Supply Chain Leadership

Supply Chain Leadership

DSJ Global: A Supply Chain Management Recruiter

At DSJ Global, we take immense pride in being a leading talent partner, specializing in delivering mid-senior end-to-end supply chain leadership talent. Our expertise extends to securing business-critical professionals through permanent, contract, and multi-hire recruitment across various domains, including planning, procurement, technical operations, engineering, and logistic services.

For over 14 years, our global supply chain specialists have consistently exceeded the expectations of both clients and candidates. Their extensive knowledge, passion, and experience have been instrumental in driving success in the industry.

Guided by our core values, which are the very essence of our DNA, DSJ Global is dedicated to delivering a streamlined service that we can genuinely be proud of. We prioritize connecting talented professionals with industry-leading companies worldwide. By investing in cutting-edge technology, we ensure consistent, exceptional service that caters to the unique needs of our valued customers.

Put your trust in DSJ Global as your premier partner for supply chain talent. Let us help you achieve your goals and propel your career or business to new heights in the dynamic world of supply chain management.

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Benefits of working with DSJ Global’s supply chain leadership

We are a trusted talent partner. When working with DSJ Global’s supply chain leadership team, you can expect to receive:

Over 14 years of experience and professional knowledge in the supply chain industry

Up-to-Date Networks

Access to an exclusive up-to-date network of clients and candidates

Guidance and Advice in Supply Chain

Guidance and advice from our award-winning talent experts in the supply chain sector

Looking to hire? Request a call back

Supply Chain Management Jobs

Distribution Center General Manager

DSJ is currently partnered with a rapidly growing 3PL who is seeking a Director of Operations to lead warehouse operations with a focus on efficiency, profitability, and customer satisfaction. The ideal candidate will provide stable leadership, streamline processes, and ensure seamless coordination between customer demands and operational capabilities. Key Responsibilities: Lead warehouse operations to optimize profitability and efficiency while meeting customer needs. Oversee new customer onboarding, daily operations, and compliance with customer requirements. Streamline administrative processes to maximize productivity. Manage vendor compliance and resolve operational issues. Collaborate with management to develop staffing plans and achieve budgetary goals. Foster professional relationships with stakeholders and operational partners. Requirements: Bachelor's degree preferred; minimum 5 years of relevant experience. Experience launching a Greenfield site. Familiarity with warehouse management systems and inventory control. Proficiency in Microsoft Office programs. Strong problem-solving skills and knowledge of supply chain best practices. Experience with Six Sigma/lean methodologies preferred. Excellent written and verbal communication skills. If this is of interest to you, apply today!

Negotiable
Savannah
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Supply Chain Manager

The ideal candidate will have experience managing end to end supply chain and materials management within a heavy manufacturing environment. With a heavy understanding of manufacturing operations you will be leading and driving successful supply chain strategy in the plant. Some highlights of the position can be found here: Responsibilities: MUST have experience managing end to end supply chain Oversee proper inventory operations such as budget, schedule and stock levels Maintain clean and safe workplace Maintain a smooth line of product through procurement to manufacturing and warehousing Perks & Benefits: High level strategic leadership Competitive compensation and bonus structure Great growth opportunity Apply now!

Negotiable
Roanoke
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Production Manager

Production Manager Location: St. Louis, Missouri Position Summary: DSJ Global is currently partnered with a global specialty chemical company in Missouri, who is seeking to recruit a talented Production Manager, that will lead the production department in the safe, sustainable, customer-focused delivery of manufactured goods. A qualified candidate will exhibit relentless pursuit of continuous improvement in operational excellence by developing excellent production process understanding, driving a continuous improvement culture, and identifying and implementing projects and process improvements. Job Responsibilities: Develop and maintain full understanding of the chemical and process hazards presented by production processes Ensure operational discipline within department for consistently safe choices and drive/sustain 5S initiatives Lead, direct, and manage the production team, to ensure the team has clear direction and expectations Continuous occupational S/H/E improvement to ensure a safe workplace and environmentally sound operation Deliver operational excellence in the attainment of production requirements and customer satisfaction Complete high-level capital project budget estimates and requests for capital expenditures for assigned projects Contribute to the development of capital expense plans and budgets, including project justification Essential Job Requirements Bachelor's Degree 5+ years related experience in a chemical manufacturing environment Experience batch reaction processes SAP Experience Experience with highly hazardous chemicals

Negotiable
Missouri River Township
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Head of Supply Chain (m/w/d)

Stellenanzeige: Leiter/in Supply Chain (m/w/d) in der Metallindustrie Unser Kunde, ein international und dynamisch agierendes Unternehmen im Bereich der Metallindustrie mit Sitz in der Nähe von Kaiserslautern sucht einen/eine erfahrenen Head of Supply Chain. Als Head of Supply Chain übernehmen Sie eine verantwortungsvolle Führungsposition mit direktem Einfluss auf den Erfolg des Unternehmens. Ihre Aufgaben: - Verantwortlich für die effektive Steuerung von mehr als 100 Mitarbeitern - Koordination von Produktionsplanung und Logistik - Prozess - und Kostenoptimierungsprozesse anstoßen und entwickeln Was unser Kunde bieten kann: - Flexibles Arbeitsmodell - Hervorragende Karrieremöglichkeiten dank eines international renommierten Arbeitgebers Qualifikationen / Anforderungen: Um dieser anspruchsvollen Position gerecht zu werden sollten sie folgende Qualifizierungen vorweisen können : - Einige Jahre Berufserfahrung im Bereich Supply Chain oder ähnliche Tätigkeitsfelder -Sie besitzen hervorragenden Kenntnisse bezüglich Prozessoptimierung Wenn Sie bereit sind Ihre Fähigkeit unter Beweis zu stellen , bewerben sie sich jetzt!

Negotiable
Landkreis Kaiserslautern
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Distribution Manager

DSJ Global is partnered with a rapidly growing Consumer Goods company looking to bring on a Distribution Manager to join their team in Charlotte, NC. As a key member of their operations department, you will be responsible for overseeing the day-to-day operations of a 350,000 sqft. Distribution Center. The ideal candidate will possess strong leadership skills and a proven track record in optimizing distribution networks to meet customer demands efficiently. Key Responsibilities: Develop and implement strategic plans to optimize distribution processes while ensuring timely delivery of products to customers. Collaborate with cross-functional teams including logistics, supply chain, and warehouse management to streamline operations and enhance overall efficiency. Monitor inventory levels and forecast demand to effectively manage stock levels and minimize excess inventory. Lead and motivate a team of distribution staff, providing guidance and support to ensure performance targets are met. Implement quality control measures to uphold product integrity throughout the distribution process. Analyze data and performance metrics to identify areas for improvement and implement solutions to enhance productivity and cost-effectiveness. Stay abreast of industry trends and developments to inform decision-making and maintain a competitive edge in the market. Ensure compliance with regulatory requirements and safety standards to promote a safe working environment. Qualifications: Bachelor's degree in business administration, logistics, or a related field. Advanced degree preferred. Proven experience in distribution management within the consumer goods industry. Strong leadership and communication skills with the ability to effectively manage and motivate teams. Excellent problem-solving abilities and a strategic mindset. Proficiency in data analysis and experience with relevant software applications. Knowledge of regulatory requirements and safety standards related to distribution operations. Ability to adapt to changing priorities and thrive in a fast-paced environment.

Negotiable
Charlotte
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Head of Supply Chain (m/f/d)

Stellenanzeige: Leiter/in der Supply Chain (m/w/d) in Jena Unser Kunde, ein Konzern aus der Halbleiterindustrie mit Sitz in Jena, sucht einen erfahrenen Head of Supply Chain (m/f/d), um das Unternehmen bei seinen zukünftigen Wachstumsplänen zu unterstützen. Der ideale Bewerber ist verantwortungsbewusst und hat Erfahrung im Bereich Materialdisposition, Arbeitsvorbereitung sowie Fertigungsplanung. Aufgaben: - Verantwortlich für die Planung und Überwachung der Supply Chain - Weiterentwicklung der Organisation, sowie der Mitarbeiter - Erarbeitung von Lösungen zur Verbesserungen hinsichtlich Kostenoptimierungen innerhalb des Unternehmens - Implementierung eines qualitativ hochwertigen Launch-Managements Anforderungsprofil: -Erfolgreich abgeschlossenes Studium oder vergleichbare Ausbildung im relevantem Fachbereich -Mehrjährige Berufserfahrung als Head of Supply Chain oder ähnlicher Position erforderlich -Fähigkeit strategisch zu Denken gepaart mit operativer Handlungsweise - Fließende Deutsch- und Englischkenntnisse

Negotiable
Thüringen
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Supply Chain Subject Matter Expert

We are working with a FTSE 250 organisation in the manufacturing industry who are an innovative disruptor in the manufacturing industry, making waves in the Water & Power sector, modernising the Oil & Gas sector and streamlining the CPI sector. They are looking for a Supply Chain Subject Matter Expert to join their team based in the Netherlands. Reporting to the Global Operations D365 Transition Manager, you will have a global scope ensuring each of the sites worldwide are aligned from a best practice perspective. The position is key to helping develop the supply chain process to drive speed and efficiency. Experience requirements: - Supply chain experience - Knowledge and experience of key operations processes across the supply chain function - Demonstrable track record to deliver positive, high impact business change and outcomes. - Experience working on a substantial change project or an upgrade of an ERP system - Stakeholder management - Experience with D365 is advantageous If you are based in the Netherlands, please apply with your CV.

Negotiable
Losser
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Head of Procurement

DSJ Global is seeking a highly motivated and experienced individual to fill the position of Head of Procurement for our client in the Hospitality/Travel industry. The successful candidate will be responsible for managing all procurement-related activities while leading a team of professionals. Responsibilities: Leading and managing an efficient procurement process Lead a team of procurement professionals Sourcing suppliers across various locations in Florida Conducting negotiations with vendors on behalf of the company Providing oversight over purchasing transactions from initiation through delivery Developing effective strategies that align with business goals Qualifications: Minimum 4 years Procurement experience within similar industries such as Travel/Hospitality. Demonstrated ability to lead teams effectively. Strong knowledge about sourcing products/services relevant to hospitality/travel sectors. Proven track record negotiating contracts/vendors resulting cost savings without compromising quality standards Excellent organizational skills; capable assigning tasks/priorities when needed If you believe this exciting opportunity matches your career aspirations, please submit your application today!

Negotiable
Miami
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Transport and Carrier Manager

We are working with a retail company in Venlo and they are looking for a Transport & Carrier Manager to join their team. The selected candidate will be responsible for the development, coordination, and oversight of the last mile of our client's European outbound logistics and the initial stages of their returns logistics. Main responsibilities: Devising and executing process enhancements across the European carrier networks to enhance cost-effectiveness, service quality, and operational reach. Ensuring efficient distribution performance and timely service delivery. Facilitating communication between suppliers and internal departments such as Warehouse, Transport, IT, Customer Service, Finance, and Sales. Managing the relationships with carriers and other logistics providers. Sourcing and contract negotiations. Main requirements: A Bachelor's or Master's degree in a relevant field such as Supply Chain Management, Transportation, Econometrics, or Economics. Over 5 years experience in transportation, supply chain or logistics management. Over 5 years of professional experience, preferably within the retail, e-commerce or carrier sectors. Demonstrated expertise in sourcing and negotiating contracts with carriers or other logistics service providers. Proficiency in written and spoken English. Fluency in Dutch, German or French is preferred.

Negotiable
Venlo
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Head of Supply Chain Management (m/w/d)

Stellenanzeige: Bereichsleiter (m/w/d) im Supply Chain Management für den Anlagenbau gesucht Unser Kunde, ein führender Hersteller von Maschinen und Anlagen in Nordrhein-Westfalen (NRW), östlich von Paderborn, sucht einen erfahrenen Head of Supply Chain Management. Als Teil des DSJ Global Netzwerks ist unser Kunde weltweit bekannt für seine Glasfaserverarbeitung im Maschinen- und Anlagenbau. Aufgabenbereiche: - Verantwortung über die Einkaufs-, Logistik- sowie Projektmanagementabteilungen - Sicherstellung der Lieferantenqualität durch enge Zusammenarbeit mit Lieferanten - Verbindung externer und interner Fertigungen - Strategische Ausrichtung der Abteilungen auf zukünftiges Wachstum Qualifikationen/Skills: Wir suchen nach einem erfahrenen Head of Supply Chain (m/w/d) Manager mit Erfahrung als Leitungskraft innerhalb eines produzierenden Unternehmens aus dem Maschinen- und Anlagenbau. Weitere Qualifikationsdetails sind wie folgt: - Mehrere Jahre Führungserfahrung - Studium in den Bereichen Wirtschaftsingenieurwesen oder Maschinenbau von Vorteil - Umfangreiche Kenntnis im Umgang mit Lieferanten und Lieferantenstrukturen - Erfahrung im technischen und Baugruppen Einkauf Wenn Sie an dieser herausfordernden Position interessiert sind, senden Sie uns Ihre Bewerbungsunterlagen zu!

Negotiable
Paderborn
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Supply Chain MAnager (m/w/d)

Titel: Werden Sie Teil eines Konsumgüterunternehmens als Supply Chain Manager (m/w/d) in Limburg Ein renommiertes Unternehmen sucht nach einem erfahrenen und motivierten Supply Chain Manager, um die Standorte in Limburg zu verstärken. Als erfolgreicher Bewerber werden Sie eine wichtige Rolle bei der Koordination von Warenbeschaffungen im EU-Ausland sowie Eigenproduktion spielen und neue Strukturen aufbauen. Verantwortlichkeiten: - Aufbau des Supply Chain Bereiches und Entwicklung der Strukturen - Sicherstellung des reibungslosen Ablaufs aller Aktivitäten innerhalb des Lieferkettenmanagements - Entwicklung innovativer Lösungen zur Verbesserung der Effizienz von Prozessen - Verhandlung mit Supplier, Überwachung ihrer Leistungskennzahlen und Identifizierung möglicher Risiken Um erfolgreich in dieser Position zu sein, sollten die folgenden Qualifikationen oder Fähigkeiten vorhanden sein: -Mehrjährige Erfahrung im Supply Chain Management. -Fließende Deutsch -und Englischkenntnisse sind erforderlich. -Erfolgreiche Erfahrungen mit Retail-Projektleitung/-koordination erwünscht. Wenn Sie ein/e engagierte/r Fachmann/Frau sind, haben wir genau das Richtige für Sie! Unser Kunde bietet Ihnen viele Möglichkeiten zur beruflichen Weiterentwicklung. Wenn diese Herausforderung Ihren Interessenschwerpunkt trifft,dann zögern sie nicht uns ihre Unterlagen zuzuschicken! Wir freuen uns auf Ihre Bewerbung!

Negotiable
Limburg an der Lahn
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Supply Chain Director (M/F/D)

We are currently seeking a highly skilled and experience Supply Chain Director to join our client, a global leader in the automotive industry, for an exciting opportunity leading Supply Chain development projects. The successful candidate will be responsible for driving growth within our client's supply chain operations across Germany. You will collaborate closely with cross-functional teams to ensure efficient procurement, production, inventory management, and distribution processes. Key responsibilities: Develop and implement supply chain strategies to optimize efficiency, reduce costs, and enhance overall performance of the supply chain function. Mentor and develop a team of supply chain function heads, implementing a culture of collaboration, innovation, and continuous improvement. Establish and maintain strong relationships with suppliers, negotiating favourable terms and agreements to ensure consistent supply and quality of materials and services. Collaborate with internal stakeholders to align supply chain initiatives with business objectives and drive cross-functional collaboration. Monitor industry trends and regulatory changes to identify growth opportunities and mitigate risks within the supply chain function Qualifications: Bachelor's degree in supply chain management, business administration, or a related field; Master's degree preferred. A proven track record of success in progressively senior roles within supply chain management. Strong leadership skills with the ability to inspire and motivate teams to achieve goals and drive results. Proficiency in supply chain management software and systems, with experience implementing and optimizing ERP and supply chain processes. Demonstrated knowledge of best practices in procurement, production planning, inventory management, and logistics. If you are interested in this opportunity, please apply with your CV.

Negotiable
Düsseldorf
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News & Insights

Europe Salary Survey Report Image
supply-chain

Europe Salary Survey Report

A comprehensive overview of salaries, compensation, and career motivations across Europe’s end-to-end supply chain industry.As the world navigates geopolitical tensions, rising inflation, weak consumer consumption, and high business overheads, it’s never been more important for end-to-end supply chain organisations to have the right talent in place. And to do that, having the latest salary and compensation movements is vital.For professionals, knowing their worth and understanding the compensation packages available to them is essential as they become increasingly sought-after.That’s why DSJ Global has engaged with nearly 900 supply chain professionals across Europe to uncover their current salaries, bonuses, and benefits packages, and what drives them to seek new career opportunities.Whether you’re a hiring manager or industry professional, discover valuable insights and benchmarks to guide you in your decision-making in this exclusive report, including: The latest data on base salaries, pay increases, and bonuses for Europe’s supply chain professionalsAdditional compensation insights on benefits packages, leave, and flexible workingTop push and pull factors for professionals contemplating new career opportunitiesKey counter offer considerations for businesses and professionalsDownload your copy of the report by completing the form below:​​

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Energy crisis along the value chain –    Four companies on the road to sustainability  Image
supply-chain

Energy crisis along the value chain – Four companies on the road to sustainability

​​DSJ Global discovered how four companies are saving energy and reducing emissionsRising prices, persistent inflation – what affects private households burdens the supply chain industry to an even greater extent. While energy-saving measures used to be simply related to a company's own Health, Safety, Environment (HSE) and sustainability strategy to reduce its carbon footprint, they are now part of essential processes that could secure long-term cost savings and eco-optimize a company’s future.But what can be done along the supply chain to keep control over rising energy costs? How can firms reduce their carbon footprint to both cut emissions and minimize consumption? Yumiko Moehlmann, Head of Quality & HSE at DSJ Global, asked. Reducing the carbon footprint as a business When asked, "What is your company doing to become more sustainable and save energy?" 51% of participants responded with a clear "reduce carbon footprint." 20% of companies are sourcing more sustainable raw materials for their production while 16% are switching to energy-saving solutions for lighting. 12% also said they are raising awareness among their employees through education and training. To gain further insights, Yumiko Moehlmann personally surveyed her network in the Quality and HSE area on the topic, talking to four companies along the supply chain to provide insights into how their companies are defying rising energy prices - or not. Energy targets firmly anchored in corporate cultureCOO at a global player in the e-mobility sectorThe e-mobility sector is considered a pioneer in sustainability. A global player and client of DSJ Global also pursues this mission at the level of corporate culture. They have clearly defined environmental and energy goals and woven them into their corporate strategy. "We raise awareness on the topic of energy," explains the COO. By visualizing the costs and energy consumption of equipment and production, their company create awareness among employees, who can adjust and optimize their actions and processes accordingly. There are also detailed shutdown lists to ensure that sensitive machinery is operated correctly and that all employees are taught the right procedure. This saves resources and protects the equipment. Furthermore, efforts to switch to the most modern and energy-saving machines support the company’s current measures. Although these machines have to meet certain requirements, they are much more efficient and cost-effective to operate.For example, the global player has already converted to a decentralized compressed air network with small local systems that run when they are needed. Previously, they were in continuous operation even though it wasn't necessary. ​In-house gardening as a delicious solution​Director Global EHS at a tier 1 automotive supplier​One easy-to-implement option for indirectly reducing one's own emissions is to switch to so-called green electricity, i.e. electricity from renewable sources. Electricity from solar, wind or even biogas produces less CO2 during production and is therefore considered better for the environment. Yet upon closer inspection, these promising effects might be lower in reality, according to the Director for Global EHS at a tier 1 automotive supplier. ​This long-time customer of DSJ Global has already converted many areas to green energy. However, the Director was skeptical– he saw it as clear "greenwashing." ​Greenwashing refers to the attempt by organizations to achieve a "green image" through communication, marketing and individual measures without having systematically anchored corresponding measures in the operational business. ​"Electricity is ultimately the same for everyone," says the Director. The percentage from renewable sources doesn't change the fact of how much energy is consumed, he said. Consequently, a widely advertised switch to green electricity is not effective, since ESG must be primarily about reducing the company's own emissions. ​For the Director, however, it would be more effective to switch all light sources in operation to resource-saving LEDs. ​Unfortunately, the biggest problem cannot be solved so easily: According to lifecycle analyses that the automotive supplier initiated for each product, their supply chain leaves the largest carbon footprint.  ​They found that commuting had a particularly heavy impact as well. After two years of pandemic home office regulations, more and more companies are looking to return to the office to strengthen collaboration within departments and teams. ​As the Director explains, his company is currently looking for a solution to make this more sustainable. Some employees have no other choice than their car, but for others, covering the cost for public transportation or even leasing a bike is an option. In addition, smaller on-site office spaces could help reduce emissions if a location has a larger catchment area with longer commutes.​In other areas, there's room for more creativity: some locations of the automotive supplier, the director said, have established in-house gardens to more sustainably source the fresh fruits and vegetables provided to employees each day. "In the past, fruits and vegetables were delivered daily," the Director explains. "Inhouse gardening stops the supply chain and their vans, saving tons of CO2, and the company cafeterias use the homegrown fruits and vegetables instead."​The initiative has been so well received that entire teams are now getting personally involved. In the "Lunch & Learn" format, employees educate themselves via open lectures on a variety of topics while enjoying a company-funded lunch.​Global Sustainability Manager defies initial pessimism​Head of Health, Safety, Environment, Sustainability, Quality, at a global player in the chemical industry​There is less optimism at a company in the CHEMPARK network. The head of HSSEQ sees very little potential – apart from putting a stop to production – for saving energy.​Reducing commuting and the associated emissions as well as the energy required through more flexible home office solutions is only possible to a limited extent in the case of this company, he says. ​But the company does not want to give up. It has recently hired a Global Sustainability Manager and hopes for sustainable change, even if any structures have to develop before they take effect and lead to savings. ​Photovoltaics as an alternative to costly investments​Senior Manager Mineralization at a building materials manufacturer​The possibility of saving energy in cement production is a question that also occupies the senior manager for mineralization of a building materials manufacturer. In fact, the only way to do this, the senior manager says, is to stop production or shut it down – neither of which are economically viable options, of course.​Since the manufacturer buys its electricity on the stock exchange, it’s possible to obtain it more cheaply, yet that depends on the production processes. They need to be optimized to allow for a more cost-effective tariff. ​Another option is to invest in more energy-efficient plants. "Some of our equipment is 60 or 70 years old," the senior manager says. "New machines are inevitably more energy efficient, but realistically we can't replace all the machines because the cost would be far too high."​How his company nevertheless tries to counteract the enormous costs and has been reducing the overall need for externally produced energy for years. Their method of choice: photovoltaic systems on the factory roofs. This is already proving effective: The resulting savings could light up an entire small town. ​Heat recovery as the vision of the future​Senior EHS Manager at a global semiconductor company​Since they are renting in their current location, this global semiconductor company has little room to maneuver. ​"We're turning down the heat, relying on home offices and reduced hours," explains DSJ Global's client. Long-term goals are few and far between since, as a tenant, they can't seek extensive renovations. ​Still, there are innovative ideas: Since the production machines give off a lot of heat, the Senior EHS Manager and his team are working on using this to generate electricity via heat recovery.​Funding for production conversion in sight​As difficult as cost savings and emissions reductions are: A competitive, climate-friendly industry is essential for sustainable growth and the fight against climate change.  ​At the beginning of December 2022, Germany’s Economics Minister Robert Habeck announced climate protection agreements that he would conclude with industry in 2023 to stimulate necessary investments in the use of hydrogen. This is the best alternative to fossil energy sources, especially in the steel and chemical industries. Under the climate protection agreements, companies receive both subsidies and monetary support if they convert to green production.  ​When and to what extent these funds will come remains to be seen. Until then, it's up to innovative ideas like indoor gardens and company-owned photovoltaic systems to make the value chain more sustainable. ​Conclusion​Opinions on how to save energy along the value chain vary widely, Yumiko Moehlmann confirms. "Many companies don't want to or can't change anything, or position themselves better. Others invest a lot in it." ​She sees the promised climate agreements as a positive sign. After all, as some of the examples cited show, companies especially need help with the enormous costs of switching to greener production. ​Yumiko and her team of experts at DSJ Global are closely following how the energy crisis is affecting HSE and sustainability strategies and how different companies are adapting. Whether the companies that are not currently planning any changes will aim for more sustainable production in the future remains cause for speculation.​Your partner for sustainable niche professionals​In addition to HSE talents, our global network continues to grow in the area of Corporate Social Responsibility (CSR) and Sustainability.​Reach out to our talent experts today, to discuss us supporting you with a vacancy, or as a professional keen to make their next career move. ​​Submit a vacancy​Send CV​Contact​Yumiko Moehlmann​Head of Quality & HSE, DSJ Global​yumiko.moehlmann@dsjglobal.com​+49 30 726211418

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Addressing the UK Energy Crisis: Embracing Sustainability Image
supply-chain

Addressing the UK Energy Crisis: Embracing Sustainability

The United Kingdom is currently facing an energy crisis, a situation that has far-reaching implications for various sectors, including supply chains. The depletion of fossil fuel reserves, closure of aging power plants, and overreliance on imported natural gas have strained the nation's energy infrastructure. Factors like extreme weather events and limited investment in new energy infrastructure further exacerbates the situation, leading to potential disruptions in energy supply.In this blog, we will explore the UK energy crisis and the need for sustainability, discuss job opportunities in sustainability, and delve into the impact this crisis is having on supply chains.The Need for SustainabilityTo address the UK energy crisis, sustainability must be at the forefront of the nation's energy strategy. Here's why sustainability is crucial:Climate Change Mitigation: The transition to renewable energy sources is essential to reduce greenhouse gas emissions and mitigate climate change. By embracing sustainable alternatives like wind, solar, and hydropower, the UK can significantly decrease its carbon footprint and align with global climate goals.Energy Security: Diversifying the energy mix with renewable sources enhances energy security. A heavy reliance on imported energy resources makes the UK susceptible to geopolitical tensions and market fluctuations. By developing domestic renewable energy infrastructure, the country can reduce dependence on foreign supplies and increase resilience.Economic Opportunities: Transitioning to a sustainable energy system opens up substantial economic opportunities. Investment in renewable energy projects, research and development, and green technologies can drive job creation, stimulate economic growth, and position the UK as a leader in the clean energy sector.For more information on the need for sustainability, download our latest report on making a case for sustainable business practice.Job Opportunities in SustainabilityEmbracing sustainability in the energy industry not only addresses the UK's energy crisis but also unlocks numerous job opportunities. The transition to renewable energy sources and sustainable practices fosters job creation across various sectors, including:Renewable Energy: The growth of renewable energy requires skilled professionals in engineering, project management, and operations. From installing and maintaining wind turbines to managing solar farms, these jobs offer stable employment prospects while contributing to a greener future.Energy Efficiency and Conservation: Improving energy efficiency is a crucial aspect of sustainability. Energy auditors, retrofitting specialists, and sustainable design consultants play vital roles in reducing energy waste and optimizing energy consumption in buildings, industries, and transportation.Research and Development: Advancing sustainable technologies requires continuous research and innovation. Scientists, engineers, and researchers specializing in areas like battery storage, smart grid systems, and clean fuel development have the opportunity to shape the future of the energy industry.Impact on Supply ChainsThe UK energy crisis has significant implications for supply chains across sectors. Here are a few effects observed:Disruptions in Operations: Energy shortages can lead to disruptions in manufacturing and distribution operations. Businesses reliant on a stable energy supply may experience delays, decreased productivity, and potential bottlenecks in the supply chain.Rising Energy Costs: Escalating energy prices put pressure on businesses' operational costs, impacting their bottom line. Higher energy expenses can strain supply chain budgets and lead to price increases for consumers.Increased Focus on Resilience: The energy crisis highlights the importance of building resilient supply chains. Companies are recognizing the need to diversify energy sources, invest in energy-efficient technologies, and explore localized renewable energy generation to reduce vulnerability to energy disruptions.The UK energy crisis demands a swift transition towards sustainability, and businesses play a vital role in driving this change. If you are a forward-thinking company seeking to build a sustainable business and contribute to a greener future, we invite you to request a call back from DSJ Global.At DSJ Global, we understand the importance of sustainability and the benefits it brings to businesses. Our team of experts specializes in guiding companies by actively providing talent pools with sustainable skill sets, helping you to navigate the complexities of renewable energy adoption, energy efficiency measures, and sustainable practices.By requesting a call back from DSJ Global, you will have the opportunity to discuss your specific business needs, goals, and aspirations. Our knowledgeable consultants will provide tailored advice and solutions, empowering you to make informed decisions that align with your vision of creating a sustainable business.Together, let us embark on a journey towards a cleaner, greener, and more prosperous future. Request a call back from DSJ Global today and take the first step towards becoming a sustainability leader in your industry.

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Should your business offer flexible working? Talent experts at DSJ Global advise  Image
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Should your business offer flexible working? Talent experts at DSJ Global advise

The adoption of flexible working has increased over the last few years as technological advancements make it easier to work from anywhere at any time. This has left many companies facing the question of whether to embrace flexible working on a permanent basis. Can the future be flexible in the supply chain industry, and do companies need to offer it to attract and retain the best talent? We spoke to some of the talent experts at DSJ Global to find out how industry leaders are balancing the growing need to remain competitive in the hiring landscape with their business requirements and objectives.The supply chain industry has traditionally been reliant on on-site work, so flexible working in the supply chain industry presents its own unique set of challenges and opportunities. Matt Wood, Executive Director Europe at DSJ Global confirms: “We have to remember that the nature of the roles we recruit in supply chain sometimes means that people must be in the office. You can’t run a production site from your home office; you need to be on-site. The same goes for roles working in quality control, manufacturing processes and health & safety.”How many supply chain companies offer flexible working?As part of DSJ Global’s report, ‘The Impact of Flexible Working’, we surveyed top business leaders in the supply chain industry to find out how their company has been impacted by the rise of flexible working. 63% of clients said they currently offer flexible working, 20% offer fully remote roles, and the remaining 17% do not offer any flexible working options. We asked Emily Cook, Senior Vice President – Head of Procurement Search at DSJ Global, if the results were in line with her experiences finding top talent for leading supply chain firms: “This isn’t surprising - more companies are decreasing fully remote positions, and we are also seeing more companies offering flexibility on a case-by-case situation. However, bear in mind that some candidates have declined offers based on flexibility not being offered formally in their contract, as they are worried the terms could change or be taken away at any minute.”Matt provides insights from a client perspective: “A key requirement when hiring for supply chain roles is the ability to build relationships and trust with your key stakeholders quickly. Most of our clients need candidates who can be in front of their stakeholders and accessible to them throughout these processes so even for positions that can be carried out fully remotely, such as procurement, I rarely see companies offering 100% remote positions.”Flexible working – the positivesOne of the biggest advantages of flexible working in the supply chain industry is increased productivity and loyalty. By allowing employees to work from home or alternative hours, companies can help their staff to achieve a better work-life balance and feel more in control of their lives, which in turn can lead to higher levels of motivation and engagement. Flexible working can also help companies to attract and retain top talent in today’s competitive job market, with many professionals looking for companies that offer flexible working arrangements.Out of the 17% of businesses DSJ Global surveyed that don’t offer any flexibility, 38% plan to introduce it for these reasons. Emily states: “Candidates are asking about flexibility as much as they ask about compensation; it is an increasing priority for them. Companies are losing out on new talent and their own existing talent due to not giving flexibility on working hours or working from home, so we are seeing more and more companies increase their flexibility offering.”Flexible working – the challengesOne of the biggest challenges of flexible working in the supply chain industry is maintaining effective communication and collaboration between team members. When employees are working remotely or outside of traditional hours, it can be difficult to ensure that everyone is on the same page and working towards the same goals. This can lead to misunderstandings, missed deadlines, and other communication-related issues, all having an impact on company culture.DSJ Global’s survey found an equal split with 37% each experiencing a positive or negative impact on company culture due to flexible working, with the remaining 26% unchanged. Emily advises: “Having a team and company culture that is supportive, collaborative, and approachable is what people are often looking for when changing roles. Some managers believe this is better formed when the team is together on site, but companies need to adapt and learn new ways of maintaining a positive company culture while navigating flexibility for the team. This could come from structure or innovative methods of team collaboration.”Can flexible working improve hiring and retention challenges?The biggest hiring challenge according to DSJ Global’s clients is a shortage of qualified candidates (37%), followed by increasing competition for top talent (20%). 10% find it is a struggle to retain talent. Emily offers her experience with how businesses can improve their hiring and retention based on candidate attitudes towards flexible working: “The current market is very candidate driven. During COVID, professionals were worried about changing roles while there was instability in the market, but in 2021-22 we saw an influx of candidates feeling more secure in taking the risk. In the last 6-12 months, with talks of the recession, the risk has gone back up for candidates and so they are less are likely to move. “However, there is a shortage of qualified candidates on the market and a lot of the candidates we are supporting are also in two or three other processes, so companies must be competitive with speed of their interview process, salaries and additional benefits. We are also seeing more counteroffers to compete with retaining talent, including more flexible hours and increasing responsibility. It’s due to this competition that salaries are increasing, which is why more companies are struggling to retain talent.”Final considerations for businesses considering flexible workingRemote and hybrid options play a central role in both hiring decisions and company culture. The number of days people are expected to be in the office affects the success of a company's hiring strategy and helps retain existing talent, as 67% of survey respondents agree. However, for 16% of supply chain leaders, it comes at the expense of productivity, and in 37% of cases it has a negative impact on office culture. We asked Emily for her key takeaways for clients asking whether to offer flexible working:“I would advise that if supply chain businesses want to attract and retain the best talent, they need to offer some sort of flexibility and at-home working, but they need a clear structure to ensure it doesn’t affect the company culture.”Matt offers another word of warning for European organisations offering remote working on a global scale: “It’s clear that hybrid and flexible working is the norm now but at management and senior management level roles, often responsible for global teams and multiple sites, there has been a requirement to manage a complicated schedule around global colleagues and stakeholders for a long time. Don’t under-estimate the impact that “cross-border” remote working has on this dynamic – it isn’t as simple as being employed by a UK company in a 100% remote role and doing so from the beach in Spain – there are tax implications as well as eligibilities when working in other locations.”Learn moreThe future of flexible working in the supply chain industry is explored further in DSJ Global’s report, ‘The Impact of Flexible Working’, where we surveyed business leaders to provide you with insights on how productivity and company culture has been impacted by the increasing prevalence of flexible working, the benefits and challenges it has brought to business leaders, and how companies plan to use flexible working to attract and retain top talent.Click here to download ‘The Impact of Flexible Working’ report.If you would like to talk to us about your current talent needs, fill in our form and one of our consultants will call you back.  ​

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How to Avoid Bias in Job Descriptions

There is overwhelming evidence that companies with diverse workforces perform better on every possible metric, with diversity positively impacting every level of a business, from the cleaning staff to the board of directors. Bringing in as many perspectives, working styles and experience as possible to a workplace leads to integration, success and growth to those businesses who dedicate effort into attracting a diverse talent pool. The first step to make when aiming to achieve a balanced workforce is to ensure job advertisements avoid signs of unconscious bias. This helps present you as a welcoming and forward-thinking employer. You will also discover that your job positions attract a rich wealth of resumes after eliminating bias in your job descriptions. Biased job descriptions can discourage capable and talented candidates from applying for a role they are perfect for, and problems can be found both within the language and content of your job descriptions. Thankfully, it is easy to avoid bias in job descriptions through simple edits and considerations. Follow these rules to attract a diverse and successful talent pool.What is Unconscious Bias?​Though the majority of us strive to encourage inclusiveness and diversity, unconscious bias incorporates the assumptions we make about groups based on gender, ethnicity, age and class due to the structures we live in. When writing job descriptions, this will most often come through in gendered or other biased language.  Unconscious bias can discourage qualified candidates who feel like a job description is looking for a specific type of person, and are unintentionally excluded. ​Are Your Job Titles Inclusive?​Unconscious bias affects many aspects of language, through to job titles themselves. Many job titles are gendered, and successful efforts have been made to reframe traditional roles such as chairman (chairperson), fireman (firefighter) and councilman (council member).Even modern descriptors hold a bias. Have you ever seen a job from a hip company seeking a ‘rockstar’, a ‘guru’ or a ‘ninja’? These are fun titles which give candidates a vivid impression of a company's culture, but all of these terms still hold gendered connotations. A mother in her 40s with the qualifications and experience required may not want to apply for a role with ‘ninja’ in the title. These job titles can also give the (often false) impression of a company dominated by men or entrenched in a ‘lad’ culture where others are not welcome. ​Ensure your job titles are gender-neutral, avoid discouraging older applicants and are descriptive of what the job entails (e.g. ‘Magento Build Project Manager’).Use Gender-Neutral Pronouns​This is a fast and effective way of cleaning up your job descriptions, and a simple rule to follow when advertising new roles. Don’t include gender-specific pronouns in your job description. Stick to they/their and you when referring to the candidate. ‘S/he’ is also an acceptable replacement for gender-specific pronouns,  This rule also applies to collective nouns. Phrases such as ‘guys’ can be easily replaced with ‘team’ or ‘folks’. Check For Biased Language​This is where judgement can be more complicated. When describing the ideal candidate for a role, job descriptions do lean towards using phrases which contain unconscious bias. For example, typically masculine traits include ‘assertive’ and ‘competitive’. While women have every ability to be assertive in the workplace, this can also be viewed as loyalty and supportiveness through a ‘feminine’ lens. This also works the other way. Roles which may be classically applied to by women may include words such as ‘bubbly’ or ‘nurturing’ to unconsciously encourage female applicants and discourage applications from men. Avoid Presenting A Toxic Work Culture​When presenting your work culture, language choices can give applicants the vision of a ‘bro’ culture of after-work beers, chats about matchday and, in worse case scenarios, sexual harassment. Phrases such as ‘work hard, play hard’ and ‘banter’ will not only put off the majority of female applicants but many men too. Consider the wide spectrum of lifestyles your potential applicants could follow and elements of your work culture which will appeal to many, not just a single generation or lifestyle.Consider Your Job Requirements​Alongside bias in language, the general content of your job applications are worth reviewing to make them more inclusive. This includes avoiding job descriptions which contain an exhaustive list of skills needed for the role. In general, men are usually much more confident in their suitability for the roles they apply for, even if they don’t have all of the required skills for the role. Meanwhile, women are much more cautious about applying for roles. The more in-depth and specific a job description is, the less likely a qualified or near-qualified woman will apply for it, even if she ticks more boxes than a male applicant. Avoid this by outlining only the absolutely essential requirements for the role (such as education levels, years of experience, skills qualifications) followed by general ‘desired’ or ‘nice to have’ requirements. This will lift barriers to entry which often stop those with low confidence or imposter syndrome to apply. Provide a smaller amount of boxes to ‘tick’ to attract a larger and higher quality range of candidates. ​The best approach is to create descriptions which use succinct and direct language. Make your descriptions easy to follow, read and digest. Use Online Tools To Eliminate Bias in Job DescriptionsLarger companies have now invested in software to help highlight and change job descriptions and other materials to remove signs of unconscious bias. Recruitment software OnGig uses a text analysis tool to help remove biased language. Textio is a leading ‘augmented writing’ software for recruiters which will eliminate gendered or biased language or job requirements while still ensuring your chosen language has the passion and impact you want to encourage applications. ​​Want to learn more about diverse recruitment strategies? Contact Our Team

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Do Employers Interview the Best Candidate First?

​When it comes to interviews, there's always a debate about whether being the first or last candidate interviewed is beneficial. We'll explore the strategies behind scheduling interviews and whether employers typically interview the best candidate first.Do Employers Interview Best Candidate First?There is no one-size-fits-all answer to whether employers interview the best candidate first. The reality is that different employers have different strategies when it comes the scheduling process. It’s important to remember only the top candidates will be interviewed and therefore there is something interesting about your experience that the hiring manager will be looking to touch upon within the interview.The Case for Interviewing FirstSome hiring managers may choose to interview the strongest candidates first. This can be advantageous for a number of reasons. By interviewing the top candidate early, employers can gauge other candidates' performances against the benchmark set by the best candidate. This can also help streamline the hiring process if the best candidate impresses the interviewer and is a clear fit for the position.The Case for Interviewing LastOn the other hand, some employers may prefer to save the best for last. This can allow them to get a better understanding of the overall candidate pool and make it easier to identify the top candidate's strengths and weaknesses. By interviewing the best candidate last, employers can also ensure they have a lasting impression of the strongest contender, which may be useful during the decision-making process.Other FactorsMany other factors can influence the order in which candidates are interviewed, such as scheduling conflicts, interviewer preferences, or internal processes. Therefore, it's important not to read too much into the order of your interview.FAQsTo help you navigate the often complex world of interviews, we've answered some commonly asked questions.Does Being Interviewed First Mean Anything?Being interviewed first doesn't necessarily indicate your standing as a candidate. It's important to remember that there are many reasons why an employer may schedule interviews in a certain order, and it's often unrelated to the perceived quality of the candidates.Does the Order of Your Interview Matter?While the order of your interview may have some impact on how your performance is assessed, it's crucial to focus on what you can control: presenting your skills, experience, and personality in the best possible light. Ultimately, being well-prepared and confident will have a much greater impact on your chances of success than the order in which you are interviewed.How Long After an Interview Should You Hear Back?The time it takes to hear back after an interview can vary widely depending on the company, the position, and the number of candidates. Generally, you can expect to hear back within one to two weeks, but it may take longer in some cases. If you haven't heard back within this timeframe, it's acceptable to follow up with the employer or your talent consultant to inquire about the status of the hiring process.Why Choose Us?At DSJ Global, ourteam of experts are dedicated to providing you with the latest insights, tips, and advice to help you succeed in your job search with us. Whether you're looking for guidance on career progression, interview preparation, resume writing, or salary negotiation, we're here to support you every step of the way.Get in Touch NowReady to take your career to the next level?Submit your CV today and discover relevant roles. Contact ustoday to learn more about our services and how we can help you achieve your career goals.

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The Impact of Flexible Working

​Assessing the adoption of flexible working in the supply chain industrySince its introduction to the masses, flexible working has revolutionized the world of employment. As the demand for supply chain professionals continues to grow worldwide, strategies to facilitate flexible and remote working have become essential in attracting and retaining top-tier talent.For many, some degree of flexibility is essential to achieving a healthy work-life balance. This can in turn, result in a happier and more productive workforce, which benefits businesses. However, moving processes away from the office can also have a negative impact on company culture, as teams interact less, decreasing productivity. The ambiguity of the situation made us wonder: What is the real impact of flexible working? To answer this question, here at DSJ Global we engaged with top businesses to understand their flexible working strategy. Exploring the state of flexible working across the supply chain, we take a look at the following: How productivity and company culture has been impacted by hybrid and flexible working patterns What leaders see as the benefits and the challenges to flexible workingHow companies plan to use flexible working to attract and retain top talentOffering valuable insights to professionals seeking to understand the state of flexible working in supply chain, and for organizations reflecting on their flexible and working from home policies, both can take away a number of key considerations from this exclusive report. ​Download your copy of the report by completing the form below:​

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Global Job Confidence Index 2021

​​The annual DSJ Global Job Confidence Index aims to measure the beating heartbeat of the Supply chain and procurement labor market, their confidence in the economy, securing or finding a job, compensation and bonus, flexible working patterns, and whether the bull-bear factors in employment have altered.

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The Virtual Recruitment Landscape: Reset and Reboot

​The historical events of the past year made most firms pivot and re-evaluate their talent acquisition processes. Despite the resetting of traditional workplace rules, on the back of many businesses continuing to limit travel and in-person collaboration, what can be said for the virtual recruitment landscape then?​At DSJ Global, a subsidiary brand of the Phaidon International group, we recently engaged with our supply chain and procurement network. In the latest survey, the mandate is clear: 84% of respondents report that they are still conducting digital interviews.How can employers capitalize on a dynamic talent market when face-to-face contact has primarily been refuted? The answer lies deep-rooted in crafting a hyper-personalized, virtual recruitment strategy that accurately assesses a candidate’s competencies and skill set, whilst also providing an immersive user-experience online. Download our complementary guide to discover the digital-fast tactics that can keep your talent pipeline flowing, so you can lead from the front. ​This Guide Covers: The Virtual Recruitment Landscape: Reset and Reboot? Recruiting Remotely: A New Playing Field Idiosyncrasies and Nuances of Virtual Recruiting Decoding the Virtual Recruitment Landscape

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