Role search
Get a Contract Supply Planner who can own material availability supply planning. Also called Supply Planner
No postings. No stacks of resumes. No chasing. You choose from a short list of people who have done this before.
No upfront fee. You pay only if you engage someone we present.
Interim Headhunters starts with the work behind this request: A Contract Supply Planner manages the intersection of demand forecasts and material availability. The work requires translating a production schedule into actionable purchase orders or stock transfers.
This is what we do all day: place interim executives, interim managers and contract professionals.
Need someone now? Call 305-306-4829.
- No upfront fee
- 2 to 3 vetted consultants per assignment
- Matched to your industry
- You choose
- Interim plus permanent search
- Contract Supply Planner
- Supply Planner
The judgment call
What this hire really comes down to
A Contract Supply Planner manages the intersection of demand forecasts and material availability. The work requires translating a production schedule into actionable purchase orders or stock transfers. When this process fails, you deal with excess inventory holding costs or production line downtime. The hire must convert abstract demand signals into specific, timely orders within your ERP system.
Success hinges on the ability to manage exceptions. If a supplier fails to ship or a forecast spikes unexpectedly, the planner acts as the primary problem solver. They balance the cost of air freight against the risk of stockouts. This role requires technical proficiency in safety stock calculations and lead time management. You need a practitioner who monitors daily plan changes rather than one who relies on static spreadsheets.
What we check
What we check before you see anyone
- We audit their history with specific ERP modules for materials requirements planning. Candidates must describe their process for cleaning master data, such as lead times and minimum order quantities. We look for individuals who identify incorrect parameters that trigger false supply signals. They must explain how they maintain data integrity when system settings drift from operational requirements.
- We verify their approach to inventory aging and excess reduction. We ask how they distinguish between obsolete parts and strategic buffers. They must demonstrate a repeatable process for reviewing inventory health and taking actions to liquidate or reallocate stagnant assets. They should be able to provide examples of how they reduced carrying costs by adjusting order quantities based on consumption velocity.
- We test their communication loop with internal warehouse and production teams. A planner must confirm that what they expect to arrive matches physical receiving capacity. We look for evidence of coordination that prevents dock congestion or storage overflow. This includes how they prioritize unloading schedules when supply arrivals bunch together unexpectedly.
- We check their grasp of supplier lead time variability. We require a breakdown of how they account for transport risks and supplier production delays. The hire must show how they adjust order triggers to maintain service levels in the face of inconsistent supplier performance. They should describe specific techniques for calculating buffer sizes that account for the historical error rate of primary suppliers.
Sourcing
Where we find them
We target supply planners from high-volume manufacturing firms where inventory turnover is a critical performance indicator. These individuals are comfortable managing thousands of active part numbers. They understand the financial impact of every purchase decision and treat inventory as cash rather than just boxes on a shelf.
We also recruit from distribution centers that handle complex fulfillment environments. These professionals are adept at managing replenishment cycles for vast product catalogs. They move into interim contract roles because they enjoy the technical challenge of optimizing a new supply chain process without the burden of long-term bureaucratic cycles.
Where searches go wrong
Mistakes we see
- Hiring someone who treats the ERP as a reporting tool instead of an execution engine. Effective planners use the system to drive daily tasks rather than just outputting data for executive review.
- Ignoring the distinction between a planner and a buyer. A planner creates the demand strategy and inventory targets. If they spend all their time negotiating unit prices, they miss the broader requirements for inventory balance.
- Assuming that a supply chain coordinator at a retail firm translates directly to an industrial manufacturing role. The logic for managing perishable goods or static retail shelf stock does not align with the constraints of complex bill-of-materials structures.
The search
How the Contract Supply Planner search runs
- First, we map your current inventory architecture to identify the specific software module constraints. We establish whether you need a planner who specializes in raw materials, finished goods or multi-site distribution networks. This phase confirms the level of complexity within your bill of materials and the sensitivity of your current order cycles to production volatility.
- Second, we screen candidates for direct experience with your specific inventory planning logic. We look for those who have worked within your ERP environment and understand the specific setup of your master data fields. We prioritize those who can handle the specific database architecture required to extract and manipulate your inventory data efficiently.
- Third, we finalize the engagement by clarifying the reporting structure. We ensure the planner understands their limits of authority regarding order quantities and expedited shipments. We confirm they can integrate with your existing team to produce immediate stability and clearly define the handoff criteria for your permanent staff.
Questions
What is the main difference between a supply planner and a procurement manager?
A supply planner focuses on the timing and quantity of inventory to meet production schedules. A procurement manager negotiates contracts and oversees supplier relationships.
How quickly can this planner begin contributing?
The hire assesses your current inventory data and system settings during the first week. They usually generate their first set of improved order recommendations within the first month.
Do I need a planner with industry-specific experience?
Technical familiarity with your ERP and inventory model is more important than specific industry knowledge. We prioritize candidates who have handled similar complexity and SKU counts.
What if the project changes scope?
The engagement allows for shifts in focus based on your current inventory needs. We define the boundaries of their work at the start to ensure they remain focused on supply planning tasks.
What replacement terms apply?
We offer a candidate replacement guarantee on standard search agreements. The applicable period and exact terms are set out in the signed client recruiting agreement.
How are recruiting fees agreed?
No upfront fee. You pay only if you engage someone we present. We scope the assignment before quoting; the fee page explains our model.
How soon can we see options?
Availability depends on the assignment and the people who fit it. We qualify interest and commitments rather than promising a shortlist date before the search is scoped.
What if the scope grows?
Discuss new responsibilities before adding them to the engagement. Agree the priorities and record any change to the brief and terms.
Can we extend an engagement?
Discuss what remains unfinished and whether the same responsibility is still needed. Extensions depend on the person's commitments and the agreed engagement terms.
Can the appointment become permanent?
A permanent move can be discussed if both sides want it. Review the future role and the applicable agreement instead of assuming that temporary coverage automatically converts.
How is a confidential search handled?
Tell us what can be disclosed and whom we must not contact. We agree those boundaries before approaching people; do not send sensitive records with an initial brief.
What are the replacement terms?
We offer a candidate replacement guarantee on standard search agreements. The applicable period and exact terms are set out in the signed client recruiting agreement.
What do you not do?
We do not sell job-board reposting as a search or bill hourly for recruiting work. We do not take a retainer unless expressly agreed, and an introduction does not authorize an engagement.
Tell us the seat
No upfront fee. You pay only if you hire. Share the title, the situation and the timing. A person reads it.
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The Six-Step Search
What do you get at each step of the search?
We agree what the person must own before contacting anyone. You see how the search is scoped and which backgrounds we pursue. We speak with candidates about the work before presenting them. The Six-Step Search gives you useful written notes and support through interviews, rather than a pile of applications.
- 01
Scope call
We talk through the seat, the business and what has to change.
You get: A one-page role brief you approve before we search.
- 02
Market map
We work out where people who have done this job actually sit.
You get: A short note on the pool and how we plan to reach it.
- 03
Direct outreach
We approach people who are not looking at job boards.
You get: Progress updates so you are never chasing us.
- 04
Screening
We interview every candidate on the work, not the resume.
You get: Written notes on fit, availability and terms for each person.
- 05
Shortlist and interviews
You meet a short list. We handle the scheduling.
You get: Several vetted options and a debrief after each interview.
- 06
Offer and start
You choose. We help settle terms and the start date.
You get: Confirmed terms, a start date and check-ins after day one.
Tell us who you need.
No upfront fee. You pay only if you engage someone we present.
Send us the seat. We will take it from there.
No upfront fee. You pay only if you engage someone we present.