Q1 2014 Procurement Market Update & Indirect Spend Index

Q1 2014 Procurement Market Update & Indirect Spend Index

We’ve experienced a very positive start to year in terms of the recruitment market conditions for procurement professionals. Last year saw a marked improvement in the number of quality opportunities available in the market, with a particularly strong final quarter, and that increased demand has been sustained in the early months of 2014. Competition for the best procurement people remains fiercest in the middle market, experienced Category Managers in particular, but there is also healthy demand for emerging talent with strong academic backgrounds and a slight increase in the number of leadership roles. These are very encouraging signs for the profession and excellent news for those seeking to move roles in 2014. To view the Q1 indirect spend data and read the rest of our report please download the Procurement Quarterly Market Update Q1 2014

The Edbury Daley Talent Identification Programme

The Edbury Daley Talent Identification Programme

Our Talent Identification Programme (TIP) service is designed to support organisations who are serious about identifying the best available talent in a defined sector of the market through the creation of a Talent Pipeline.

In contrast to most recruitment services it is not a short term solution to a particular vacancy, but a long term strategic planning tool to help functional leaders make informed hiring decisions and ultimately recruit the very best possible people for key roles in their teams.


What is a Talent Pipeline?

At Edbury Daley we define a Talent Pipeline as follows:

A detailed report on the availability of candidates with a specific skill set in a given industry, location or other defined set of criteria.  It features a pipeline of highly talented professionals, both active and passive job seekers, whom we are in regular contact with for the purposes of assessing and priming them for future opportunities with our client.


Reasons To Build A Talent Pipeline


By proactively developing a pipeline of talent, you will:


  • Identify the right talent early.  If you’re waiting until you need a hire to start looking for candidates, you’re too late.


  • Reduce your time to hire and recruitment costs. Establishing an ongoing dialogue with candidates gives you the option to accelerate the discussion when the time is right.


  • Gain an insight into your competitors talent and potentially gain competitive advantage by hiring their best people.


  • Prevent superstar candidates from slipping away. When the time to hire arrives, you’re already in the mind of your chosen candidate, reducing the risk of a salary war against the competition.


  • Minimize the business disruption caused by vacancies, especially unexpected ones, making you a better partner to the business.


  • Strengthen your company employment brand, as well as awareness that you’re hiring the best available talent.


Creating An Effective Talent Pipeline


The Key Stages

  1. Planning
  2. Talent Mapping
  3. Candidate Engagement
  4. Pipeline Maintenance
  5. From Talent Pipeline To Employee



Many recruiters, and hiring managers underestimate the time and resources required to develop candidate pipelines.   Identifying, contacting, and maintaining relationships with quality professionals is a time consuming process requiring detailed knowledge of the relevant market and a clear communication strategy.

An effective Talent Pipeline requires strategic planning towards your short, medium and long term recruitment goals.  We must start by identifying your pipeline goals.

If you would like to learn more about this service please e mail Andrew Daley requesting a copy of our Talent Identification Program brochure which features full details of every stage of the process, typical project timescales and a sample planning document.  Alternatively Andrew can be contacted on  0161 924 2385.






Emerging Procurement Talent

Emerging Procurement Talent

I recently wrote an article inspired by IBM Global Business Services latest CPO Study which is an excellent piece of research for anyone in the procurement profession to read.  I focused on a key issue they raise, the importance of recruiting and retaining the best available procurement talent.

With this in mind we thought it might be helpful to publish some information about the sort of people who are currently seeking to develop their own procurement careers. The descriptions below are of four excellent young candidates that are currently looking for a new role offering opportunities for career progression and personal development.  For reasons of confidentiality we can’t  publish comprehensive details of their backgrounds here, but full profiles are available upon request. Basic salary expectations for these candidates range from £30-£40k. They are:

Sourcing Assistant

A bi-lingual (English & French with a good knowledge of Spanish) graduate with an MA in International Business and Languages and three years international procurement experience working for a global pharmaceuticals business, mainly in direct spend areas like active ingredients and packaging but also some indirect services.

Procurement Analyst

Currently assisting the Senior Procurement Manager for Technology in the implementation of strategic sourcing initiatives, he has also been responsible for his own sourcing projects including an area of £5m direct spend per year.

Supplier Relationship & Procurement Specialist

An ambitious, articulate character with nearly three years experience in global strategic procurement and supplier management.  Working as the only procurement specialist in a niche consulting business he is solely responsible for managing key client supply chains and has operated across a range of categories.

Buyer  – Global Procurement

A bright graduate from the Bordeaux Management School with an MAI in international purchasing she is currently working for a leading pharmaceutical company looking after their packaging, marketing services and professional services procurement.

To request detailed profiles of any of these candidates, discuss how we can help identify the talent you need for your team or any of the points raised in our recent article please contact Andrew Daley on 0161 300 7978 or via andrew@edburydaley.com

Procurement Talent Profiles Q1 2013

Procurement Talent Profiles Q1 2013

January is of course a classic time for people to think about their plans for the new year and 2013 is no different with many people encouraged by the improving job market and tempted to assess alternatives to their current role.

At Edbury Daley we spend much of our time networking and sourcing new candidates for the range of blue chip clients we work with so we are constantly in contact with some of the best talent in the market. Following the positive response to our September Profiles we have again decided to publish a sample of the type of people we deal with on a regular basis. We have chosen candidates that reflect where our network and recruitment capabilities are at their strongest but it should be stressed our reach is not limited to these areas.

These profiles feature several outstanding professionals who have indicated that they are interested in seeking new career opportunities in 2013.  The experience these people offer is predominantly procurement focused but also includes closely associated areas like spend management where technical capability is also of  value, and a range of consulting talent including business development and programme leadership.

Below are the job titles of the people in question. For reasons of confidentiality we can’t publish full profiles but they are available upon request via info@edburydaley.com

Procurement Consulting & Outsourcing

Director – Leading Procurement Transformation Consultancy

Associate Director – Niche Procurement Consultancy

Managing Consultant – Big 4 focusing on Procurement

Programme Manager – Procurement Outsourcing

Senior Consultant – Indirect Spend

Business Development Manager – Procurement Transformation Consultancy

Consultants seeking roles in industry

Senior Consultant – Big 4, Supply Chain & Procurement

Senior Consultant – Big 4 – Procurement & Technology

Indirect Spend Specialists

European Category Manager – Marketing

Sourcing Manager – Professional Services

Global Category Manager – HR Services

EMEA Category Manager – General Indirect

IT Procurement Manager

Global Category Lead – IT Outsourcing

Category Manager – FM & Corporate services

EMEA Travel Manager

Category Buying Manager – Property and Facilities

FMCG Sector Specialists

European Purchasing Manager – Flexibles

Procurement Manager – Corporate Services

Senior Group Buyer – Packaging

Group Buyer – Ingredients

Travel & Leisure

Procurement Executive – Non Consumables

Buyer – Food and Non Food

Spend Management

Director of Spend Management Solutions Practice

Business Development Manager – Spend Management Solutions

Spend Management Implementation Specialist

Interim Managers

Purchasing Director – FMCG Direct & Indirect

Category Manager – IT, Real Estate & Marketing

Category Manager – FM

Category Manager – IT

Category Manager – FMCG Ingredients & Packaging

If you would like to receive more details of any of the individuals featured here please contact us via info@edburydaley.com or alternatively you can call Andrew Daley (0161 776 4603) or Hannah Jackson (0161 776 4608) for a confidential discussion.

The Careers In Housebuilding Recruitment Market Survey Results

Our partners at www.careersinhousebuilding.co.uk have recently published the results of their research into the housebuilding job market.

The headlines are:

Over 40% of candidates use online job boards as their preferred method of job seeking

Over 90% favour specialist job boards over generalist ones

Linked In is the preferred choice of social media with 68%


To read more news and analysis from the housebuilding job market click here.