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Category: Recruitment agency

  • 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are hit hardest, as surpassing £100,000 creates a 60% effective tax rate as your personal allowance is gradually withdrawn.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.

  • Is emotional AI transforming recruitment?

    Is emotional AI transforming recruitment?

    We remain clear in our belief that successful recruitment will always need human intervention. But we also know that some emotional AI tools such as chatbots that can ‘read’ people’s moods and respond accordingly and tools that reduce bias are beneficial when managing an ever-increasing to-do list. 

    Statista reports that 65% of consumers believe AI-powered emotional intelligence will play a significant role in their interactions with technology by 2030. Whatever your point of view, most of us agree that AI isn’t going anywhere. So, any efforts to make our interactions with it more natural and empathetic is surely a good thing.

    This article explores some of the roles that emotional AI currently plays in recruitment, what the potential benefits are and why we still need human intervention for the end-to-end recruitment processes. 

    What is emotional AI? 

    Emotional AI, otherwise known as affective computing, is a branch of artificial intelligence that aims to recognise, interpret and respond to human emotions. The technology analyses facial expressions, voice tones, body language and other signals to gauge mood and emotional state. You’ve probably already been exposed to emotional AI in your work and personal life, including the aforementioned chatbots and other customer service/feedback mechanisms. 

    The role of emotional AI in recruitment

    Emotional AI offers some significant advantages in the recruitment sector, mostly related to enhancing the efficiency and effectiveness of the hiring process. Traditional recruitment methods often rely on sifting through large numbers of resumes and conducting several rounds of interviews. This is time and resource-intensive and can limit the recruiter’s ability to assess a candidate’s suitability for a role. This is particularly true when it comes to soft skills, emotional intelligence and cultural fit. Emotional AI can provide deeper insights into these areas by analysing a candidate’s non-verbal cues and emotional responses during interviews.

    Emotional AI can also help identify character traits like empathy, resilience and adaptability by observing how candidates react to specific questions or scenarios. Procurement and supply chain roles often require professionals with strong interpersonal skills or who can handle high-stress situations effectively. AI can support the recruiter’s efforts when identifying these attributes. 

    Emotional AI and unconscious bias

    Emotional AI also has the potential to reduce unconscious bias in recruitment. Here are some examples: 

    Confirmation Bias: This occurs when hiring decisions are influenced by stereotypes or preconceived notions, such as preferring resumes with ‘white-sounding’ names. AI offers a solution to this by evaluating candidates impartially based on objective data like skills and experience.

    Implicit Bias: Subconscious beliefs or attitudes affect decision-making, for example when disclosing race on resumes reduces interview invitations for minority applicants. AI can mitigate this by screening based solely on objective criteria and flagging what it considers to be biased language.

    Halo Effect: This occurs when a positive impression in one area, like attending a particular school, influences perceptions in other areas. AI can counteract this by implementing objective evaluation processes that focus on specific performance criteria.

    Similarity Bias: This bias involves a preference for candidates with similar backgrounds or experiences, which AI can help eliminate by assessing candidates based on predefined criteria rather than personal similarities.

    Gender Bias: This bias involves favouring one gender over another, often disadvantaging people who identify as women. AI can address this by removing gender indicators and promoting a gender-neutral approach in the hiring process.

    Find out more about why emotional intelligence in recruitment matters.

    Benefits of emotional AI in recruitment

    Enhanced candidate screening

    Emotional AI can process vast amounts of data quickly, meaning recruiters can potentially screen candidates more effectively. By analysing facial expressions, vocal tones and other indicators it can identify the most suitable candidates for further evaluation, saving valuable time and resources.

    Improved interview processes

    By providing real-time analysis of a candidate’s emotional state during interviews, emotional AI can help interviewers ask more relevant questions and probe deeper into areas that may reveal a candidate’s true potential or concerns.

    Bias reduction

    As we outlined above, emotional AI can help mitigate biases in recruitment by focusing on emotional and behavioural data rather than subjective impressions or stereotypes. This can lead to more diverse and inclusive hiring outcomes.

    Better cultural fit assessment

    Understanding a candidate’s emotional intelligence and interpersonal skills can provide insights into how well they may fit into the company culture, reducing turnover and increasing employee moral and job satisfaction.

    Why recruitment still needs human intervention

    While emotional AI has the power to enhance and improve recruitment processes, it is simply not reliable or effective enough without input and insights from us humans.

    Here’s why. 

    • We need a nuanced understanding of emotions Emotional AI can recognise and categorise basic emotions, but the technology is still evolving and is unlikely to fully grasp the subtleties and complexities of human emotions. We are better equipped to understand context, intent and the nuances of different emotional states.
    • Ethical and privacy concerns The use of emotional AI raises important ethical questions around consent, data privacy and the potential for misuse. Quite understandably, candidates may feel uncomfortable about the idea of being analysed by AI during interviews, which could negatively impact their performance. Human oversight, by professionals who understand the situation and potential implications is essential to ensure that emotional AI is used ethically and that candidates’ rights and privacy are respected, at all times.
    • Balancing objectivity and empathy While emotional AI offers objective insights, recruitment requires a healthy dose of empathy and plenty of understanding. This is particularly true when providing feedback or making the right hiring decisions. Human recruiters can offer the necessary support and reassurance that AI lacks, creating a more positive experience for both the candidate and the recruiter.
    • Interpretation of results Data provided by emotional AI needs careful interpretation by recruitment or AI specialists. Emotional responses can be influenced by numerous factors, including stress, health, mood, what happened on the way to work that morning and so forth, which may not be relevant to a candidate’s suitability for a role. Human input from recruiters provides valuable contextualisation, helping to ensure decisions are fair and accurate.

    What is the future of emotional AI in recruitment?

    None of us knows what emotional AI will look like in six months let alone a few years. The technology is developing rapidly and adoption across the recruitment and business world will continue to increase. 

    However, we predict the future of recruitment will likely involve a hybrid approach, combining the analytical capabilities of emotional AI with the empathetic and ethical oversight of human recruitment specialists. This winning combination should help organisations make more informed, unbiased and empathetic hiring decisions, leading to better outcomes for all parties.

    Whether you’re a talented procurement and supply chain professional seeking a new role or a business looking to grow or upskill your team, get in touch today. We are connected to some of the top talent and most exciting businesses across the UK and beyond. Let’s have a human-to-human chat about how we can help you achieve your goals. 

  • How Trump’s tariffs are reshaping procurement and recruitment

    How Trump’s tariffs are reshaping procurement and recruitment

    The global economy is once again adjusting to a disruptive force; Donald Trump’s revived tariff agenda. His proposed and reinstated tariffs on goods from China, Mexico and many other countries are already reverberating through global markets. For procurement professionals and recruiters, the implications go far beyond stock price fluctuations. There will likely be significant increases in supplier risk, price volatility, cautious hiring and shifts in regional talent strategies. And that’s just the start.  

    The global tariff fallout. What’s happening and who’s being impacted

    Since early 2024, Trump’s messaging around reintroducing steep tariffs, starting with 10% across all Chinese imports and now introducing levies of 125%  (with the recent exemption of smartphones, computers and some other electronic devices) has already caused U.S. manufacturing costs to rise and investor confidence to waver. While the actual legislation is still being contested, global businesses are reacting fast.

    Procurement professionals are facing:

    • Rising costs of raw materials and components, especially in industries reliant on Chinese manufacturing like automotive, electronics and construction.
    • Supplier diversification pressures as the risk of overreliance on any single country becomes politically volatile.
    • Increased lead times due to rerouted supply chains, especially in logistics-heavy sectors.

    Impacts on recruitment are likely to be just as significant. Global hiring has slowed in procurement, manufacturing and logistics sectors due to project delays and margin pressure. As a result, some businesses are choosing to freeze hiring or delay senior appointments, including in supply chain and procurement functions.

    Markets with diversified supply chains and access to regional manufacturing hubs are seeing upticks in interest from global firms. However, regions deeply dependent on exports to the U.S. are suffering.

    These include: 

    • Germany and Japan, where automotive and machinery exports face increased scrutiny.
    • China is central to the trade dispute and sees knock-on effects in its manufacturing and shipping sectors.
    • UK and EU, who rely on stable U.S. trade. The UK is also looking to U.S. trade to help prop up lagging post-Brexit growth.

    Middle East and Singapore/APAC focus

    In the Middle East, the impact is more indirect. Gulf states are focused on diversification and investing in logistics hubs like Saudi Arabia’s NEOM and the UAE’s DP World. These regions are eyeing increased trade flows if global routes shift. However, volatility in global shipping and oil prices remains a concern, especially if demand from key markets like the U.S. slows.

    In Singapore and broader APAC, the risk is sharper:

    As a trade-reliant economy, Singapore is particularly vulnerable to tariff escalation. Reuters reported on 8th April 2025 that the country might see additional investment as manufacturers diversify.  

    Export-dependent economies like Taiwan, Malaysia and South Korea are likely to see reduced forecasts for 2025.

    APAC recruitment firms are reporting longer placement cycles in procurement and supply chain roles, with candidates wary of regional instability.

    How Bramwith can help you prepare

    In times of global uncertainty, the right team can make the difference between reacting and adapting. Bramwith is a specialist procurement and supply chain recruiter with deep sector knowledge and global reach. Whether you’re seeking professionals to help redesign your supplier network, strengthen local partnerships or lead sustainability-focused sourcing, we can connect you with proven talent to keep your operations agile and resilient. 

  • How to Choose the Right Procurement and Supply Chain Consultant

    How to Choose the Right Procurement and Supply Chain Consultant

    How to Choose the Right Procurement and Supply Chain Consultant

    Procurement and supply chain consultants offer a variety of benefits for businesses. To get the optimum ROI and the best experience in general, you need to pick the right person for your team and your operations. We’ve placed some of the top consultants available over the years so we thought we’d share our experiences and guidance with our community.

    From understanding your requirements to securing the best candidate, read on to discover how to choose the right procurement and supply chain consultant. 

    Understanding your needs

    You stand a far better chance of finding the right procurement and supply chain consultant if you have a clear idea of what you need and want. Here are key factors to consider:

    Skills and experience

    Decide which specific skills and experience your business requires, and why. Are you looking for someone to optimise your procurement processes, improve supply chain efficiency, or implement new technologies? Or is it a mix of the above? Always look for a consultant with a proven track record in these areas, preferably with proof of success or goals achieved.

    Technical expertise

    Consultants with technical expertise are highly sought after, especially in emerging technologies such as AI, machine learning and big data. Start by assessing your current operations and workflows and identify any technical gaps. If you’re unsure about what is reasonable to ask for from one consultant, talk to the team at Bramwith. We’ll be happy to explore your options. 

    When you have ascertained your requirements, think about the tools and tech you will need for your consultant and what your ongoing needs will be. Technical initiatives usually require some sort of ongoing management. 

    Broad versus specialist experience

    Depending on your needs and goals, you might require a consultant with broad experience across a number of different areas or someone with specialised expertise in a particular field. For instance, if you’re looking to digitally transform your supply chain, a consultant with specific experience in the latest digital tools and technologies will be invaluable.

    Approach and fit

    Whether your consultant is likely to work independently or an integrated part of the business, they must fit in well with your team. Always ensure their work style and values align with your company culture.

    Logistics: Onsite, remote, or hybrid?

    Deciding whether you need the consultant to be onsite, working remotely, or a combination is a big factor when hiring a procurement and supply chain consultant. Many businesses find onsite consultants integrate better with the team, while others feel remote consultants offer more flexibility and potentially lower costs. A hybrid arrangement might provide the best of both worlds but you need to be clear on your expectations before starting your search.

    Budget and time frame

    Establish a clear budget and time frame for the consultancy and be realistic about what you can afford and how long you’ll require the consultant. If you think you might need a bit of flexibility or suspect the project could overrun, be honest. It won’t be the first time a consultant has been asked this question! Remember, the goal is to maximise value without exploiting the consultant so always ensure you provide an environment where they can thrive and deliver their best work.

    Identifying the right candidates

    Selection process

    The selection process is critical to your success when choosing the right procurement and supply chain consultant. If you’re unsure about anything, talk to our team. 

    Depending on the scope of the consultancy, the selection process could include:

    Interviews: Online or in-person, interviews are essential for assessing the consultant’s expertise and cultural fit.

    Case studies: As mentioned above, you must be confident that the consultant has the necessary experience and proven record in completing the tasks you will assign them. Ask candidates to present case studies of past projects relevant to your needs and to show proof of achievements.

    Technical assessments: Sometimes the consultant’s profile, CV and recommendation from a recruitment agency are enough to show their technical acumen. If there is something specific you require you can discuss an assessment to ensure they have the necessary skills.

    Maximising the consultant’s value

    Both you and the consultant will be keen to achieve as much as possible while they’re with you. To ensure you get the most value from your procurement and supply chain consultant, consider the following:

    Clear objectives

    Set clear, achievable objectives for the consultant from the start and make sure they are comfortable with all expectations and timelines. This will provide direction and help measure results and their impact on your business.

    Provide necessary tech and tools

    There are few things more disheartening for a consultant than arriving at a role and finding the client doesn’t have the right IT and tools in place or that their account hasn’t been set up yet. Always ensure the consultant can access all the necessary tech and resources including software, data, emails, intranet and contact with relevant team members.

    Regular communication and feedback

    The consultant should have regular meetings or updates with key team members, remotely or on-site depending on your arrangements. During these sessions, your team can provide constructive feedback and additional project information so the consultant can adjust their approach as needed and stay aligned with your goals.

    Provide a great working environment

    Create a positive working environment that encourages the consultant to thrive. Take the time to recognise their contributions and integrate them into your team activities. This will help to build rapport and improve communication and collaboration with your team. It also means they’ll be happy to return if you need them again! 

    Let us help you find your ideal procurement and supply chain consultant

    As you can see, there are a variety of factors to consider when choosing a consultant. Our extensive network and expertise can connect you with the best procurement and supply chain candidates, ensuring you get the highest ROI on your investment. Contact our team today to find out how we can help you and your business. We’re looking forward to hearing from you.