Culture, Flexibility, and Long-Term Development

Across the procurement landscape, candidate expectations have shifted significantly. These days, conversations are much more centred around culture, flexibility, and long-term development. People want to understand how teams work together, what a typical week involves, and whether there’s a clear route for progression. Hybrid working is still important, but just as many candidates are focused on how a business supports growth and stability.

Over the past year, I’ve seen more professionals drawn to roles in well-managed, secure organisations. Many are choosing to move away from high-turnover environments in search of career progression and a stronger sense of purpose. While salary still plays a role, it’s no longer the primary driver for many. I’ve seen numerous candidates accept roles on a similar salary because the support, development, and overall working environment were markedly better.

What Candidates Want

When it comes to deciding between offers, the most consistent influencing factors are hybrid working, opportunities for personal growth, and a bonus scheme that feels achievable. Not every employer is keeping pace, though. Some are stepping back from flexible working models, which naturally limits their appeal. Others, in contrast, have made real strides in creating more engaging and supportive office cultures.

Flexibility usually comes first, followed by job satisfaction and a sense of purpose.

For professionals at mid and senior levels, the priorities tend to stay consistent. Flexibility usually comes first, followed by job satisfaction and a sense of purpose. Salary often comes third. That’s been a notable shift, particularly among those who are taking a longer-term view of their careers and placing greater emphasis on work-life balance.

Environmental, Social and Governance (ESG)

As for ESG, its importance tends to vary depending on the role. In senior positions, especially those involving supplier strategy or risk, it’s becoming a more regular topic in hiring conversations. For many roles, though, it’s still more of an awareness point rather than a core requirement. From what I’ve observed, ESG experience isn’t yet formally embedded into most job descriptions, but it’s starting to feature more prominently in strategic discussions.

One of the most meaningful changes I’ve noticed in procurement hiring is a growing appreciation for transferable skills. There’s far greater openness to candidates moving between areas like indirect and direct procurement. In the past, these functions were often treated as distinct. Now, businesses are placing more value on core capabilities such as commercial thinking, problem-solving, and strong collaboration within high-performing teams. That change in mindset has broadened the talent pool and brought more flexibility to how teams are structured.

John McCoy is a senior procurement professional with over 20 years’ experience across GNFR and indirect categories, including logistics, facilities, packaging, and energy. He has held senior roles at Betfred, Boohoo, N Brown, Yodel, and Matalan.