Nationwide Supply Chain Recruiters & Executive Search.

SCOPE is a boutique search firm, not a high-volume staffing agency. Generalist recruiters and internal teams often rely on "post and pray" methods that only reach the 30% of the market currently looking for work. We take a highly strategic, consultative approach to reach the best talent in the industry:

Upfront Alignment & Scorecards: We cannot hit a target we cannot see. Every search begins with a Joint Intake call to perfectly align on the role and culture. From there, we build a custom Candidate Scorecard that eliminates "gut feeling" bias and ensures every candidate is evaluated on the exact same objective scale.

Practitioner Experience: Our team has over 20 years of hands-on experience in supply chain and procurement leadership. We know exactly what high performance looks like because we’ve done the jobs ourselves.

The Passive Talent Advantage: We penetrate the other 70% of the market—the passive talent pool—to reach the top 10% of performers. We don't just find who is available; we find who is best.

Real-Time Market Insights: We provide more than just resumes. If we find that compensation or requirements are misaligned with current market reality, we provide honest benchmarking data immediately to ensure your search remains highly competitive and viable.

Proven Speed & Quality: Our structured workflow doesn't just find better candidates; it finds them faster. We deliver an average time-to-fill of just 4.5 weeks and boast a 95% first-year retention rate, putting our results miles ahead of the industry average.

We operate nationwide and recruit across all industries. While we have deep roots in the manufacturing and supply chain sectors, our expertise scales across the board—from tech giants like Google to family-owned businesses, private equity firms, and startups.

• Our Locations: We are headquartered in Huntsville, AL, with team members and offices in Chicago, Atlanta, California, and the Northeast.

• Roles We Fill: We recruit across the entire value chain, including entry-to-mid-level roles (Buyers, Demand Planners, Supply Chain Managers) and executive leadership (Directors, Global Commodity Managers, VPs, and CSCO/CPOs).

The top 10% of supply chain talent isn't on job boards; they are already delivering results in their current roles. We identify "stealth performers" through:

Strategic Talent Mapping: We move beyond keyword searches into competitive intelligence. We track "pedigree signals" from companies with legendary supply chains (like Toyota, P&G, or Amazon) and identify leaders with multiple internal promotions.

Outcome-Based Sourcing: We look for results over job duties. We target professionals who quantify their impact—such as "optimized $50M in working capital" or "reduced freight spend by 12%"—rather than those with generic lists of responsibilities.

Proprietary Internal Database & Industry Immersion: We don't rely on public job boards or LinkedIn alone. We maintain a deep, specialized internal database of passive talent and actively network within elite supply chain groups and at major industry expos like ISM and APICS.

Peer-to-Peer Engagement: High-performing supply chain professionals often ignore generic outreach. Because we are former industry practitioners, we speak their language. We are able to connect with and engage top-tier talent who simply will not return a call from a generalist recruiter.

Passive Candidate Stability: Passive candidates perform 9% better than active candidates and are 25% more likely to stay with your company long-term. We focus on these stable professionals who make strategic career moves rather than reactive changes.

The hardest part of specialized recruiting isn't finding people—it's figuring out who has the hands-on skills versus who just knows how to describe them well on a resume. You can’t vet what you don’t understand. We combine our practitioner experience with a highly structured process:

The Joint Intake & Custom Scorecard: We cannot hit a target we cannot see. Every search begins with a kickoff call involving both HR and the Hiring Manager to align on the daily realities of the role. From there, we draft a custom Candidate Scorecard to evaluate everyone on the same objective scale and eliminate "gut feeling" bias.

Technical Vetting (The Follow-Up): Generalist recruiters often rely on checklist questions (e.g., "Do you have experience with S&OP?"). Because our recruiters have actually done the work, we know how to ask the technical follow-ups. We ask how a candidate handled conflicts when sales forecasts didn't match operations capacity. We listen for real-world execution—like inventory buffers, overtime shifts, or cutting the tail—rather than corporate buzzwords about "cross-functional meetings.

Data-Driven Submissions: We weed out the candidates who had exposure but lacked ownership. You will not receive sporadic emails; you will receive a curated batch of thoroughly vetted candidates once a week, complete with the Candidate Scorecard and detailed screening notes.

The rise of AI and digital transformation is rapidly reshaping the supply chain, making it critical to know exactly what kind of talent your business needs before you start hiring. We help organizations clarify whether they need a strategic thinker, a tactical executor, or hybrid talent.

Strategic Roles: These roles focus on long-term initiatives like supplier strategy, risk mitigation, and cost optimization. Success in strategic roles now requires high data fluency, the ability to lead cross-functional digital transformations, and the skill to leverage AI-powered predictive analytics.

Tactical Roles: These are execution-focused roles that support the day-to-day flow of goods—managing inventory, placing orders, and resolving immediate disruptions. Because AI is automating routine tasks, top tactical performers are those who can adapt to digital systems and handle complex exceptions alongside technology.

How We Help: We don't just take a job description at face value. During our Joint Intake process, we help you define the exact type of talent required to solve your specific business problems. We then assess candidates for future-ready skills like systems adaptability, data interpretation, and critical thinking.

Our streamlined recruiting process is 30% faster than the industry average, allowing us to deliver qualified candidates quickly without sacrificing quality.

Proven Speed: Our average time-to-fill is just 4.5 weeks. We consistently hit this target because we align on the process upfront and require a mutual commitment to a structured workflow.

Preventing Candidate Drop-Off: High-quality candidates are "perishable inventory". A transparent, structured process with clear timelines keeps top talent engaged. In a competitive market, waiting weeks to extend an offer or delaying feedback often results in losing elite candidates to competitors.

High Retention Rate: Speed does not mean compromising on quality. By combining our 4.5-week placement speed with a highly vetted talent pool, we boast a 95% first-year retention rate, ensuring long-term success and stability for your team.

High-quality candidates are "perishable inventory". To maintain search velocity, keep elite candidates engaged, and protect your reputation in the talent market, we require a mutual commitment to a structured operational rhythm:

Process Transparency: We ask that you share your standard interview stages with us upfront (e.g., Screen -> Manager -> Panel -> Offer). This allows us to set clear expectations with candidates, prepare them effectively for each round, and drastically reduce candidate drop-off.

Timely Feedback: Speed wins in this market. To keep top candidates from accepting competing offers, specific feedback on resume submissions is required within 3 business days. Post-interview feedback is required within 2 business days, and interview slots must be confirmed within 1 week of the request.

The "Pause" Protocol: Our boutique model relies on dedicated resource allocation. To ensure our team is utilized effectively, searches that go 5 business days without feedback or activity will be moved to "Inactive" status so we can reallocate resources to active searches.

Yes, we offer flexible search models designed to meet your specific timeline and hiring priorities:

Exclusive Contingency Search (20% Fee): Our most popular model. By partnering with us exclusively for just 30 days, you receive a reduced fee, dedicated resources, and prioritized outreach—with no long-term lock-ins.

Non-Exclusive Contingency Search (25% Fee): A pay-for-performance model where you can work with multiple agencies and only pay a fee if we successfully place a candidate.

Retained Executive Search: For confidential or senior leadership (VP/C-Suite) roles, we offer a customized retained model tailored to the specific scope and complexity of your search.

We stand behind the quality of every placement we make. Our goal is long-term success, not just filling a seat.

Entry to Mid-Level Roles: All hires include a 90-day replacement guarantee. If the candidate leaves or does not meet performance expectations within that window, we will re-initiate the search at no additional cost.

Director-Level & Executive Roles: For senior leadership positions, we offer extended guarantee periods that are discussed and tailored during the initial engagement process.

We’ve made it simple to kick off your search and align our teams for success. Here is our proven process to get started:

Contact & Consultation: Reach out directly via phone or email, or schedule an initial consultation to discuss your specific hiring goals, company culture, and role requirements.

Select Search Model & Execute Agreement: We will review our flexible search options (Exclusive Contingency, Non-Exclusive Contingency, or Retained). Once you choose the best fit for your timeline, we execute the agreement to align on the process and officially launch our partnership.

The Joint Intake (The Kickoff): Once the agreement is signed, we require a kickoff call with both the HR/Talent Acquisition lead and the direct Hiring Manager. We view this as a partnership: we need to align on the process with HR and the daily realities of the role with the functional manager.

The Scorecard (The Calibration): Following the intake call, SCOPE will draft a custom Candidate Scorecard. We will submit this to your team for review and approval. We do not start sourcing until we have agreed on this document.

Launch & Weekly Sprints: Once aligned, we begin our targeted sourcing strategy. You will not receive sporadic, messy emails. You will receive a curated batch of vetted candidates once a week.

Hire with Confidence: We guide you through the entire process—from interview coordination and feedback loops to final offer negotiations and onboarding. We are ready to get to work.