Who we are
We want people to love their work, by reimagining their career and unleashing their full potential, influencing their place of work and life for more positive outcomes. - Tabitha West, Founder
Reimagine
your career
your career
that often goes unnoticed.
Reimagine
your career
your career
that often goes unnoticed.
Few words
from Tabitha
Candidates placed
Candidate experience
Stellar Testimonials from our Clients & Candidates
Featured Clients
Resources
-
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
-
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
-
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
-
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
-
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
-
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
-
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
-
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
-
candidates
How Have Supply Chain Salaries Changed in 2025 – and What Does It Mean for You?
We recently released our 2025 Salary Survey and Market Report for the Supply Chain industry, and it’s revealed some important shifts that every job seeker should be aware of.Across the board, salaries in the supply chain sector have dropped by an average of 7% over the past 12 months.The largest salary reductions were seen in roles above $200,000, with some dropping by as much as 15–20%. But even mid-level and specialist positions have been affected, with market rates shifting across most role types and industries within the supply chain.Why Are Salaries Going Down?Understanding the "why" behind these changes can help you position yourself better in today’s job market. Here are the main drivers behind this shift:1. More Competition for Fewer Roles There’s been a noticeable increase in competition—particularly for non-management and specialist roles. With more qualified candidates applying for each vacancy, employers can offer slightly lower salaries without losing access to strong talent.2. Flexibility is in High Demand Remote and hybrid roles continue to be in high demand. Because these roles are often seen as more desirable, many job seekers are willing to accept a lower salary in exchange for flexibility. This trade-off is contributing to an overall dip in average salary expectations for these roles.3. Increased Performance Pressure Many professionals have found themselves under more scrutiny in the workplace. With a rise in performance improvement plans (PIPs)—whether fairly applied or not—some candidates are exiting roles involuntarily. When re-entering the job market quickly, it’s not uncommon to accept a lower salary just to get back in.What This Means for You as a Job SeekerWhile it can feel disheartening to see salaries trending downward, understanding the landscape puts you in a stronger position to make smart career decisions. Here’s how you can respond:Be Realistic but InformedUse our 2025 Salary Survey to understand what "competitive" looks like in the current market. This doesn’t mean undervaluing yourself—it means knowing the going rate so you can negotiate with confidence and avoid overpricing yourself out of opportunities.Look at the Full PackageIf a salary offer comes in lower than expected, consider what else is on the table. Flexibility, job security, learning opportunities, and a healthy team culture can all add long-term value to your career, even if the short-term salary isn't ideal.Position Yourself StrategicallyWith more candidates in the market, standing out is key. Tailor your resume, highlight measurable outcomes, and focus on how your experience translates to business value—especially in areas like cost savings, efficiency, or supplier performance.Expect Some ResettingIf you’ve been out of work for a while or are re-entering the market after an unplanned exit, understand that a temporary salary reset may be part of the journey. Focus on getting back into a role that supports your growth and future salary progression.Final ThoughtsYes, salaries are shifting—but so is the market. With the right strategy and mindset, you can still secure a fulfilling and fairly compensated role in today’s supply chain landscape.Want to benchmark your current or target salary against the market?Download PDF Download our 2025 Salary Survey & Market Report, or reach out for a confidential chat—we’re here to support your next career move.TestimonialsSearch JobsAsk A Question
-
candidates
Assessing Potential Salary: When to Negotiate and When to Walk Away
In this 5-minute read, discover how to approach salary discussions with confidence during the recruitment process.The “money talk” has always been a source of anxiety for candidates, but in 2024/2025, as Australia’s supply chain sector faces shifting market conditions, discussing compensation is more crucial and strategic than ever. With many employers holding a stronger position in the market due to increased competition for roles, understanding how to navigate salary negotiations is essential. Here's how you can confidently approach salary discussions in today’s job market.1. Talk About It EarlyWhile compensation may not be the first topic you bring up, it’s important to establish clarity early in the process. If the recruiter or hiring manager doesn’t ask about your expectations during the initial stages, raise the topic yourself during the first interview when invited to ask questions. For example, you might say, “Can you give me an understanding of the salary range for this role to ensure we're aligned on expectations?” This approach is professional and ensures you and the employer are on the same page early on.2. Understand the Industry and Where You Are in ItSupply chain roles in Australia have experienced some fluctuations in compensation due to market shifts and evolving employer demands. While certain roles like procurement officers remain competitive, others, such as warehouse management positions, have seen more stabilised salary ranges.To position yourself effectively:Research salary ranges for your role and location using online salary benchmarking tools.Identify whether your current salary sits at the lower, mid, or upper end of the market.Factor in additional benefits that may be offered, such as car allowances, salary packaging, or superannuation increases, which can significantly enhance the total compensation package.For example, if you know you are being paid under market rate, you can be confident in stating that you are looking for a 10% increase on your current base salary. However, if you know you are being paid at the top of the market, you can craft a message around salary to ensure you don't price yourself out of the market.Additionally, if you’re transitioning between industries, evaluate how transferable your skills are. For instance, expertise in ERP systems like SAP or Oracle, which are widely used in supply chain operations, can position you for higher pay regardless of industry.3. Use Data to Strengthen Your NegotiationWith online resources and industry reports, you can arm yourself with accurate data to back up your expectations. Supply chain roles in high-demand industries like e-commerce, healthcare, and renewable energy often include additional benefits like flexible working arrangements and performance bonuses.Questions to explore during negotiation:Is there scope for salary increases based on performance reviews?Are there any learning and development benefits (e.g., funding for certifications like CIPS or Lean Six Sigma)?Are bonuses tied to KPIs such as cost reduction or delivery optimisation?Knowing the full compensation package will help you assess the total value of the role beyond base salary.4. Be Prepared to Walk AwayThe Australian supply chain sector remains competitive, and while certain strategic roles like supply chain planning and procurement offer room for negotiation, it's important to know your limits. Set clear boundaries for what you’re willing to accept before entering discussions.Start by defining your non-negotiables:Financial Stability: If the salary doesn’t meet your financial needs, consider whether other benefits like flexible work or professional development opportunities offset this.Work-Life Balance: In 2024/2025, flexible work arrangements remain a top priority for many professionals in Australia.Career Growth: Does the role offer pathways to leadership or skill development in areas like sustainability or AI-driven supply chain planning?Being prepared to walk away isn’t a failure; it’s a strategic decision that ensures you’re prioritising what matters most to your career and life.Key Trends in the 2024/2025 Supply Chain Job MarketStable Salaries: While salary growth has slowed in some areas, procurement and planning roles remain more resilient.Upskilling Opportunities: Employers are offering additional perks like funding for certifications and training in AI-based supply chain tools.Flexibility as a Negotiation Point: Hybrid and remote work options remain key negotiation levers, with many supply chain employers offering flexible arrangements.Talking about money can feel uncomfortable, but it’s a critical part of the recruitment process. By starting the conversation early, understanding your position in the market, and being prepared to negotiate—or walk away—you can confidently advocate for a compensation package that reflects your skills, experience, and value. With Australia’s supply chain sector adapting to market changes in 2024/2025, knowing your worth and positioning yourself strategically will set you up for success.TestimonialsSearch JobsAsk A Question
Looking
for Talent?
Our specially designed solutions will bring you the right talent at the right time.
Find your dream job
Rethinking your career? We would love to connect with you.
