Surge in Supply Chain Professionals Job Hunting in 2025: What’s Behind the Trend?

Introduction – Job Hunting in 2025

In 2025, SCM Talent Group has seen a 128% increase in resume submissions compared to the same period last year. Because of the nature of our positioning in the market, we get a lot of key economic indicators before public consumption. Our content appeals to a broad base of supply chain professionals, from entry-level job seekers to mid-career pros and even to C-Suite thought leaders. Tracking engagement with our content directory gives us unique insights into what is happening in the market. The activity we’ve seen in the last month indicates a large surge in job seekers that is not necessarily related to federal layoffs. Why is this, you might ask? That’s what we’re going to explore in this article. But more importantly, we’re seeing the importance of bolstering your supply chain teams if you want to remain competitive and ahead of the curve in a highly disrupted supply chain landscape.

Economic Uncertainty and Industry Turbulence

Things would be a lot simpler if there were a crystal ball employers could use to determine which way the global markets would go in the next 12-18 months. I say this because businesses in supply chain make forecasts for hiring and expansions based on consumer demand and how the markets respond. Thing is, it’s not just the American economy that stresses supply chains. During the Pandemic shutdowns, China had the most aggressive isolation policies. Entire manufacturing centers were shuttered at only a single positive case from an employee. That means production is halted. Cargo ships remained docked. Overland freight stalled. All the supply chain employees involved in the projected transportation and logistics of these goods suddenly were held at a standstill. Raw materials procurement ceased. The impacts of a single plant closing in China has global impacts on people and profits.

Today we’re facing similar disruptions. One of the main drivers of consumer demand is the United States. The ripple effects are felt globally when the US markets teeter or consumers get a little edgy. Currently, supply chains are moving and operating on money spent in Q4 of 2024 and the first quarter of 2025. Normally, this activity would inform buyers, suppliers, and manufacturers of their inventory planning needs. However, this is not a normal time. Rather than operating as if the demand will continue, businesses are streamlining efforts and planning for people to spend less money.

While these businesses search for efficiencies, they are also trying to position themselves in front of their customer base to determine behavior and preferences. Recent Ernst and Young interviews with business leaders show emerging from the pandemic and its accompanying economic challenges, today’s business leaders are moving forward with resilience. They are prioritizing profitability, effective cash management, streamlined operations, and agility to build a solid foundation for sustainable, long-term value for all their stakeholders.

Long Term Unemployment Has Been an Issue for Awhile

Data from the Federal Reserve’s FRED series highlights a marked shift in labor force participation, as many workers are re-evaluating their career paths following years of economic and global health uncertainty. This renewed focus on career fulfillment has led to an increase of individuals actively searching for new opportunities.

Widespread job dissatisfaction seems to be contributing to this trend. According to the HR Executive, up to 93% of workers are in search of a new job. Folks are seeking a better work-life balance ratio, improved compensation, and better career advancement opportunities. A lot of these workers are less willing to stay in roles that aren’t meeting these evolving expectations, which might be prompting a shift toward more promising and rewarding job prospects.

Long term unemployment has been an issue for awhile. The labor market had people already searching for jobs. Others weren’t comfortable leaving uncomfortable positions but may have taken a leap after favorable economic data to end of 2024. Despite a strong job report and all indicators pointing up, the new American Administration started taking drastic measures and the markets have not responded favorably.

2023 fear of recession had companies running lean. Recession never happened, consumer demand stayed high, and companies had to hire to meet the needs. 2024 slow growth was predicted with 1-2% GDP. That ended up doubling and companies felt ok investing in more talent. 

Fast forward to job hunting in 2025. Market volatility fueled by geopolitical tensions has employers balking at expansions. Prices haven’t eased while 401Ks and retirement accounts are being erased. Employers once bullish on consumer demand-based expansions are now reconsidering these positions of strength and easing back towards a lean position. Factor in a flood of federal employees into the job seeker market and more people are leaning on talent professionals to help with their job search needs.

Technological Advancements and Automation Contribute to Displacement

The rise of artificial intelligence has fueled massive shifts in how supply chain employers deploy operational principles. Once used as an adjunct to personnel and analytics, technology now drives a lot of decisions in supply chain. From advanced analytics to automation and robotics, supply chain labor market has rapidly advanced usage of advanced technology. 

Some of these deployments come at the expense of legacy personnel. The first and most expensive line item on a profit and loss ledger usually is labor costs. Employers looking for ways to streamline operations can be less inclined to pay for both advanced technology solutions and more “analog” options. The pressure to compete in a digital landscape drives technological adaptations among competitors that fuel innovation and a need for cost-cutting measures. While talent pools and pipelines in supply chain are not as deep as other disciplines, the need to constantly remain on the cutting edge of tech and automation can often be at the expense of employees.

Today’s supply chain workforce needs to be trained and credentialed to keep pace with tech and automation. A Georgia Tech program aims to manufacture the workforce of the future by helping folks to become more credentialed in the operations of new technology. 

“Our workforce is going to need the next generation of employees to be amenable to retraining as the technology updates,” said Aaron Stebner, a co-director of the Georgia Artificial Intelligence Manufacturing program (AIM).

But not every employer has the capacity to run their talent through these training programs. Not every future supply chain employee has the means or the bandwidth to pursue these necessary pathways. Thus, a lot of people end up seeking new employment, further flooding the surge in job seekers.

Conclusion

SCM Talent Group works very hard to understand the whims of global economic trends and how they impact the American labor force. Our content directory and dedication to supply chain thought leadership gives us a level of insight and understanding that our other talent peers don’t possess. We regularly engage with some of supply chain’s brightest minds so that our stakeholders – professionals, and employers alike – have a thorough understanding of what’s happening. This helps everyone make more informed decisions about talent management.

We’re seeing a lot of volatility in the markets that have been building for some time. Job hunting in 2025 feels particularly intense, with the labor force seemingly flooded by talent and active job seekers. However, it’s more about investing in the right talent right now. Strategic hires can help your business thrive in uncertain times. We’ll continue to keep you updated on the latest developments as our presence in the marketplace continues to provide us with information and analytics ahead of the hiring curve.