Case Study: How SCOPE Filled a Supply Chain Manager Role in 10 Days After Months of No Results

Company Profile

SnapPress is a specialty printing company based outside of Boston, Massachusetts, and operates as a subsidiary of a PCB and switchboard manufacturing group. The company produces printed materials across a wide range of substrates, with a focus on durable, high-performance applications: construction labels, road signage, weather-resistant graphics, and branded decals for the automotive industry. With approximately 30 employees and annual revenue near $15 million, SnapPress runs a lean operation where every hire carries real weight.

The Challenge

SnapPress had been trying to fill their Supply Chain Manager role for several months. Without a dedicated HR team, the CFO was leading the search. The search was being handled through job postings, which is a common starting point for companies without a dedicated recruiting function.

As the search continued, it became clear that the approach was reaching only active job seekers. Passive candidates, those who were employed and not looking, were outside the reach of the search. After several months, they had not found anyone who fit what they were looking for.

SCOPE’s Approach

SCOPE opened the engagement with a structured intake call with the CFO. Rather than taking a job title and moving straight to sourcing, the intake conversation was used to build a precise picture of what the role required versus what was simply preferred. Must-have skills, experience level, industry background, and cultural fit were all defined before a single candidate was evaluated.

From those outcomes, SCOPE built a candidate profile and job description tailored to what SnapPress actually needed. That foundation drove the entire search.

1. Intake Call with the Hiring Manager: Started with a direct conversation with the CFO to understand the role, the team, and what a successful hire would look like.

2. Role Clarity: Defined must-have skills, nice-to-haves, relevant industry and company background, and cultural fit criteria before any sourcing began.

3. Candidate Profile: Built a detailed profile of the ideal candidate based on the intake outcomes, not a generic template.

4. Job Description: Crafted a job description aligned to the profile that goes beyond listing responsibilities. It defined what success looks like at 3, 6, and 12 months so candidates could see the outcomes expected of the role and SnapPress could attract people motivated to deliver results.

5. Scorecard: Developed evaluation criteria to assess each candidate consistently against what SnapPress actually needed.

5. Customized Passive Search: Conducted targeted outreach to supply chain professionals who were not actively job searching and would not have been reached through a job posting.

6. Candidate Presentation with Detailed Feedback: Presented a curated slate of candidates with detailed notes on each, giving SnapPress the context needed to make a confident decision.

Candidates were evaluated against those criteria before a single name went to the client. Skills alignment, industry and company background, and cultural fit were all weighed throughout the process.

Learn more about our search process: How to find and hire top supply chain talent

Results

SCOPE delivered a curated group of four candidates within three days of beginning the search. Three of the four advanced to the finalist stage, and SnapPress extended an offer to one finalist, who accepted and started the role.

Following the hire, the CEO of SnapPress reached out to share feedback on the engagement, highlighting the quality of candidates presented, the speed of delivery, and the clarity of communication throughout the process.

What the client says

"After months of posting the role with little to show for it, SCOPE delivered three strong finalists in under a week. The quality of candidates, the speed of the process, and the clarity of communication throughout made this one of the smoothest hiring experiences we have had." 

— CFO, SnapPress

Why it worked

• The intake call and role clarity work upfront meant every part of the search was built on a precise understanding of what SnapPress actually needed, from must-have skills to cultural fit to what success looked like in the role.

• The candidate profile, job description, and scorecard were all built from that foundation, not from a generic template, so there was no guesswork in who SCOPE was looking for.

• A job description that defined 3, 6, and 12-month outcomes attracted candidates who were motivated to deliver results.

• Passive sourcing expanded the talent pool beyond active applicants, reaching professionals who were employed and not searching but who were the right fit for the role.

• Presenting four vetted candidates as a single curated group, each with detailed feedback, gave SnapPress a clear comparison and the context to make a confident decision. Three of four advancing to finals reflects the precision of the search.

If you're looking to hire top supply chain talent, work with a supply chain recruiting firm that knows the industry and has access to candidates you won't find on a job board.