We have a long established reputation and an extensive network across the Procurement and Supply Chain Consulting arena.
Our track record dates back to the late 90’s when we first recruited for what was Andersen Consulting’s fledging procurement consultancy business.
Since then we’ve seen the procurement outsourcing companies establish themselves, the rise of the niche procurement consultancy as genuine competitors to the big multi disciplinary practices and more recently the changes to the marketplace due to the emergence of a range of spend management solutions which are of course central to the digital transformation journey that so many target clients are embarking on.
Throughout all these developments in the market we’ve been working with the best emerging talent and established Senior Managers, Directors and Partners.
Our consulting clients us us because:
- We have in-depth knowledge of the big four and major players through to small niche operators
Our reputation – we consistently deliver and our contacts vouch for our service
Our experience in the sector means we are able to advise on nuances other recruiters miss.
We are able to give real advice on what talent is available and bespoke salary research to back this up
Deep market knowledge – we provide quarterly reports on supply and demand market conditions for procurement skills helping people to make informed decisions on the market – link to QMU’s
We understand the distinct skills required for client facing roles in consulting and can find people with the transferable skills to succeed.
They know we command the respect and confidence of proven consultants who prefer our approach to the more aggressive and transactional approach of many other recruiters.
What we focus on
Predominantly our focus is on Procurement and supply chain and we have a proven track record sourcing candidates from Analyst to Partner level in the following specialisms
Procurement and supply chain consulting
Digital Procurement transformation – P2P, S2C, Contract Lifecycle Management, eSourcing
Spend Analytics – link to SM page
What distinguishes us
Our experience and understanding of the sector. This gives us the knowledge of style and cultural fit as well as the kind of work firms typically undertake. We are able to see behind generic words and phrases to ensure a real match for client and candidates
We act as advisors to several leading players in the market
We have hands on Director level input to every project and assignment ensuring that extra insight really does make a difference
We recommend candidates that meet the specific brief – we would rather send a shortlist of one candidate than several vaguely matching CV’s
We don’t spam the market. We know who to approach in our network first. If we go outside our network we fully screen and qualify people beforehand.
Our mix of traditional search techniques allied to active networking and social media attraction means we can identify and target the best people others can’t. We engage and interest people who would not normally respond to an approach.
Why the top performing consulting candidates come to us
Candidates tell us that our pragmatic, genuine and open approach makes us different
The knowledge /and the advice we bring to help people understand their options
We advise and help rather than sell
They know we have a network of genuine connections – a broad network from small niche firms to the large players
Our reputation. People regularly recommend us.
We have a genuine passion and involvement in the sector
We take pride in our approachable style.
September is traditionally a busy time in recruitment with fresh candidates coming onto the job market after the summer holidays.
We are currently working with some excellent talent in both direct and indirect spend areas. We also have a selection of outstanding senior managers in both corporate and consulting roles along with an enhanced network of contacts in the spend management arena.
Below is a list of some of the excellent candidates we are working with at present. They are:
1. DIRECT SPEND
Head of Direct Procurement – FMCG
Global Category Manager – Raw Materials, API & Chemicals
Procurement Manager – Engineering & Capital
2. INDIRECT SPEND
Group Head of Procurement – Corporate Services
IT & Corporate Services Procurement Specialist
HR Category Manager
Procurement Intern – European Indirect Spend
3. CONSULTING & PROCUREMENT TECHNOLOGY SPECIALISTS
Consulting & Spend Management Director
eProcurement Change Consultant
e Procurement Implementation Manager
If you would like more details on any of these people please contact Andrew Daley on 0161 300 7978 or via email@example.com
These candidates are just a sample of those we are working with at present, and have largely been identified through our extensive networking and research across the european procurement community.
If you are having difficulty finding the procurement talent you need for you business but can’t see anyone relevant here please don’t hesitate to get in touch.
Have you seen our Q2 Procurement Market Update including the latest data on the demand for indirect spend expertise? You can download it here: Procurement Quarterly Market Update & Indirect Spend Index Q2 2013
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:
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.
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 firstname.lastname@example.org
Data For Q1 2013
As regular followers of our Procurement Quarterly Market Update will know, we take great interest in the trends we observe in the employment market for procurement professionals.
Our readers appreciate the insight we offer whether they be job seekers or hiring managers.
Much of our work is focussed on the services sector where indirect spend dominates the agenda, and this gives us a unique insight into this area of the market.
Given the interest now generated by the update, we felt that it would be beneficial to measure and track demand for the key indirect spend categories where our network and expertise are strongest. If you are a hiring manager this information will indicate the degree of competition you will face for the skills you require. For job seekers the data will help you assess current demand for your category expertise.
Since the beginning of 2013 we have measured the number of vacancies in each key area of indirect spend by collating data from three key sources: our own assignments, competitor analysis and software which analyses online advertising which gives an accurate snapshot of the current market trends.
To view the data please download the full edburydaley Indirect Spend Index pdf.
Slow Start To The Year?
It has in some ways been a slow start to year in the sense that recruitment processes appear to have slowed in pace in several sectors. In many cases hiring managers are under such pressure with their day to day work that they find it difficult to make the time to focus on recruitment. Others are facing delays in having roles signed off or are having to adapt to changing business needs.
That said there have already been a lot of moves in the middle tier of the permanent market (typically £40-£80k in the south east) this year and there is no shortage of demand in the most competitive areas of the market. e.g. indirect spend, see below for more details.
There is also clear evidence that many companies are planning hires for the new financial year and this could spark a flurry of activity in Q2.
As has been the case since the market began to recover, the competition for best indirect spend expertise remains strong in the corporate world.
Perhaps the best example of this is in Marketing where six blue chip companies within 30 miles of each other were looking for very similar experience at the same time earlier this year. Some of the roles remain vacant.
The other areas of category expertise in greatest demand at present are:
IT – Software more so than hardware and to a lesser extent telecoms.
Professional Services – There is still a relatively small pool of potential candidates in this area
HR – There are roles that are recruitment focused along with positions focusing on other areas like mobility, consultancy, compensation & benefits etc.
Travel & Meetings – Very much back on the agenda in the last twelve months with meetings appearing to grow in importance in the current climate. Supply Management recently commented on some research in this area published by the Economist Intelligence Unit and commissioned by American Express
Facilities Management – both soft and hard services.
Given the importance of indirect spend appointments to so many of our clients and the market in general, we have decided to formally measure how demand varies over time in the various indirect spend categories to provide some hard data to support our quarterly commentary.
Starting from January this year we are collating figures from across the private sector covering the number of roles in each of the key indirect spend categories. We will then track this on a quarterly basis to create The www.edburydaley.com Indirect Spend Recruitment Index. We will publish our first data in mid April.
The Interim Market
Despite the more pragmatic approach to day rates that has existed for at least 12 months now, the interim market remains slow with many quality contractors seeking new assignments.
Again we expect the new financial year to give this market a boost as is often the case with new budgets. This could be particularly marked this year with several consultancies needing interim resource if the projects referred to above are finally approved and experienced consultants are required at particularly short notice.
We are currently working with clients in FMCG, banking, pharmaceuticals, consultancy, leisure and business services and in each case we are aware of demand for similar skills from our clients competitors. However sector trends remain difficult to define with inconsistencies across each area. A good example is that of the IT Services sector where headcount restrictions exist in a couple of major players whilst some competitors have several open vacancies in procurement,
There remains very little movement at the most senior level of the market. As has been the case for the last two years big moves at CPO level are relatively rare, and leadership roles within smaller functions are still highly sought after by a large pool of highly qualified candidates.
Transformation Consultancy & Spend Management Providers
All of our consulting clients are busy with existing projects and bidding for new work, but headcount restrictions are common. Several of the big multi disciplinary practices and niche procurement specialists have resources stretched to capacity, and with new projects imminent with the start of the new financial year, many are having to plan their recruitment pipelines for the second quarter.
There is growing demand for both senior managers offering business development capability and experienced consultants in specialist Spend Management organisations. In terms of demand for staff this is demonstrating classic signs of a growing market.
If you wish to discuss any of the points raised in this article please contact Andrew Daley on 0161 300 7978 or via email@example.com