn’t necessarily mean they’re planning to leave their current role immediately, it certainly signals an increased openness to new opportunities.So, what can you do with this knowledge as a supply chain leader?If you manage a team of 12 people, statistically, 3 to 4 of them have likely been to an interview in the past quarter. A sobering thought.The first takeaway? Always manage with the mindset that someone on your team could be considering a move. This helps you stay proactive, ask the right questions, and focus on meaningful retention strategies.Don’t assume that just because there are no visible issues, your employees are satisfied. Engagement, fulfillment, and alignment with growth opportunities are often silent signals—and if you’re not asking, you might be missing them.Below are some easy and free practical initiatives that you can implement that might assist with retention: Peer Learning Sessions:Encourage employees to share their expertise with their peers through short presentations or informal discussions.Rotate the responsibility so everyone gets a chance to teach and learn.Mentorship Programs:Pair up less experienced employees with more experienced ones to facilitate knowledge transfer and skill development.Mentorship can be informal, with regular check-ins and guidance.Online Resources:Utilise free online courses, webinars, and tutorials available on platforms like Coursera, edX, and YouTube.Encourage employees to take advantage of these resources and share what they learn with the team.Book Clubs:Start a book club focused on professional development books. Employees can read and discuss key takeaways and how they can be applied to their work.Choose books that are available for free through libraries or online resources.Role-Playing Exercises:Conduct role-playing exercises to simulate real-life scenarios, helping employees practice and improve their problem-solving and communication skills.Use scenarios relevant to your industry and common challenges faced by your team.Lunch and Learn:Organise informal training sessions during lunch breaks where employees can learn about different topics.Invite internal or external speakers to share their knowledge and experiences.Job Shadowing:Allow employees to shadow colleagues in different roles to gain a better understanding of various functions within the organisation.This can help employees develop new skills and appreciate the work of their peers.Feedback Sessions:Create a culture of continuous feedback where employees can give and receive constructive feedback.Use these sessions to identify areas for improvement and provide guidance on how to develop those skills.Project-Based Learning:Assign employees to work on special projects that require them to learn new skills or apply existing ones in new ways.Encourage collaboration and innovation through these projects.Internal Newsletters:Create an internal newsletter that includes articles, tips, and resources for professional development.Encourage employees to contribute content and share their insights.Retaining your best people doesn’t always require expensive programs or sweeping changes—it starts with small, consistent actions that show you’re invested in their growth. In today’s competitive supply chain landscape, proactive leadership is your greatest advantage. Stay curious, stay connected, and never underestimate the impact of simple, meaningful engagement. To better understand the market forces shaping your teams and plan your next steps with confidence, access the full 2025 Supply Chain Salary Survey and Market Report: REQUEST YOUR COPY: 2025 SALARY AND MARKET REPORT TestimonialsFeatured CandidatesAsk A Question
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candidates
Hustle or Balance? Finding the Right Career Fit in Australia’s Supply Chain and Manufacturing Sectors
In today’s dynamic supply chain and manufacturing industries, the traditional definition of success is evolving.Where once “hustle culture” — working long hours, constantly pushing harder, striving to outpace the competition — was worn as a badge of honour, today there’s growing recognition of the value of work-life balance and sustainable performance.So how do you, as a supply chain or manufacturing professional, find the right fit for your career ambitions and your well-being?The Case for Hustle Culture: Why It Still MattersThere’s no denying that hustle culture has played a powerful role in shaping successful careers, especially in high-demand industries like supply chain, logistics, and manufacturing.Fast-paced environments often demand quick turnarounds, adaptability, and high output.Individuals willing to go the extra mile during critical periods—such as peak production seasons or urgent supply chain disruptions—often accelerate their growth trajectory.Grit, resilience, and the ability to push through challenges are qualities that remain highly valued by employers across Australia.In fact, according to LinkedIn’s Workforce Confidence Survey (2024), 62% of Australian professionals aged 25–39 believe that working harder than peers is essential for career advancement.The Rise of Work-Life Balance: A New Career PriorityHowever, the conversation is shifting.Australian employees are increasingly seeking roles that value not just their output, but also their mental health, flexibility, and long-term development.Companies embracing flexible work arrangements are seeing up to 55% higher employee satisfaction rates (Australian HR Institute, 2024).Employees with a strong work-life balance are 21% more productive and 33% more likely to stay with their employer over the long term.The risk of burnout is real: 1 in 3 Australian workers reported experiencing significant burnout at least once in the past 12 months (Beyond Blue, 2024 Workplace Study).More employers in supply chain and manufacturing—traditionally industries known for demanding environments—are realising that protecting their people’s well-being is not a luxury, but a strategic advantage.Finding the Balance: What it Means for Your CareerThe reality is: it’s not about choosing hustle or balance. It’s about finding workplaces that value both — and knowing how to manage your own career energy wisely.There will be times when short bursts of hustle are needed, such as critical delivery periods or major project launches.Equally important is choosing employers who recognise the need for recovery, development, and sustainable contribution.Companies investing in employee wellness programs, flexible rosters, training opportunities, and mental health support are not only more attractive—they’re also driving better performance and innovationHow to Assess the Right Fit for You:When considering a new role—or evaluating your current one—ask yourself:Does the company celebrate outcomes and innovation, or only long hours?Are there clear signs of investment in employee well-being and career development?Does leadership encourage adaptability, collaboration, and healthy communication?During peak periods, is there support to manage workloads sustainably?A culture that values both ambition and well-being sets you up for career longevity, not just short-term wins.The Bottom Line:In Australia’s supply chain and manufacturing sectors, career success is no longer about burning the candle at both ends.It’s about being strategic: knowing when to push forward, when to step back, and choosing employers who align with your personal and professional values.The future belongs to adaptable professionals—those who can hustle when needed, but who also recognise that real success is a marathon, not a sprint.If you're thinking about your next move, or simply reassessing what success looks like for you in 2025, keep this balance front of mind.The right fit is out there—and it’s worth finding.Considering your next step?Explore career opportunities with organisations who value both ambition and well-being.TestimonialsSearch JobsAsk A Question
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Supply Chain Leaders
How Have Salaries Changed Over the Past 12 Months?
We recently released our 2025 Salary Survey and Market Report for the Supply Chain industry, and through the process, we've uncovered some fascinating insights into how salaries have shifted over the past year—from entry-level roles to executive leadership.One of the most significant findings? Salaries have decreased by an average of 7% across the board in the past 12 months.The most substantial drop was observed in roles paying over $200,000, where we saw a 15–20% decrease in salary ranges in some cases. This shift is consistent across multiple sectors within the supply chain and logistics space.What’s Driving This Downward Trend in Salaries?We believe several key factors are contributing to this market correction:1. Increased Competition for Roles The supply chain job market has become more competitive, especially at the non-management and specialist levels. More candidates are applying for fewer open roles, giving employers more options and, in turn, reducing the pressure to offer top-end salaries.2. Demand for Flexibility There is particularly high competition for roles offering hybrid or remote working arrangements. These positions attract a broader talent pool, and candidates are sometimes willing to trade off salary for flexibility, inadvertently driving down salary expectations in these categories.3. Performance Pressure and Rising PIPs We've noticed an uptick in employees being placed on performance improvement plans (PIPs)—fairly or unfairly. This can often lead to involuntary exits and candidates returning to the market with compromised negotiating power, particularly if they are under pressure to secure employment quickly.What Does This Mean for Supply Chain Leaders?While the reality of decreasing salaries may paint a negative picture, it also presents a unique window of opportunity—if you're in a position to hire or restructure.Here are a few ways to capitalise on current market conditions:Use the Salary Survey as a Benchmark If you're paying mid-market or above, our 2025 Salary Survey can give you the confidence that your team is being compensated fairly. This can be a powerful retention tool—especially when paired with non-monetary benefits like flexibility, upskilling, or career progression pathways.Strategically Position Roles at the Lower End of the Market If your salary bands are closer to the lower end, it's essential to position roles in a way that highlights your value proposition. Consider showcasing other benefits like flexible hours, culture, team stability, or career growth opportunities.Stretch Workforce Budgets Sustainably If you're growing your team, now is a great time to maximise your workforce budget. With more quality candidates available at adjusted salary expectations, you may be able to build capability while remaining under budget.Align Salary Bands When Replacing RolesWhen backfilling positions in 2025, there's an opportunity to realign salary bands with current market expectations. This ensures internal equity and helps create sustainable salary structures going forward.Final ThoughtsThe shift in salaries can be confronting, especially for candidates experiencing downward adjustments. However, for businesses and hiring managers, it also opens a strategic opportunity to hire exceptional talent, realign internal structures, and prepare for the next wave of market change.If you'd like a copy of our full 2025 Salary Survey & Market Report or want to chat about how to position your team in the current landscape, get in touch—we're here to help.TestimonialsGet your Copy Contact Us
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