Why I Run Retained Supply Chain Executive Searches

For companies evaluating retained executive search for senior supply chain leadership, here’s how I approach it.

Most hiring problems don’t come from a lack of resumes.
They come from the wrong hire looking good on paper and failing in reality.

On a recent search, I spoke with 67 candidates.
I submitted 3.

The other 64 weren’t weak.
They just weren’t right.

That level of selectivity is only possible in retained work.

Retained searches give me room to slow down early, ask harder questions, and pressure-test motivations instead of just reviewing resumes. It allows me to say no quickly when something doesn’t align—even if the profile looks fine at first glance.

This protects both sides.

Clients avoid costly mis-hires that stall operations or damage teams.
Candidates avoid stepping into roles that were never set up for success.

It also allows me to stand fully behind the work.

Every retained search I run includes a 12-month replacement guarantee.
If the hire doesn’t work out, I fix it.

Contingent recruiting rewards speed.
Retained recruiting rewards judgment and accountability.

If you want resumes fast, I’m not your guy.
If you want the right hire and fewer regrets, that’s where I operate.

Top Supply Chain Recruiting Firms in the U.S. (2026)

Anthony Allen
talent@scmhire.com
256.497.1212