The finance function has evolved. No longer just responsible for reporting and compliance, finance teams today are expected to act as strategic advisors, helping businesses navigate economic uncertainty, regulatory complexity, and digital transformation. However, finding and retaining top finance talent has never been more challenging. With the increasing complexity of financial operations and the rapid pace of change, companies are realizing that traditional hiring models no longer offer the flexibility they need. More businesses are leveraging contract and interim finance professionals to fill critical skill gaps, manage high-stakes projects, and bring specialized expertise on demand. These professionals offer companies a cost-effective, efficient way to execute major initiatives while maintaining daily operations. Yet, while contingent talent provides agility, long-term success requires a balanced workforce strategy that incorporates both permanent and contract hires. Permanent employees bring leadership, institutional knowledge, and continuity, while contract professionals provide the ability to scale quickly and bring in expertise when needed. This article explores how companies can optimize their finance teams by effectively integrating contract professionals into their workforce strategy. 1. The Strategic Advantage of Contract Finance Professionals The ability to scale a finance team up or down based on business demands is becoming a competitive advantage. Businesses no longer need to carry excess headcount during slower periods or struggle to find talent when needs increase. Contract finance professionals provide a solution that allows organizations to remain agile while managing costs effectively. Flexibility to Scale Up or Down One of the most significant advantages of contract finance professionals is their ability to step in during peak demand periods and step out when the workload decreases. Businesses with fluctuating financial needs—such as those undergoing system implementations, mergers and acquisitions, or audits—can leverage contingent talent to avoid overburdening their permanent teams. Instead of hiring full-time employees for temporary needs, organizations can bring in highly skilled contract professionals for specific projects or periods of rapid change. This allows businesses to stay agile without making long-term financial commitments. Cost-Effectiveness Without Long-Term Commitment Hiring full-time finance professionals comes with long-term costs, including salaries, benefits, and professional development expenses. In contrast, contract finance professionals allow businesses to access specialized skills without these additional overhead costs. For companies that need highly skilled expertise for short-term projects, hiring a contract professional can be a more economical solution than recruiting, onboarding, and training a full-time employee. Access to Specialized Skills Finance teams are facing growing demands in areas such as digital transformation, compliance, and financial risk management. In many cases, companies need highly specialized finance professionals who can step in and deliver results immediately. For example, an organization undergoing an ERP implementation may require a finance systems expert to oversee the transition. A company preparing for an acquisition may need an M&A specialist to handle financial due diligence and integration planning. Similarly, businesses dealing with complex tax planning and compliance issues can bring in contract tax professionals with deep regulatory expertise to optimize their tax position and ensure compliance with evolving laws. These are not necessarily roles that need to be filled permanently, but they require deep expertise that is not always available in-house. 2. Enhancing Business Agility with a Contingent Workforce The ability to adapt to change quickly is a defining characteristic of successful finance teams. Businesses that rely solely on permanent hires may struggle to respond to evolving financial challenges. Contract finance professionals allow businesses to pivot quickly and execute financial strategies with precision. Improved Agility in Financial Planning Companies that leverage contract finance professionals can adjust budgets, forecasts, and financial strategies as market conditions change. Unlike permanent employees who are tied to specific roles, contract professionals can be brought in for targeted financial planning initiatives, such as cost optimization projects or strategic growth assessments. For example, companies facing economic downturns may need contract finance experts to help reassess budgets and identify cost-saving opportunities without disrupting core business operations. Strengthening Financial Controls and Risk Management As businesses expand, financial risk becomes more complex. Contract finance professionals specializing in compliance, audit readiness, and regulatory reporting can help strengthen financial controls without disrupting day-to-day operations. For instance, an interim SOX compliance expert can ensure that internal controls are aligned with evolving regulations before an external audit. This targeted approach reduces the risk of compliance violations while allowing existing finance teams to focus on core business functions. 3. Any Role Can Be Suited for a Contractor—If It’s Done Strategically Traditionally, businesses categorized finance roles as either permanent or contract-based, but that’s changing. In reality, almost any finance role can be suited for a contract professional, depending on business needs, timing, and the specific expertise required. Rather than deciding whether a role should be full-time or contract, businesses should ask: What is the immediate business need? If the need is project-based, a contract professional may be the best solution. Is there existing internal expertise? If the company lacks a specific skill set, bringing in a contract finance professional with deep expertise may be the most effective approach. What’s the long-term business outlook? If the role requires ongoing responsibility and leadership, a permanent hire may make more sense. Many organizations are rethinking workforce structures to incorporate a mix of contingent and full-time employees, allowing them to build a more adaptable and cost-effective finance function. 4. Implementing a Hybrid Finance Talent Model Deloitte highlights that the gig economy is now a permanent fixture in workforce planning, and finance teams must embrace a hybrid model that combines both contract and permanent hires. To make the most of contract professionals, finance leaders must evaluate their workforce strategy and determine where contingent talent fits best. Companies that proactively develop a pipeline of trusted contract professionals will be better positioned to bring in the right talent quickly. Conclusion Finance teams that integrate contract professionals strategically can scale more efficiently, execute high-impact projects, and enhance financial agility. The companies that embrace this hybrid workforce model will be better positioned to navigate evolving business challenges. The real question is no longer whether to hire contract finance professionals—it’s how to do it strategically. Horizon’s accounting and finance recruitment division is a trusted leader in Canada, connecting top financial talent with organizations across industries such as insurance, healthcare, manufacturing, mining, and more. Our expert team specializes in sourcing professionals who drive financial performance, compliance, and strategic growth. Discover how our tailored recruitment solutions can strengthen your finance team or connect with one of our experts today . 

Artificial intelligence (AI) and data analytics are transforming the finance industry. Companies are using these technologies to enhance financial forecasting, improve risk management, and drive strategic decision-making. However, there’s a significant challenge standing in the way: a growing shortage of AI and data talent in the finance sector. Finance leaders are feeling the pressure. The demand for professionals who possess both deep financial expertise and strong data analytics or AI skills is outpacing supply. This gap is not only slowing down digital transformation efforts but also putting businesses at a competitive disadvantage. Without the right talent, finance teams struggle to implement automation, leverage real-time data insights, and optimize financial performance. So, what’s behind this talent shortage? And more importantly, what can finance leaders do to address it? Why AI & Data Skills Are More Important Than Ever in Finance The role of AI and data analytics in finance has expanded dramatically. These technologies are no longer just supplementary tools; they are becoming essential for staying competitive in a data-driven business environment. Finance teams increasingly rely on AI and machine learning for tasks such as fraud detection, predictive forecasting, and financial modeling. AI-powered automation can streamline repetitive processes like reconciliation, reporting, and variance analysis, allowing finance professionals to focus on higher-level strategy and decision-making. The reliance on AI-driven insights is growing rapidly. A recent study by IBM found that 83% of Canadian businesses are progressing in their AI strategies , with 42% already seeing measurable returns on their AI investments. This trend suggests that AI and data analytics are no longer optional but rather fundamental to success in modern finance. Despite this clear need, many companies are struggling to find and retain professionals with the necessary expertise. The AI & Data Talent Shortage in Finance: What’s Causing It? There are several factors driving the shortage of AI and data talent in the finance sector. 1. High Demand and Intense Competition AI and data science are among the most sought-after skills across industries, and finance is competing with tech firms, healthcare, retail, and government for a limited talent pool. Large technology companies often offer higher salaries, more flexible work environments, and exciting AI-driven projects, making it difficult for finance teams to attract top talent. A Vector Institute report highlighted a 37% increase in demand for AI-related skills in Canada between 2018 and 2023. However, the supply of skilled professionals has not kept up, leading to intense competition among employers. 2. The Finance-AI Skills Gap Traditionally, finance professionals have not been trained in AI, machine learning, or advanced data analytics. While many have strong technical skills in areas such as financial modeling and Excel-based analysis, these are not enough to fully leverage AI-driven insights. At the same time, data scientists and AI specialists often lack deep financial expertise. Bridging this gap requires either hiring professionals with both skill sets—who are incredibly rare—or investing in upskilling finance teams to develop AI and analytics capabilities. 3. Retention Challenges for AI Professionals in Finance Even when finance leaders manage to hire AI and data talent, keeping them is another challenge. Many professionals in this field seek out roles in industries where AI innovation is at the core of the business, such as fintech, SaaS, and major technology firms. Finance teams that fail to offer engaging projects, career growth opportunities, and competitive compensation often find that their AI specialists leave for more attractive roles elsewhere. The Impact of the Talent Shortage on Financial Operations The shortage of AI and data professionals has serious consequences for finance teams and the businesses they support. Slower Digital Transformation – Without the right talent, companies struggle to implement AI-driven initiatives, delaying the adoption of automation and advanced analytics. Increased Workloads on Existing Teams – When skilled AI professionals are unavailable, existing finance teams must take on data-heavy tasks that could otherwise be automated, reducing efficiency and increasing burnout. Weaker Financial Forecasting and Risk Management – AI and predictive analytics are essential for accurate financial planning. A lack of expertise in these areas can lead to less accurate forecasts and higher exposure to risk. Competitive Disadvantages – Companies that lag in AI adoption may struggle to compete with industry leaders who have successfully integrated these technologies. For finance leaders, addressing this talent gap is no longer optional—it’s a business imperative. How Finance Leaders Can Overcome the AI & Data Talent Shortage To attract and retain AI and data professionals, finance leaders must rethink their talent strategies. While hiring experienced AI professionals is one solution, it’s not always feasible given the competition. A more sustainable approach involves a combination of upskilling, partnerships, and workplace innovations. 1. Upskill Existing Finance Teams Investing in AI and data analytics training for current finance professionals is one of the most effective ways to close the skills gap. Many organizations are now offering in-house training programs, AI boot camps, and certifications to help their finance teams develop these capabilities. Providing opportunities for continuous learning not only strengthens internal expertise but also improves employee retention by offering career development pathways. 2. Strengthen Partnerships with Universities and AI Institutes Finance leaders can collaborate with academic institutions and AI research centers to develop a pipeline of emerging talent. Programs like those offered by the Vector Institute provide training for AI professionals, and partnering with these institutions can help finance teams gain early access to skilled graduates. Internship programs, co-op placements, and sponsored research projects are all ways to build stronger connections with AI talent before they enter the job market. 3. Offer Competitive Compensation and Career Growth Opportunities Attracting AI and data professionals requires more than just a competitive salary. While compensation is important, other factors such as career growth opportunities, remote work flexibility, and engaging AI-driven projects play a significant role in talent retention. Companies that position themselves as leaders in AI innovation within finance will have a better chance of attracting professionals who are passionate about working on cutting-edge solutions. 4. Leverage Open-Source AI Tools and Automation For Canadian finance teams struggling to hire AI talent, open-source AI tools can provide valuable solutions. Platforms like IBM’s open source AI initiatives make it easier for companies to adopt AI without needing an extensive team of data scientists. By using these tools, finance leaders can implement AI-driven automation and analytics even with limited in-house expertise. The Future of AI in Finance: Act Now or Fall Behind AI and data analytics are not just buzzwords—they are the future of finance. Companies that successfully integrate these technologies will gain a competitive edge through better forecasting, stronger risk management, and more efficient operations. The talent shortage won’t resolve itself anytime soon. Finance leaders who act now—by investing in upskilling, building academic partnerships, and creating AI-friendly work environments—will be the ones who stay ahead. Those who wait risk falling behind as their competitors leverage AI-driven insights to outperform them. The question finance leaders must ask themselves is simple: Are we adapting fast enough to win the AI talent war? Horizon’s accounting and finance recruitment division is a trusted leader in Canada, connecting top financial talent with organizations across industries such as insurance, healthcare, manufacturing, mining, and more. Our expert team specializes in sourcing professionals who drive financial performance, compliance, and strategic growth. Discover how our tailored recruitment solutions can strengthen your finance team or connect with one of our experts today .

The Finance Industry is Evolving – Is Your Hiring Strategy Keeping Up?

The modern supply chain landscape is evolving fast. Leaders are under pressure to close critical skill gaps while embracing data-driven decision-making, technology integration, and process optimization. The challenge? Building a resilient, future-ready team that can keep up with shifting demands. Balancing permanent and interim talent is no longer optional—it’s a strategic necessity. The numbers back it up. According to Upwork’s Freelance Forward report, 38% of the workforce engaged in freelance work in 2023 . That number is expected to climb to 50.9% by 2027 . For supply chain leaders, leveraging interim talent solutions, upskilling, and skill-based hiring is the key to staying ahead. Let’s break it down. The Growing Demand for Adaptable Supply Chain Teams Skill gaps can cripple an organization’s ability to meet its goals. From data management and demand forecasting to implementing new technologies and handling transformations, supply chain teams need specialized expertise. Unfortunately, traditional hiring models don’t always keep up. Enter interim and fractional talent. These professionals offer immediate, high-impact expertise at all levels—including leadership. Whether scaling resources for a project or addressing urgent gaps, interim talent ensures supply chain functions stay effective amid shifting business realities. Upskilling: The Foundation of a Resilient Supply Chain Before turning to external hires, smart leaders invest in upskilling their existing teams. With supply chains becoming increasingly data-driven, professionals need to master AI integration, predictive analytics, and compliance navigation. The good news? Upskilling doesn’t have to be overwhelming. Key Upskilling Strategies: Invest in Targeted Training: Platforms like Coursera and LinkedIn Learning offer specialized courses in supply chain analytics, AI, and process optimization. Encourage Cross-Training: A logistics professional can gain invaluable insights by working alongside procurement or inventory management teams. Leverage AI-Driven Tools: Training teams to interpret data effectively leads to better decision-making. Implement Mentorship Programs: Junior staff benefit from hands-on guidance from experienced professionals, accelerating their development. By prioritizing upskilling, leaders ensure their teams remain engaged, adaptable, and ready for the future. Skill-Based Hiring: A Tactical Approach to Filling Gaps Upskilling is a long-term investment. But what about immediate needs? That’s where skill-based hiring comes in. Rather than relying on broad job descriptions, skill-based hiring focuses on specific competencies needed to meet current business objectives. This approach helps supply chain teams move faster and stay agile. How to Implement Skill-Based Hiring: Identify Immediate Needs: Is expertise in AI-driven demand forecasting more critical than hiring a generalist? Use Skills Assessment Tools: Platforms like TestGorilla help evaluate candidates’ technical and soft skills. Prioritize Specialized Talent: Focus on candidates who bring the exact expertise needed to achieve short-term goals. This approach allows organizations to bring in the right expertise at the right time, keeping operations efficient without unnecessary delays. Leveraging Interim Talent for Specialized Solutions Interim professionals are the ultimate flexible resource—offering targeted expertise without long-term commitments. Their impact extends far beyond AI and data analytics. Consider these supply chain-specific areas where interim talent can drive results: Supply Chain Network Optimization Assess current logistics and distribution networks to identify inefficiencies. Implement strategies to reduce lead times and transportation costs. Procurement & Supplier Management Conduct supplier evaluations and renegotiate contracts to improve cost efficiency. Develop contingency plans to mitigate risks related to supplier disruptions. Inventory Management & Demand Planning Optimize inventory levels to balance cost efficiency with service levels. Implement AI-driven forecasting models to improve demand planning accuracy. Digital Transformation & Technology Implementation Lead the integration of new supply chain management systems (e.g., ERP, WMS, TMS). Train teams on automation tools to streamline warehouse and logistics operations. Data-Driven Projects Audit, cleanse, and optimize supply chain data for compliance, analytics, and reporting. Deliver focused solutions without pulling internal resources away from core operations. By strategically engaging interim professionals, supply chain leaders can stay agile, control costs, and execute mission-critical initiatives effectively. Conclusion Addressing skill gaps isn’t just a challenge—it’s an opportunity to build a stronger, more adaptable supply chain team. By combining upskilling, skill-based hiring, and interim talent solutions, supply chain leaders can create future-ready teams capable of navigating any disruption. In a world where agility and specialization are key, these strategies ensure supply chain functions aren’t just keeping up—but leading the way. Horizon’s supply chain recruitment division stands among Canada’s largest and most influential. Our expert team powers industries from mining and energy to manufacturing, corporate services, technology, utilities, healthcare, and beyond. We succeed at connecting top-tier talent with leading organizations, driving performance and innovation across every sector. Discover how our cutting-edge recruitment services can transform your business or contact one of our experts today .

Supply chain leaders are facing a major challenge: attracting and retaining top talent in data analytics and artificial intelligence (AI). As supply chains become more complex and technology-driven, the need for skilled professionals has skyrocketed. The problem? There simply aren’t enough qualified candidates to go around. This blog explores why this talent shortage exists, how it’s impacting supply chain management, and what organizations can do to stay ahead in the race for AI and data expertise. The Evolution of Supply Chain Management Supply chain management used to focus on logistics, procurement, and vendor relations. But times have changed. The digital revolution has transformed the industry, bringing AI, automation, and data analytics to the forefront. This shift has been rapid—so much so that 74% of organizations now consider digital transformation a top priority. The market for digital transformation is also booming, expected to grow at a compounded annual growth rate of 23.9%, reaching $3.29 trillion by 2030 . With this surge in digital adoption, the demand for skilled AI and data professionals has skyrocketed—but supply chain leaders are struggling to find them. The Data & AI Talent Shortage: What’s Causing It? Companies are racing to integrate AI and data analytics, but the workforce simply hasn’t kept up. A McKinsey survey found that 92% of companies expect to modify their business models due to digitalization, yet many lack the talent to do so. Here’s the reality: The digital maturity of supply chain management is only 36% —meaning many companies are still catching up. Organizations with lower digital maturity take up to 152 days to detect, respond to, and recover from disruptions —an eternity in today’s fast-moving market. It’s not just supply chain teams competing for this talent. The sales, marketing, finance and engineering departments within your own company are also all hunting for AI and data professionals, further increasing the shortage. The SME Challenge: Competing with Big Players Large enterprises often have deep pockets, strong employer brands, and cutting-edge technology—all of which make it easier for them to attract top talent. Small and mid-sized enterprises (SMEs), on the other hand, face a tougher road. Why SMEs Struggle to Hire AI & Data Talent: Budget Constraints: They often can’t match the salaries and benefits offered by Fortune 500 companies. Lack of Advanced Tools: Tech professionals want to work with the best platforms—and SMEs may not have them. Brand Recognition: Candidates gravitate toward well-known companies with a strong reputation in digital innovation. The good news? SMEs can compete—if they take the right approach. Leadership Gaps & Industry Disparities Not all supply chain leaders have a deep understanding of AI, automation, and analytics. Some industries—like automotive—are making significant investments in training, while others lag behind. For example: The European Battery Academy plans to train 800,000 workers by 2025 to meet new technological demands . Other industries, however, are still hesitant to adopt AI-driven solutions, often due to leadership resistance or lack of awareness. Without leadership buy-in and a commitment to digital transformation, companies will struggle to attract AI and data analytics professionals. How Supply Chain Leaders Can Attract & Retain AI and Data Talent Despite these challenges, there are proven strategies to build a strong pipeline of AI and data talent. Here’s what organizations should focus on: 1. Invest in Training & Upskilling Develop internal training programs to upskill existing employees in AI and data analytics. A culture of continuous learning can help bridge the skills gap while boosting employee engagement. 2. Partner with Universities & Colleges Collaborate with academic institutions to create specialized programs for supply chain analytics. This builds a direct pipeline of fresh talent entering the workforce. 3. Offer Competitive Compensation & Benefits While SMEs may not always compete on salary alone, they can provide: Flexible work arrangements (remote/hybrid options) Opportunities for career growth A strong company culture that values innovation 4. Promote a Data-Driven Culture Companies that truly embrace data analytics—across all departments—become more attractive to AI professionals. This means leadership needs to champion a data-driven mindset, not just adopt new tech. 5. Leverage AI to Fill Talent Gaps AI-driven automation can help reduce workload and improve efficiency while new hires get up to speed. Investing in AI-powered tools ensures businesses remain competitive even when talent is scarce. 6. Strengthen Employer Branding Highlight your company’s commitment to innovation, AI, and data analytics. Showcase successful transformation projects in your recruitment marketing to attract top candidates. 7. Implement Mentorship Programs Pair junior employees with seasoned professionals to accelerate their learning and create a strong support system. Mentorship programs not only enhance skills but also improve retention rates. Conclusion The rise of AI and data analytics in supply chain management isn’t a passing trend—it’s the future. Yet, the growing demand for AI and data professionals has created a serious talent shortage, leaving supply chain leaders struggling to fill critical roles. By understanding the key factors behind this shortage and proactively implementing strategies to attract and retain talent, organizations can position themselves for long-term success. Whether it’s investing in upskilling, strengthening employer branding, or leveraging AI-driven solutions, companies that adapt will gain a significant competitive advantage. Now is the time to act—because the future of supply chain management depends on it. Horizon are experts in supply chain recruitment. Our expertise connects you with the professionals who can help you achieve your company's specific objective and priorities.  Whether you need a permanent hire, a strategic leader, or a project-based consultant to deliver on a time sensitive project, we've got the specialized solution to your most critical hiring needs. Discover how our cutting-edge recruitment services can transform your business or contact one of our experts today .

2025 is set to be a year of transformation for Canada’s supply chain sector. Shifting trade policies, rising costs, and game-changing technologies are reshaping the landscape. On top of that, booming industries like mining are creating new opportunities—and new hiring challenges. So, the big question: How do you find and hire the right supply chain talent to keep your business moving forward? In this article, we’ll break down the major trends shaping supply chains this year—from tariffs and reshoring to AI-driven efficiencies—and what they mean for hiring the best talent. Trade Policies & Tariffs: The Push for Reshoring and New Markets Trade tensions between Canada and the U.S. are heating up again. In early 2025, the U.S. imposed a 25% tariff on many Canadian imports, with energy products facing an additional 10% tariff. In response, Canada hit back with a 25% tariff on over $30 billion worth of U.S. goods . For Canadian businesses relying on cross-border trade, this means higher costs and uncertainty. Many companies are reshoring—bringing production back to Canada—not just to avoid tariffs but to build stronger, more resilient supply chains that are less exposed to political and economic instability. At the same time, companies are diversifying their trade strategies: Expanding into new international markets – With U.S. trade becoming more expensive, businesses are eyeing opportunities in Europe, Asia, and South America. Nearshoring to Mexico and Central America – Some companies are shifting sourcing away from the U.S. to stabilize their supply chains. Strengthening domestic supplier networks – To reduce reliance on unpredictable global trade dynamics. Key hiring takeaway: Companies need supply chain professionals who understand global trade policies, tariffs, and logistics strategy to help them adapt to these shifts. Mining Boom: A Bright Spot for Supply Chains It’s not all bad news. Canada’s mining sector is booming, thanks to rising global demand for critical minerals like copper, gold, and zinc—key materials for EV batteries, renewable energy, and smart grids. The Canadian government is backing this growth with major investments in infrastructure, including a $43.5 million boost to Quebec’s critical minerals sector to meet rising demand. In response to global trade uncertainties, B.C. has also prioritized the acceleration of 18 critical mineral and energy projects, collectively valued at approximately $20 billion . This initiative aims to strengthen the province's resource sector and mitigate potential economic impacts from international trade tensions. For supply chain professionals, this translates to new hiring demands in logistics, procurement, and sustainability: Heavy equipment procurement and transport – Moving raw materials efficiently requires expertise in complex logistics. Regulatory compliance and sustainability – Mining companies need experts who can balance efficiency with environmental commitments. Green supply chain strategies – Reducing carbon footprints is a growing priority, creating demand for sustainable transport and logistics professionals. Key hiring takeaway: If you’re in the mining industry, now’s the time to recruit supply chain talent experienced in resource logistics, sustainability, and large-scale transportation networks. AI & Automation: The Supply Chain of the Future AI is revolutionizing supply chains—and not just for tech companies. Businesses are using AI for everything from predicting demand and optimizing inventory to automating warehouses and transportation logistics. Retailers, for example, are leveraging AI to manage tariff-related costs. Predictive analytics allow businesses to simulate financial scenarios, ensuring they don’t overstock or understock due to shifting trade policies. But AI is only as good as the people using it. Companies that want to stay competitive need professionals who understand AI-driven decision-making and data analytics. AI is also changing transportation and logistics: Self-learning systems are optimizing delivery routes to cut fuel costs and avoid disruptions. Automated inventory management is reducing waste and improving efficiency. AI-powered procurement tools are helping businesses negotiate better supplier contracts. Key hiring takeaway: Data analytics, AI, and automation skills are becoming must-haves for supply chain professionals. If you’re not hiring for these skills yet, now’s the time to start. Cost Reduction Strategies in an Inflationary Market With inflation remaining unpredictable, cost-cutting is a top priority for businesses in 2025. Supply chain efficiencies are a key focus, with companies looking at strategies like: Diversifying suppliers – Avoiding over-reliance on a single region or partner to reduce financial risk. Leveraging automation – AI-driven tools are streamlining operations and cutting waste. Reevaluating transportation costs – Businesses are renegotiating carrier contracts and exploring alternative shipping methods like rail over trucking to save money. But cutting costs without sacrificing efficiency requires smart, strategic hiring. Companies need supply chain leaders who can think critically, adapt to changing conditions, and find creative solutions to keep operations lean without compromising quality. Key hiring takeaway: The best hires in 2025 will be those who can drive cost efficiency while maintaining supply chain resilience. Final Thoughts: What This Means for Hiring If one thing is clear in 2025, it’s this: supply chain talent is more valuable than ever. The companies that thrive will be those that invest in hiring strategic, forward-thinking professionals who can navigate: Global trade and logistics – Tariffs, reshoring, and market expansion. AI and automation – Leveraging technology for efficiency gains. Mining and resource logistics – Supporting Canada’s booming mining sector. Cost management and resilience – Finding smart ways to cut costs without cutting corners. Hiring in supply chain isn’t just about filling roles—it’s about finding problem-solvers who can adapt to a fast-changing environment. If you’re not actively looking for these skill sets, now’s the time to start. Horizon’s supply chain recruitment division stands among Canada’s largest and most influential. Our expert team powers industries from mining and energy to manufacturing, corporate services, technology, utilities, healthcare, and beyond. We succeed at connecting top-tier talent with leading organizations, driving performance and innovation across every sector. Discover how our cutting-edge recruitment services can transform your business or contact one of our experts today .

In Episode 6 of the podcast, Jeremy speaks with Wendy Knight, a seasoned HR professional. They discuss Wendy's career transition to specializing in outplacement, Wendy shares her expertise in hiring from an HR perspective and how to best make career decisions. Wendy's LinkedIn: https://www.linkedin.com/in/wendyknight26/ Jeremy Tiffin's LinkedIn: https://www.linkedin.com/in/jeremytiffin/ Listen to the audio version of the podcast HERE

In Episode 5 of the podcast, Jeremy speaks with Michael van Keulen, Chief Procurement Officer at Coupa Software. They discuss the twists and turns of Michael's career, the skills and lessons he learned along the way and what factors come into play when making career decisions. Michael's LinkedIn: https://www.linkedin.com/in/michael-v-0a31a43/ More from Michael: https://www.coupa.com/blog/procurement/procurement-needs-new-operating-model-part-2-talent Coupa Software: https://www.coupa.com/ Jeremy Tiffin's LinkedIn: https://www.linkedin.com/in/jeremytiffin/ Listen to the audio version of the podcast HERE