Hire with Science.
Lead with Certainty.

Standard 25% of annual salary. Executive retained model available.

We offer a replacement guarantee within the first 6 months (180 days).

Typically 6–8 weeks from briefing to final selection.

Yes, across Europe and the U.S.

We offer a replacement guarantee: if a placed candidate leaves within 180 days, we run the replacement search at no additional fee. We don't offer financial refunds under any circumstances; our commitment is to get you the right leader, not to return money for a search that didn't work out.

We've built this guarantee into our process from the start, not as an afterthought. It reflects the same standard we hold ourselves to internally. If the outcome isn't right, the responsibility to fix it is ours.

Because specialization is the entire value proposition. A firm that recruits across a dozen sectors can't build the depth of network, pattern recognition, or industry fluency required to evaluate a VP of Supply Chain the way someone who lives in this market every day can.

We don't dabble. Every search we run (Operations, Procurement, Finance, Sales & Marketing, IT) sits inside supply chain and logistics leadership. That focus is what lets us move fast without sacrificing judgment, and it's why clients come to us specifically for roles other generalist firms struggle to fill well.

Senior, Director, VP, and C-Suite roles exclusively, across four functional pillars: Operations & Procurement, Sales & Marketing, Finance, and IT: all within supply chain and logistics.

We don't work entry-level or mid-management searches. Every part of our process, from market mapping to the Scientific Assessment, is calibrated for the complexity and stakes of senior leadership hiring, where the cost of getting it wrong is measured in years, not weeks.

The strongest candidates for senior supply chain roles are rarely applying to job postings: they're already delivering results somewhere else. Our search begins with structured market mapping, identifying a curated pool of qualified profiles before we make a single outreach contact.

From there, outreach is personal, not automated. We don't cold-blast candidates with templated messages. Every conversation starts from genuine market insight: understanding a candidate's trajectory, motivations, and timeline before any role is even mentioned. That approach is why candidates who would ignore a generic recruiter message engage with us.

Most firms present candidates. We present a decision.

Our six-step method (Discovery & Role Blueprint, Market Mapping, Targeted Outreach, Scientific Assessment, Finalist Selection, Offer & Integration) is the same for every search, with no exceptions. You receive a focused shortlist, capped at three finalists, each with a full Candidate Report combining our qualitative assessment with objective science-backed data. No raw resumes, no rushed lists of ten "maybes."

This is also why we don't do second shortlists unless the brief materially changes. The rigor happens upfront, in Discovery, not through trial and error after the fact.

A signed Role Blueprint before we begin outreach: we don't approach a single candidate until the brief is agreed and locked. Beyond that, three things keep a search moving at the pace top candidates expect:

Availability to interview shortlisted candidates within 5 business days of presentation. Structured feedback within 48 hours of each interview. A single point of contact with real decision-making authority, identified from day one.

Senior candidates are evaluating your company as closely as you're evaluating them. A slow, unclear process is often the reason a strong candidate accepts a competing offer before you've made a decision.

Every shortlist comes with a structured Executive Shortlist Report: an overview of the search process, an individual report per finalist combining our assessment with Scientific Assessment results, and a final page with our comparative recommendation, anchored back to the original Role Blueprint you signed off on.

You're not just receiving candidates. You're receiving our reasoning for why one of them is the right fit for your specific mandate, backed by evidence you can defend internally to your own stakeholders.

Yes. While Bennett Anderson is headquartered in Atlanta, our search work covers supply chain and logistics leadership roles across the United States. Our method, assessment framework, and standards are the same regardless of where the role or the candidate is based.