For Employers
What is actually happening in the supply chain talent market, and what it means for the way you hire, pay and retain operators.
The headline numbers say the logistics labor market is flat. The hiring numbers say the opposite. Six signals from the Q4 2026 data, and what each one means for how you hire.
Read article →A vague job description does not get you more candidates. It gets you more of the wrong ones, and buries the right ones underneath them.
Read article →The strongest operators are off the market in weeks. Most hiring processes are built as though they have months.
Read article →The three models solve different problems. Choosing the wrong one usually means a slow search, a shortlist nobody wants, or a fee you did not need to pay.
Read article →An operator you rely on resigns. The counteroffer is the obvious move. Be clear-eyed about what it purchases.
Read article →You paid to fill the seat twice if they leave at month nine. Most of what decides that happens before the new hire has touched a live file.
Read article →The cost of an open desk is mostly invisible, which is why it gets tolerated for months. Put it on paper and the hiring decision usually makes itself.
Read article →The average supply chain salary is $126,400. That number will not help you price a single seat. Here is what will.
Read article →People in this industry like their jobs and leave them anyway. That is not a contradiction — it is the most useful thing you can know about retention.
Read article →"Five years of CargoWise" can mean five very different things. Here is how to find out which one you are hiring — before month two does it for you.
Read article →Tell us the role, the operation, and the systems. You get a qualified shortlist, not a stack of résumés.