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  • Your UK Employment Outlook 2026

    Your UK Employment Outlook 2026

    Curious about the latest UK employment trends that are shaping the year ahead? You’re in the right place. Read on to discover the latest employment updates from our team on tax bandings, skills shortages to tap into, and much more. 

    What do the current tax bandings mean for your pay?

    In a nutshell, the structure of UK income tax remains unchanged, with thresholds frozen until 2028:

    Personal Allowance: £12,570 (0%)

    Basic rate: 20% (£12,571 to £50,270)

    Higher rate: 40% (£50,271 to £125,140)

    Additional rate: 45% (over £125,140)

    The freeze on tax thresholds creates what is unattractively known as “fiscal drag”. This means that as your wages rise with inflation, a larger portion of your income is “dragged” into higher tax brackets, which effectively reduces your real-world buying power. Employees near the £50,270 and £100,000 brackets are hit hardest, as surpassing £100,000 creates a 60% effective tax rate as your personal allowance is gradually withdrawn. To add insult to injury, recent hikes in Employer National Insurance (rising to 15% in April 2025) put indirect pressure on staff. 

    However, there is a positive shift. Employers are becoming more aware of this pressure and are increasingly offering:

    • Salary sacrifice schemes (particularly pensions)
    • Bonus structures and non-cash benefits
    • Flexible working arrangements that reduce the overall cost of living

    In other words, the total reward is becoming more strategic and is less about just salary.

    Are you better off on a lower salary because of childcare and tax allowances?

    This remains a key concern, particularly for mid-to-high earners. As outlined by HM Revenue and Customs (2025 guidance):

    • Childcare support cuts off at £100,000 income
    • Personal allowance tapers above this level, creating a 60% effective tax band

    This can create short-term situations where earning slightly less results in higher net income.

    However, the wider trend is encouraging:

    • Employers are increasingly offering family-friendly benefits packages. Our policy at Bramwith is to ensure all our colleagues are supported, no matter what their situation. This includes benefits and accommodations that reflect the importance of promoting a healthy work-life-family balance. 
    • More organisations are introducing enhanced childcare support and flexible working policies
    • Salary structuring (e.g. pension contributions) is more widely understood and used

    The result: employees have more tools to manage their income strategically rather than being constrained by headline salary alone.

    Why are skills shortages still shaping the UK labour market?

    Skills shortages remain one of the defining features of the UK economy. However, they’re also a major source of opportunity.

    The Future of Jobs Report 2025 from the World Economic Forum highlights ongoing shortages in supply chain skills, reinforcing the need for candidates who can support future growth and modernisation. Demand for procurement professionals continues to outpace supply, with skills gaps particularly acute in strategic sourcing, supplier risk, and sustainability

    What’s driving this?

    • Ongoing global supply chain volatility
    • Increased regulatory and ESG requirements
    • The growing importance of procurement as a strategic function

    What does this mean for procurement and supply chain professionals?

    This is where the outlook becomes much more positive. As we know, procurement and supply chain roles are no longer viewed as purely operational; they are now central to business resilience and growth.

    The Gartner Supply Chain Outlook, 2025 report highlights that:

    • Supply chain leaders are playing a bigger role in enterprise strategy
    • Organisations are investing more in digital supply chain capabilities
    • Talent development is a top priority

    In practical terms, this means:

    • Greater visibility and influence within organisations
    • Faster career progression for high-performing professionals
    • Increased demand for hybrid skill sets (e.g commercial + digital + strategic)

    Which skills will be most valuable in 2026 and beyond?

    Across all sectors, but perhaps especially in procurement and supply chain, the most valuable professionals are those who combine technical expertise with strategic thinking.

    Insights from the World Economic Forum (Future of Jobs Report) and Chartered Institute of 

    Procurement & Supply highlight demand for:

    1. In-demand procurement and supply chain skills:
    2. Supplier relationship management
    3. Risk and resilience planning
    4. Sustainable sourcing and ESG compliance
    5. Data analytics and digital procurement tools
    6. Contract negotiation and commercial acumen
    7. Core transferable skills:
    8. Adaptability
    9. Stakeholder communication
    10. Problem-solving
    11. Leadership

    The key trend: Employers are increasingly hiring for capability and potential, not just experience. This opens doors for professionals willing to upskill or pivot.

    How is pay evolving in procurement and supply chain?

    While overall wage growth is stabilising, procurement and supply chain remain relatively strong performers.

    The Office for National Statistics (2026 labour market data) shows steady wage growth across professional services and logistics-related roles.

    Meanwhile, industry insights from the Chartered Institute of Procurement & Supply indicate:

    • Continued upward pressure on salaries for skilled professionals
    • Increased use of bonuses tied to performance and cost savings
    • Strong contract and interim markets

    Encouragingly, many organisations are recognising procurement’s direct impact on cost control and value creation, which is translating into greater investment in talent.

    Is job security improving?

    The picture here is more stable than you might expect. In February 2026, the Bank of England suggested that hiring demand is softening slightly, but unemployment remains relatively low

    In procurement and supply chain, job security is often stronger due to:

    • The critical nature of these functions
    • Ongoing global uncertainty that requires skilled oversight
    • Increased focus on resilience and continuity planning

    In short, these roles are becoming much more essential, not less.

    What should employees be doing now to stay ahead?

    The most successful professionals in 2026 are those taking a proactive, informed approach. Key areas to consider honing your skills in include: 

    Financially:

    1. Understand how tax thresholds affect your take-home pay
    2. Use pension contributions or salary sacrifice where appropriate
    3. Consider the full value of your benefits package

    Professionally:

    1. Invest in procurement and supply chain skills that align with future demand
    2. Build digital and data literacy
    3. Seek roles that offer strategic exposure, not just operational responsibility

    Strategically:

    1. Think long-term about career growth, not just immediate salary
    2. Position yourself in sectors with strong demand, like procurement, logistics, and supply chain
    3. Work with a specialist procurement and supply chain recruitment company to optimise your chances of finding your ideal role

    Maintaining an optimistic outlook

    While headlines often focus on constraints such as taxes, inflation, or economic uncertainty, the underlying story is more positive.

    For UK employees, particularly in procurement and supply chain:

    • Demand for skills is strong
    • Career pathways are expanding
    • The role of these functions is becoming more strategic and visible

    At the same time, employees have greater awareness and control over how they manage income, benefits, and career progression.

    If you’re looking to take the next step in your procurement and supply chain career, talk to us. We work with some of the top businesses in the UK and globally, many of which are currently actively recruiting. Get in touch today to start your journey to your dream role.

  • How to Bounce Back from a Redundancy

    How to Bounce Back from a Redundancy

    How to Bounce Back from a Redundancy

    Whether you’re bracing for the possibility of redundancy or have already received the news, you’re probably going through a tough time. This change in circumstances can be one of the most challenging in your career and it’s completely understandable to feel overwhelmed or unsure what to do next. 

    We’ve helped a fair few candidates to navigate redundancy and can honestly say, the best way forward is to focus on potential new opportunities and prepare yourself for the next steps. With this in mind, let’s take a look at some straightforward ways you can bounce back from redundancy. 

    Take time to reflect

    The secret is to find a balance between pausing to absorb the news and not allowing yourself to succumb to negative feelings. If your situation is a result of organisational changes or similar, remind yourself of that. We live in a volatile world, after all. Affirm to yourself that your redundancy is not a personal failure and take some restorative time to reflect on your achievements, skills, and experiences. Consider what you enjoyed most in your previous roles and what you’d like to pursue in the future. Write all your ideas down and/or review them with a trusted friend or peer. Keep open to new opportunities, sectors, job types and even working arrangements. For example, perhaps now is the time to consider consultancy or a move to hybrid work. 

    Reconnect with, and extend your network 

    Networking is one of the most powerful tools in job hunting, so now is exactly the right time to leverage your connections and reconnect with former colleagues, managers and industry contacts. 

    There is no shame in redundancy, as a quick look at your LinkedIn feed will demonstrate. It is happening to the best of us, so be honest with your network. Let them know about your current situation and express your interest in exploring new opportunities. LinkedIn, in particular, seems to be a very supportive community for people experiencing career challenges. Keep in mind that most people understand the fragility of the job market, global economy etc and want to help, or may know someone else who can. 

    Optimise your LinkedIn profile

    Before you start attending events and sending out CVs you need to make sure your LinkedIn profile is 100% up-to-date and optimised. That means requesting recent recommendations from either your past employer or a client or peer, reviewing the format, wording, profile pic etc – pretty much everything. 

    Pay particular attention to your summary and profile pic to ensure you make the best first impression possible. At the time of writing you could edit your profile to show you are actively looking for work, so it’s well worth doing that, too. 

    Attend industry events

    This carries on from the previous point in many ways. Networking events, both specific to procurement and supply chain and more general business events in your town or city, are brilliant ways to connect with potential employers and people who might know of jobs that could suit your skills and experience. They can also be really fun. Remember, networking is a two-way street so be open to helping others in whatever ways you can. 

    Identify skill gaps

    The world of business, particularly procurement and supply chain, is constantly evolving. Take some time to analyse the job market and identify any skill gaps you may have. Perhaps there are new tools you could train yourself on to boost your CV, or maybe you could sign up for a leadership or management training course. 

    You could also consider enrolling in courses or obtaining certifications that are valued in your field. Programs like CIPS (Chartered Institute of Procurement & Supply) can make your CV stand out from the competition. 

    Update your CV

    Perhaps you haven’t reviewed your CV in a while, or even since you took on your previous role. So, now’s the moment to take a fresh look at your CV and ask that trusted friend to do the same. Make sure it highlights your most recent achievements and skills, with solid examples of successes. 

    Need to update your resume? Take a look at our top tips for producing an outstanding CV.

    Reach out to recruitment specialists

    If you aren’t already registered with Bramwith, give us a call ASAP. We would love to discuss your next steps forward. We’re connected to some really exciting businesses, globally, that are actively looking for talented and ambitious procurement and supply chain candidates. 

    What’s more, our team of experts understands the nuances of the procurement and supply chain industry and we know the importance of getting back in the driving seat after a setback. We can help you navigate the job market and connect you with potential employers that fit with your skills, goals and aspirations. 

    You can also take a look at our current procurement and supply chain vacancies.

    At Bramwith Consulting, we’re here to support you every step of the way. Get in touch with our team today to explore current opportunities and take the next step in your procurement and supply chain career. Together, we can help you bounce back stronger and more resilient than ever.

  • Big vs. Small Consultancy: Making the Right Procurement and Supply Chain Career Move

    Big vs. Small Consultancy: Making the Right Procurement and Supply Chain Career Move

    When finding your ideal role in procurement and supply chain, size matters. You’ve already made the wise decision to join this exciting and innovative sector. Still, you want to choose the best environment for your personality, goals, aspirations and circumstances. 

    Big and small consultancies offer their own set of advantages and drawbacks which are well worth reviewing before you begin your search. This article outlines the pros and cons of working for both, so you can make an informed decision that will fulfil your personal and professional goals, long into the future. Here’s what you need to know about working in small and large procurement and supply chain consultancies. 

    Big procurement and supply chain consultancies: The pros

    Large consultancies can provide exciting opportunities and great exposure to a variety of high-profile projects and some of the leading lights in the procurement and supply chain sector. However, there are downsides too. Let’s take a look at both the pros and cons of big consultancies. 

    1. Prestige and recognition

    This isn’t always the case, but joining a larger consultancy often comes with the prestige of being associated with well-known brands. Alongside the budgets and benefits you may enjoy when working with household names, having these businesses on your resume can open doors and provide significant leverage in your career.

    2. Resources and opportunities

    Big consultancies typically have plenty of resources at their disposal. Again, it’s not always guaranteed but choosing a role with a larger procurement and supply chain consultancy may mean you have access to the latest tech and tools, extensive training programs and the opportunity to work on high-impact, high-profile projects. Being exposed to these additional resources can significantly accelerate your learning curve and ensure your skills remain relevant and up to date. Plus, it can give your earning potential a serious boost!  

    3. Networking

    Bigger consultancies have considerably larger numbers of employees and a substantial global footprint. This means you’ll have access to extensive and varied networking opportunities. You’ll have the chance to connect with experts, attend high-profile industry events and build a diverse professional network that can be invaluable throughout your procurement and supply chain career.

    4. Structured career path

    Not everyone wants a clear career path, but if that’s important you may find that big consultancies are a better fit. Big consultancies often have well-defined career trajectories and progression opportunities with transparent performance metrics and promotion criteria. And if you’re looking for a bit of a change or the opportunity to travel and experience different cultures, there could be potential for international assignments. 

    Big consultancy: The cons

    1. Possible impact on work-life balance

    The demanding nature of projects at big consultancies can lead to long hours and significant travel. The high expectations and rigorous schedules may make it challenging to maintain a healthy work-life balance, leading to burnout if not managed properly. If you are considering a job at a large consultancy you can always ask your procurement and supply chain recruitment consultant about the workplace culture at the organisation. Not every multinational has these sorts of requirements, after all! 

    2. Limited autonomy

    In a large organisation, processes and protocols are often highly standardised. This can limit your ability to innovate or implement changes quickly. If you thrive on independence and have an entrepreneurial spirit, you might find the bureaucracy rather stifling.

    3. Competitive environment

    The competitive nature of big consultancies is both a pro and a con. While it can drive high performance and ambition, it can also create a high-pressure environment that requires a thick skin. Constantly needing to prove yourself and compete for promotions isn’t for everyone.

    Small procurement and supply chain consultancy: The pros

    Small but perfectly formed, modestly-sized procurement and supply chain consultancies are great for ambitious professionals who want to make their mark. However, they may hold some candidates back. Let’s take a look at the benefits and drawbacks of smaller consultancies. 

    1. Diverse responsibilities

    In a small consultancy, you’re likely to be asked to wear several hats. This can provide a broader range of experiences and the opportunity to develop a versatile skill set which should keep you motivated and inspired. You’ll often have more hands-on involvement in projects, allowing for a deeper understanding of different facets of the business. 

    2. Close-knit team

    Working in a smaller team helps to foster a sense of camaraderie and close working relationships. The collaborative environment often means more direct communication and a supportive culture where your contributions – and your unique character – are easily recognised and appreciated.

    3. Flexibility and innovation

    Smaller consultancies tend to be more agile and flexible. With fewer layers of management and fewer bureaucratic obstacles, decision-making is quicker and there’s more room for innovation. If you have an entrepreneurial mindset, this environment can be highly rewarding.

    4. Work-life balance

    As with larger agencies, this can vary, but smaller consultancies may offer better work-life balance compared to their larger counterparts. The culture can be less formal and more flexible and accommodating, leading to a more enjoyable and balanced work experience.

    Small consultancy: The cons

    1. Limited resources

    Smaller firms may not have the same amount of available resources as big consultancies. This can mean reduced access to the latest tools and technologies, fewer training opportunities and potentially a narrower scope of projects.

    2. Less prestige

    A smaller consultancy might not have the same brand recognition as a larger one. This could impact your resume and the perceived value of your experience in the eyes of future employers. 

    3. Career progression

    The flexibility and hands-on culture we mentioned above may also result in a less clear-cut or structured career path. With fewer senior positions available, advancement can sometimes be slower or less predictable.

    Making the right decision

    Choosing between a big and small consultancy ultimately comes down to personal preference, the kind of workplace culture you are seeking, your personality and mindset and – of course – your career goals. Here are some tips to help you decide:

    1. Carry out an honest self-assessment

    Consider your career aspirations, work style and personal values. Do you thrive in a structured environment with clear progression, or do you prefer a flexible, innovative space where you can try out lots of different projects and tasks? If you aren’t sure, ask your peers and friends about their impressions of the way you work or think back to what past employers or college tutors said about your strengths, attitude and approach. 

    2. Do your research

    Look into specific companies you have an interest in; their cultures, workplace hierarchies, opportunities and the types of projects they handle. Talk to current and former employees if you can to get a sense of what day-to-day life is like. You can also talk to the team at Bramwith who will be more than happy to discuss what kinds of procurement and supply chain companies and roles might suit you. 

    3. Consider both short and long-term goals

    A job isn’t necessarily for life, but it’s a good idea to think about where you want to be in 5-10 years. Then you can start working out which environment aligns better with your long-term career objectives and your life plans. 

    4. Work-life balance

    This is the perfect moment to evaluate how important work-life balance is to you. Consider the typical hours and travel requirements of roles at both big and small consultancies. Will you be able to cope with staying late regularly without it affecting your mental and physical health? Or perhaps you are happy to sacrifice your personal life to achieve more in your career. There is no right answer here, it is all about discovering what is best for you. 

    5. Networking

    Learning from others is incredibly valuable. Leverage your network to gather insights and advice from professionals who have experience in both settings. Their firsthand knowledge can provide useful perspectives to ensure you make the right decision.

    Your next steps

    In the end, both big and small consultancies offer unique opportunities and challenges. By carefully considering your preferences, motivations and career goals, you can make a decision that will set you on a path to a fulfilling and successful career in procurement and supply chain.

    Whether you’re looking for a new role or starting out in your career, we’d love to help. We are connected to some of the most exciting, innovative and successful procurement and supply chain businesses in the world. Companies that are actively looking for talented and ambitious professionals. Contact us today and start your journey to your ideal procurement and supply chain role.

  • Rediscovering the Joys of Office Life

    Rediscovering the Joys of Office Life

    It seems like eons ago we were navigating a seemingly endless stream of Zoom calls and virtual meetings. Many of us are still working remotely but there are plenty who are rediscovering the joys of office life or benefitting from hybrid arrangements. 

    In 2023, a study revealed that only 16% of UK employees opted for exclusive remote work despite more than half of surveyed employers providing remote work options. This suggests a strong preference for face-to-face working, highlighting the value employees place on in-person interactions and the collaborative environment offered by physical workspaces. Let’s take a look at why people are rediscovering the joys of office life. 

    The ability to thrive in a collaborative workplace

    No longer confined to the two-dimensional – and let’s face it, rather drab – world of virtual meetings, the physical workspace becomes a dynamic environment where ideas and opinions flow freely. The power of real-time brainstorming and the immediacy of spontaneous discussions create an atmosphere that fosters creativity in ways virtual interactions struggle to emulate.

    The energy of communal workspaces provides the ideal platform for the cross-pollination of ideas. Sharing experiences with people from other departments often provides a springboard to new projects or concepts to test out. Sometimes simply overhearing a conversation can spark a lightbulb moment that could improve a project’s outcomes or just make your colleague’s day a little bit easier or more enjoyable. 

    The chance to form strong relationships

    The return to the physical workspace isn’t just a shift in location; it’s the opportunity to forge strong, long-lasting relationships that extend beyond professional ties. Virtual happy hours and digital team-building exercises were a great solution to a pretty pressing problem, but they can’t hold a candle to friendships and alliances that are made in the workplace. Water cooler chats, hallway meetings and shared lunches form the backbone of a thriving workplace, creating a positive and supportive environment that people want to show up to. It also makes your business more attractive to prospective candidates, meaning you have a better chance at recruiting and retaining the top talent.

    You feel connected to the company’s success

    Feeling connected to the success of the company gives people a sense of purpose. It fosters a sense of belonging that significantly boosts morale and helps create an atmosphere of infectious motivation and pride in your own and each other’s work. The physical presence of colleagues working towards a common goal creates an environment where dedication and hard work are witnessed firsthand. The result? The office becomes more than a workspace; it transforms into a hub where every individual sees themselves as an integral part of the collective success story.

    Benefitting from a culture of professional development

    We all want to grow and evolve professionally and to help our workmates do the same. Training programs are very effective in an online environment, but they are generally more impactful in the long-term when backed up with face-to-face training, job shadowing or mentorship. 

    Observing how colleagues tackle challenges in real-time, engaging in immediate feedback sessions and benefiting from 1-1 coaching and guidance are integral aspects of a collaborative learning approach. The office becomes a place where the exchange of knowledge is not limited to scheduled sessions but happens organically, creating a culture of growth that permeates the whole workspace.

    In an immersive learning environment, individuals experience a deeper level of engagement. The presence of trainers and the collaborative spirit within the team foster not only individual growth but also team adaptability. The training sessions aren’t just educational events but dynamic, interactive, collaborative experiences that contribute to the holistic development of both individuals and the collective workforce.

    At Bramwith, we are incredibly proud of our positive workplace culture and of our talented and dedicated team. If you’re interested in a career in procurement and supply chain recruitment find out about the exciting benefits and rewards on offer at Bramwith.

    Fulfilling your potential with the right recruitment partner

    Whether you want to find your dream job or are planning on upskilling your team, your success depends on working with the right procurement and supply chain recruitment partner. It’s important to choose a company that understands the pulse and complexities of the industry, that values collaboration and is committed to building relationships that go way beyond work placements.

    Contact our team today to find out how we can help you in 2024 and beyond. 

  • Procurement and supply chain recruitment recap of 2023

    Procurement and supply chain recruitment recap of 2023

    As the curtains fall on 2023, another whirlwind year in procurement and supply chain recruitment, it’s time to dissect the trends that have steered the industry. Join us in unravelling the key events and technologies that have defined the past 12 months, including some tips on how to tackle the challenges and capitalise on the opportunities that 2024 might present. 

    Embracing automation and data-driven strategies

    In the pursuit of operational excellence, businesses enthusiastically embraced recruitment automation and data-driven strategies throughout 2023. This strategic shift went beyond mere adoption; it was a testament to the recruitment industry’s adaptability to cutting-edge technologies. Companies dove into a thorough exploration of data analysis, leveraging insights for nuanced recruitment strategies aimed at acquiring not just candidates but high-quality contributors to their teams.

    Tips for 2024:

    • Dynamic tool integration: Beyond Google Analytics and ATS, explore dynamic tools that integrate seamlessly with your processes. Look for solutions that offer real-time analytics and adapt to the evolving recruitment landscape.
    • Continuous learning culture: Encourage your team to stay on the pulse of evolving data-driven strategies. Invest in training programs that keep your workforce adept at utilising advanced tools and methodologies.

    Social media as a talent hub

    The significance of maintaining a robust social media presence continued throughout 2023. Platforms like LinkedIn, Facebook, Instagram and Twitter continued to be vital hubs for talent discovery, especially in procurement and supply chain roles. Beyond a mere job posting ground, these platforms became dynamic spaces for companies to tell their stories, showcase company culture and engage with potential candidates.

    Tips for 2024:

    • Storytelling through visuals: Leverage the power of visual content on platforms like Instagram and Facebook. Share behind-the-scenes glimpses, employee spotlights and visually appealing content to amplify your employer brand.
    • Keep your profiles up to date: If you’re looking for a new role, make sure your profiles are up to date with plenty of ‘trust indicators’ such as testimonials from peers. 

    Balancing AI efficiency with a human touch

    The narrative around Artificial Intelligence (AI) continued to evolve in 2023. While businesses leveraged AI tools to streamline hiring processes, the human touch remained non-negotiable. The year underscored the importance of finding a harmonious balance where technology enhances efficiency without eclipsing the crucial human elements of judgement, empathy and understanding.

    Read more about AI in procurement and supply chain recruitment.

    Tips for 2024:

    • Don’t overly rely on the tools: Creating job ads or resumes solely using AI is not OK. People can tell when ChatGPT has been overused. Creating a first draft is fine but make sure you put your unique spin on the content and proof well! 
    • Ethical AI practices: Invest in AI technologies that prioritise fairness and ethical practices. Regularly review and update algorithms to mitigate bias and maintain transparency in decision-making.

    The rise of virtual recruiting

    Virtual recruiting took centre stage in 2023, marking a paradigm shift in how companies approached talent acquisition. With 70% of businesses incorporating virtual processes for recruitment and onboarding, the normalisation of remote work became a catalyst for tapping into diverse talent pools irrespective of geographical constraints.

    Tips for 2024:

    • Immersive virtual experiences: Elevate virtual interviews by creating immersive experiences. Leverage AR/VR technologies to provide candidates with a real sense of your workplace culture and environment.
    • Strategic remote onboarding: Refine your remote onboarding processes. Provide comprehensive digital resources, assign mentors and foster virtual team-building activities to ensure a smooth transition for new hires.

    Find out how Bramwith delivers a great onboarding process.

    Mastering predictive analytics

    Predictive analytics emerged as a game-changer in 2023, empowering recruiters to make well-informed decisions backed by historical and current data. Machine learning algorithms played a pivotal role in sorting through resumes, identifying trends and enhancing the effectiveness of hiring processes.

    Tips for 2024:

    • Holistic talent forecasting: Extend predictive analytics beyond individual hires. Use data to forecast overall talent needs, identifying skill gaps and emerging trends in the industry.
    • Customised learning paths: Leverage predictive analytics to tailor learning and development programs for employees. Identify areas for skill enhancement and create personalised learning paths to nurture talent from within.

    Humanising the automated world

    Despite the influx of advanced technologies, the importance of human intervention in the recruitment process cannot be overstated. AI and analytics are valuable tools, not substitutes for the personalised touch that ensures the right fit. As we look towards the future, maintaining this human connection in procurement and supply chain recruitment becomes paramount.

    Tips for 2024:

    • Emotional intelligence training: Invest in training programs that enhance emotional intelligence among your recruitment team. The ability to understand and connect with candidates on a personal level is irreplaceable.
    • Candidate feedback loop: Establish a robust feedback loop with candidates. Use AI tools to gather insights, but ensure that human touch prevails in delivering constructive and personalised feedback.

    We hope this article has given you some food for thought for the year ahead. Our final tip for 2024 and beyond is to work with the right procurement and supply chain recruitment company.  Whether you’re looking for your next career opportunity or need to upskill your team, we can help. Get in touch today to find out more. 

  • Navigating the Storm: The Intersection of Stress, Leadership, and Employee Well-being

    Navigating the Storm: The Intersection of Stress, Leadership, and Employee Well-being

    Work-related stress continues to be a serious issue across the UK. In 2023, the projected number of workers in Great Britain suffering from work-related illnesses stands at 1.8 million, with stress, depression, and anxiety accounting for nearly half of these instances. Approximately 914,000 cases of work-related stress, depression, or anxiety were estimated during this period.

    This ongoing escalation in work-related stress, depression, and anxiety cases serves as a stark reminder of the escalating concern surrounding mental health within the workplace. As leaders and conscientious colleagues, it is all of our responsibilities to support our team as they negotiate stress-related challenges. Read on to discover the intersection of stress, leadership and employee well-being and how you can make your workplace a more nurturing and healthy place for your team. 

    Understanding the Complexity of Workplace Stress

    Stress is not a uniform experience; its sources and impacts vary widely among individuals. It could stem from high-pressure deadlines, interpersonal conflicts, lack of job satisfaction, or even personal challenges that employees bring to work. Recognising this diversity of stressors is pivotal for leaders aiming to create a supportive atmosphere. Each stressor requires a tailored approach, acknowledging the unique needs of the individuals involved.

    The Transformative Power of Empathetic Leadership

    Empathetic leadership is vital for cultivating a stress-resilient workplace. Leaders who actively practise empathy not only understand the concerns and emotions of their employees but also respond with genuine care and support. Acknowledging an employee’s stress and taking the time to genuinely listen to them can make a significant difference. Empathetic leaders create a culture where employees feel safe to express their concerns, fostering trust and emotional security. This approach also demonstrates a capacity for being vulnerable which helps build trust and encourages people to share openly. 

    Fostering Transparent Communication

    Transparent communication is the lifeblood of a healthy workplace. Leaders must ensure that communication channels remain open, honest and respectful. Everyone should feel that their voice and their concerns matter. 

    Regular team meetings, one-on-one check-ins and feedback sessions provide useful platforms for employees to express their concerns and raise any issues. Additionally, transparent communication about organisational changes, challenges and successes helps employees feel involved and valued, reducing uncertainty and stress.

    Promoting a Culture of Appreciation and Recognition

    Feeling valued and appreciated for one’s contributions is a powerful stress reducer. Leaders should celebrate achievements, both big and small, publicly acknowledging the efforts of their team members. Recognition programs, employee-of-the-month awards, or a simple thank-you note can go a long way in boosting morale and reducing stress. When employees know their work is valued, their sense of purpose and job satisfaction increase, mitigating stress levels.

    Encouraging a Healthy Work-Life Balance

    Leaders play a pivotal role in promoting a healthy work-life balance. Encouraging employees to take regular breaks, use their vacation days and avoid excessive overtime demonstrates a commitment to their well-being. Implementing flexible work hours or remote work options where feasible can provide employees with the flexibility they need to manage personal responsibilities, reducing stress related to juggling work and life demands.

    Implementing Stress-Reduction Initiatives

    Organisations can introduce stress-reduction initiatives such as meditation sessions, yoga classes, or mindfulness workshops. Providing access to an Employee Assistance Program (EAP) that offers counselling services can be immensely valuable for employees dealing with personal or work-related stressors. You could also create designated quiet spaces within the workplace where employees can relax and unwind and can also contribute to stress reduction.

    Leading by Example

    One of the most impactful ways leaders can help employees navigate stress is by leading by example. Demonstrating self-care practices, acknowledging their own stressors and showing how they manage challenges sends a powerful message. When employees see their leaders prioritising well-being, they are more likely to do the same.

    So-called presenteeism (where people feel like they should stay late as their boss is still at their desk) must be avoided and, where possible, try to avoid responding to emails and calls while you are on leave. The more you are available unnecessarily the more your employees will feel like they need to be too. 

    Encouraging Social Support Networks

    Building a sense of community among employees can act as a buffer against stress. Encouraging team-building activities, mentorship programs, or even informal social gatherings fosters connections among colleagues. Having a supportive network within the workplace provides employees with outlets to share their concerns and seek advice, reducing the sense of isolation often associated with stress.

    Recommended Resources for Stress Management

    Meditation and Mindfulness Apps: Applications like Headspace, Calm and Insight Timer offer guided meditation sessions, breathing exercises and sleep stories tailored for stress reduction.

    Employee Assistance Programs (EAPs): Many organisations provide EAPs, offering confidential counselling and support services to employees dealing with stress, personal issues, or mental health challenges.

    Professional Development Courses: Courses on emotional intelligence, stress management, and resilience building, available on platforms like Coursera and LinkedIn Learning, empower employees with essential skills.

    Workshops and Seminars: Encouraging employees to attend workshops or seminars on stress management and mindfulness, conducted by experienced professionals, can deepen their understanding and provide practical techniques.

    The relationship between stress, leadership, and employee well-being is complex and multifaceted. By embracing empathetic leadership, fostering transparent communication and promoting wellness-related practices, leaders can create a workplace where employees feel supported, valued and equipped with the tools to manage stress effectively. Remember, navigating the challenges of stress is not just a task for individuals; it’s a collective journey that organisations and employees embark on together. Good luck with your endeavours and let us know how you get on. 

  • How to build your 5 year procurement career roadmap

    How to build your 5 year procurement career roadmap

    Procurement and supply chain management are vital functions of any organisation and demand for skilled professionals in these fields continues to rise. If you’re looking to build a career in procurement and supply chain, having a clear roadmap helps you stay on track and achieve your career goals. 

    In this article, we’ll provide tips on how to build your five-year procurement and supply chain career roadmap. We’ll cover some of the types of senior roles you could be aiming for and explore how working with the right recruitment company can support your career progression.

    Building a career roadmap in procurement and supply chain

    A career roadmap is a plan that outlines your career goals, the steps you need to take to achieve them and the timeline for doing so. When building a career roadmap in procurement and supply chain the first step is to identify your long-term career goals. Do you want to specialise in a particular area of procurement, or do you want to progress into a senior leadership role? Or perhaps it’s something else altogether. 

    Once you have identified your long-term goals, break them down into smaller, achievable steps that you can take in the short and medium term. For example, if your long-term goal is to become a category manager, your short-term goal might be to gain experience as a senior buyer or procurement specialist. To achieve this, you may need to develop skills like negotiation, project management and stakeholder engagement. 

    Now is the time to identify the resources you need to develop these skills, such as training programs, mentorship and on-the-job experience and build these into your career roadmap.

    Types of Senior Roles in Procurement and Supply Chain

    Procurement and supply chain offers a diverse range of career opportunities, with different roles requiring different skills and expertise. Some of the senior roles you could be aiming for include:

    Senior Buyer: Senior buyers are responsible for managing the procurement process for a particular category of goods or services. They work with suppliers to negotiate contracts and manage relationships and collaborate with stakeholders to ensure that procurement decisions are aligned with business objectives.

    Procurement Specialist: Procurement specialists have expertise in a particular area such as IT, marketing, or construction. They work with stakeholders to identify procurement needs, develop sourcing strategies and manage supplier relationships.

    Category Manager: Category managers are responsible for managing a portfolio of categories across an organisation. Like procurement specialists, category managers work with stakeholders to identify which procurement needs the business has. They also contribute to the development of category strategies and build and manage supplier relationships. They are also responsible for monitoring and optimising procurement performance across their portfolio.

    Why you need to work with the right recruitment company

    Building a successful career in procurement and supply chain requires more than just hard work and dedication. Working with the right recruitment company can make a significant difference in your career progression. A good recruitment company like Bramwith will take the time to understand your career goals, skills and experience and match you with the right job opportunities that suit your ambitions and circumstances.

    Bramwith has extensive experience in supporting candidates throughout their careers and we are committed to finding you the right jobs to progress your career. Our team of experienced consultants will work with you to understand your career aspirations and match you with the right job opportunities. We also provide support throughout the recruitment process, from preparing your application to negotiating your salary.

    If this sounds good and you would like to accelerate your career in procurement and supply chain get in touch today. We would love to help. 

  • How Bramwith help you accelerate your recruitment career

    How Bramwith help you accelerate your recruitment career

    At Bramwith we believe that investing in our employee’s career development is crucial for their personal growth, happiness and their job satisfaction. From their first days with us, we make sure we understand what motivates them and how we can help them achieve their goals and ambitions. 

    Many of our team have progressed from junior to senior roles over the years, often in an impressively short amount of time. This article offers an overview of how Bramwith can help you accelerate your career in procurement and supply chain recruitment. If you have any questions or would like to discuss the opportunities available, please get in touch today. We would love to talk to you. 

    Skills and training development

    We know that everyone has unique ways of learning and very different trajectories towards their career goals. Therefore, we offer a range of training programs catering to individual preferences and learning styles. We have both online and classroom-based courses and encourage employees to take advantage of these opportunities whenever possible.

    We also provide access to a variety of resources such as books, podcasts and webinars to help employees acquire knowledge and expertise in their respective fields. We encourage employees to share their learning experiences with colleagues and promote a culture of continuous learning throughout the business.

    Mentorship programs

    Mentoring is another key component of our career development strategy in procurement and supply chain recruitment. We connect employees with mentors who provide guidance and advice on industry or career-related matters. Our mentors are experienced professionals who understand the challenges that employees face and can offer actionable advice on how to overcome them.

    Our mentoring program focuses on building meaningful relationships between mentors and mentees. This helps employees feel supported and encouraged to take calculated risks, learn new skills and pursue their career goals.

    Read more about how we promote strong leadership at Bramwith.

    Setting the right KPIs 

    We believe that setting clear goals and objectives is essential for career growth. Therefore, we work with employees to develop individual Key Performance Indicators (KPIs) that align with their skills and ambitions. This approach ensures that employees have a clear understanding of what is expected of them and can focus their efforts on achieving specific outcomes and getting the rewards and recognition they deserve.

    Find out more about the benefits and rewards on offer at Bramwith. 

    Helping employees progress to senior roles

    We offer management training programs for employees who are looking to take the next step into senior recruitment roles. This helps them develop their leadership and people management skills and get a comprehensive understanding of the recruitment world from a leadership perspective. 

    We also provide training to improve their soft skills such as communication, decision-making, and problem-solving. This approach helps prepare employees for the challenges of senior roles and equips them with the necessary skills to succeed.

    Find out more about career development opportunities at Bramwith and hear stories from our recruitment consultants. 

    Providing regular support and feedback

    We understand that career development is an ongoing process. Therefore, we offer regular support and feedback sessions to help employees stay on track with their goals. We encourage and facilitate regular open and honest communication between managers and employees to identify areas for improvement and provide constructive feedback.

    We hope this article on how Bramwith can help accelerate your recruitment career has been useful and given you a taste of what life at our company is like. Whether you are starting your career or looking to take the next important step, we would love to hear from you. Get in touch today to find out more. 

  • How we promote strong leadership at Bramwith

    How we promote strong leadership at Bramwith

    Whether a team is working remotely, in the office or a mix of the two, leadership matters. Promoting good leadership has always been a priority at Bramwith. But in an age where some business terms get bandied around and misused we wanted to write an article about what leadership means to us and how our approach benefits our team. We’ll also hear from George Beale, a Bramwith Principal Consultant about his experience of leadership in our procurement and supply chain recruitment company. 

    What we mean by leadership at Bramwith

    Leadership traditionally means the ‘tone from the top’; how the management team operates and acts and the culture they promote. This is very much true at Bramwith but we extend the philosophy throughout the business. We encourage our experienced consultants to take on aspects of leadership in their roles; owning their work, mentoring others, and taking on more responsibility. Not only does this help them progress their career at Bramwith but it also ensures they get the most out of their role and they improve their skills and work experience. 

    This doesn’t mean we expect our team to take on tasks and responsibilities that they are not rewarded for – far from it. It simply means they are nurtured in their role to succeed in ways that are meaningful and important to them and that they develop the skill that will help them to become the people they are meant to be. 

    How we promote leadership at Bramwith

    We encourage our team to progress, personally and professionally.

    We recruit people who are a good fit for our business and our team. We are an ambitious company and we work hard to find people who we can nurture to progress within the company. That might be developing the skills and experience they need to become managers or it could be helping them get right under the skin of the industry and become an expert in one particular aspect of the business. 

    Find out more about career development opportunities at Bramwith. 

    We create a culture of well-being.

    As a close-knit team, we want to make sure that every colleague feels happy and fulfilled in their role. This means being able to speak up if something is wrong or if they need support, personally or professionally. While there are different levels of responsibility in the business; principal consultants, line managers and so forth, we promote a culture of leadership where all team members know there is someone to go to solve problems and nurture development; where senior staff are accessible and available. 

    We encourage people to be autonomous.

    While there is plenty of support available at Bramwith we also recognise the importance of encouraging our team to work independently and to ‘own’ their roles. That might mean developing and managing strong client relationships, seeking out learning and development opportunities, suggesting improvements for business processes or offering their services as a mentor. We trust our team to get things done and to think for themselves. Our senior management team isn’t afraid to delegate responsibility to the right people and we always reward and recognise those that step up. 

    We listen. Naturally, we will never get everything right and, as a forward-thinking company, we are always looking for ways to improve. This means listening to our team and taking on both good and bad feedback and then acting on it.   

    George Beale’s story as a Principal Consultant at Bramwith

    For George, one of the best things about working at Bramwith is being able to learn so much from the leadership team and their wealth of industry experience. He tells us; “Every employee is well supported with access to a variety of development opportunities so they can make informed choices about their career path and future goals with Bramwith when the time is right.

    “The senior management team is highly accessible and always on hand to support everyone regularly. The directors take the time to have daily chats with everyone as well as provide regular training opportunities. These can help employees to channel their skills, strengths and career ambitions towards relevant internal opportunities for development. 

    “From day one, recruits are paired up with a buddy to provide mentorship to take them through the start of their journey with Bramwith. Leadership is a positive strength at Bramwith with each of the directors having different qualities, knowledge, and specialist skills to offer that they readily share with the team.

    “Every employee meets their manager on a weekly basis for a one-to-one catch-up. KPI reviews take place every month and everyone knows what their goals are. The company’s approach is fair and transparent and this helps to motivate employees to do well. There are plenty of incentives, rewards, and motivating competitions thrown into the mix which help to encourage plenty of healthy competition and a highly-driven team. 

    Opportunities for development at Bramwith are accessible to all who want to further their career. Career development is aligned with each individual’s goals and specific skills and channelled towards following a business development or people management route under the guidance of the hands-on director’s leadership.

    George’s highlights about working at Bramwith are:

    • People genuinely enjoy working with their colleagues and there is a competitive but very supportive environment.
    • The team is always clear on what the shared company goals are.
    • The company makes the right investments to ensure that they can onboard high-quality hires who want to invest in their careers at Bramwith for the long term. This makes a strong and stable staff base. 

    If you are looking to progress your career and would like to hear more about the opportunities available at Bramwith contact our team today. 

  • Career development opportunities with Bramwith

    Career development opportunities with Bramwith

    Career development with Bramwith 

    Career development and progression aren’t just about climbing the ladder to the highest-paid, most senior roles (though these are also valuable ambitions!). Career progression includes all the activities, goals, opportunities and aspirations we have along our entire employment journey. At Bramwith, we take pride in guiding every colleague through their career development, giving them every chance at success. 

    For some people, success might mean working hard to get a promotion, take on more responsibility or even open a whole new arm of the business (as our Managing Director, Amit did when he launched our New York office). For others, success could mean focusing on learning new skills or moving to various parts of the business to get a 360-degree view of how it all works, operationally and culturally. 

    So, how do we make sure we offer and deliver the right career development opportunities for the breadth of skills and talent we are so proud to have at Bramwith? Here’s a short overview of how we support career development at our procurement and supply chain recruitment consultancy and why we have made it a priority since we started out in 2006. Make sure to read until the end to hear some stories of our team and their journey with us. 

    How we encourage and support career development at Bramwith 

    We listen

    From the very first day in their role, Bramwith colleagues are encouraged to tell us about their ambitions and how they would like to see their role and their career evolve. We want to know what kind of learning style people respond best to, and we want to find out which areas of the business are most interesting to them. We want to understand their goals and what success means to them. The we can start making it happen. 

    We create a career development strategy

    We do want to know what your so-called five-year plan is but we are also interested in what the individual journey should look like and how we can best work together to make it happen. We set realistic targets but also provide ongoing training and development that will help you achieve the success you deserve. When things are proving too challenging we discuss the best strategy going forward. We encourage our team to learn from past experiences and apply those learning to future actions. 

    We offer mentorship

    Learning from one another, sharing ideas and offering the voice of experience: these are all incredibly valuable aspects of career development. We are a close-knit team and we are a friendly one, too. Many of our top consultants have benefited from mentorship programs and cross-team support and are more than happy to help rising stars in the team in the same way. Mentorship is a wonderful experience for both parties and it is one of the things that keeps our team so strong and loyal. 

    We offer opportunities

    Much of our ongoing success as a procurement and supply chain recruitment leader is down to our commitment to developing and supporting our team. As you’ll see from the consultant stories below, promotions and growth opportunities happen regularly at Bramwith, often very early on in the career path. We want our people to succeed and be proud of themselves and their place in the company. We want them to realise their ambitions and make their mark in the world. We prioritise well-being and we never put our colleagues under unnecessary pressure. 

    We want our team to be rewarded for their hard work and to feel supported, included, accepted and valued. 

    To give you a flavour of how the career development path at Bramwith works, and the opportunities on offer, let’s hear from Amy and Rohan.

    Career development experiences from Bramwith Consultants

    Amy’s Story (Senior Consultant)

    Amy joined Bramwith when the pandemic and lockdown were in full force. The hybrid opportunities available at Bramwith meant Amy was able to take on a full-time role with us, working from home for four days a week and spending one day in the office when restrictions allowed. As Amy lives a long way from Bramwith HQ this means she has more time to spend with friends and family rather than commuting, while still being able to enjoy the benefits of being in our central London offices. 

    Although she works remotely, Amy says it makes no difference to her feeling part of the team; “Bramwith is a really inclusive, forward-thinking business and everyone makes sure I am included and that I never feel left out.

    “From the very first day, I felt like a valued part of the team. The onboarding process was really well-organised and I understood very quickly how career development worked and how I could progress from trainee to consultant. The targets were well-communicated and the team took the time to answer all my questions, which is important when you are getting to know a company and how it works.

    “Transparency and communication are crystal clear right across the company so everyone has the same understanding of what is expected and everyone has shared goals. There is plenty of trust and scope for autonomy. It’s a really friendly place with lots of enthusiasm at every level and there’s a strong work ethic across the company. I also really appreciate the amazing benefits on offer, including team holidays abroad and lunch clubs. 

    “I am delighted to report that I have now progressed to a role as a Senior Consultant. I am excited about my future at Bramwith.” 

    Rohan’s Story (Consultant)

    Rohan started with Bramwith over a year ago and within seven weeks at the company was offered a promotion! He tells us; “My experience at Bramwith has been incredibly positive. I am a very career-minded individual and was excited to discover that there are plenty of growth opportunities and a clear pathway for career progression that is readily available for those who work hard and can prove themselves.

    “The Bramwith team environment is set up for employees to succeed and there is a great deal of investment placed on learning and development support and opportunities. It’s a young and aspirational company that is energetic and has a supportive cohort.

    “I love that there is strong leadership from the top with amazing access to learning from the directors and senior managers who are all positive role models for the team. There are very clear boundaries and targets in place with healthy competition that makes working at Bramwith highly motivating. Everyone is provided with a clear path showing how they can progress in their career within the company.”

    If this sounds good and you’d like to find out more about developing your career at Bramwith contact our friendly team today.