Over the past three years, many supply chain and procurement professionals have raised this question: " Why are opportunities in foreign companies becoming fewer and farther between? "
"I used to receive quick responses from foreign-enterprise headhunters after sending out my CV, but now it often goes unanswered," sighed a procurement manager with over ten years’ experience. He planned to change jobs after the Spring Festival and sent out dozens of CVs, but received very few responses and significantly fewer interview invitations.
This is not an isolated case. Many mid-to-senior professionals in supply chain and procurement are experiencing similar changes.
From FMCG giants to industrial manufacturing brands, and from regional headquarters to business centers in first-tier cities, the tightening of recruitment has become a common phenomenon. What used to be a scenario where "jobs chasing you" has now changed. Now, you sent your CV, but no news back.
This is not a reflection of personal capability but rather a change in market dynamics.
In such an environment, flexible employment is gradually coming into focus. For professionals keen to gain experience in international corporates, keep their CVs competitive, or even scout for their next career move, this is a path worth serious consideration.
Why are foreign companies hiring less?
Have you noticed that job opportunities in foreign companies seem to be dwindling? There are several structural changes worth considering behind this trend:
1. Global business landscape re-evaluation
In recent years, the reshaping of the global supply chain has become a trend. Multinational companies are re-assessing their strategic footprint in China. Some are shifting part of their production and supply chain operations to Southeast Asia or other emerging markets, resulting in a decline of local roles. This change is not a short-term fluctuation but a structural impact driven by strategic adjustments.
2. The rapid growth of local enterprises
Ten years ago, foreign employers often held a clear edge on pay, benefits, and career development. However, nowadays, more and more Chinese local enterprises can offer comparable or attractive packages. These firms are becoming increasingly competitive in terms of promotion, innovation, and international opportunities. Especially amid the current push to go global, many of these companies are actively expanding into overseas markets, attracting a wealth of professionals with an international outlook.
3. Widespread of digitalisation and automation
With the widespread implementation of digital supply chains, intelligent procurement systems, and automated processes, the demand for traditional roles handling specific tasks declines. Organisations are increasingly seeking professionals with strategic vision, data analytics skills and cross‑functional collaboration capabilities. However, such roles remain relatively scarce, which intensifies competition.
4. Cost‑driven headcount and lean staffing
Multinationals are placing greater emphasis on efficiency and cost control in their people strategies. Rather than expanding permanent headcount, more companies favour flexible employment or temporary roles to meet interim talent needs.
Taken together, these factors have cooled the appetite for recruitment in foreign enterprises, and the trend looks set to endure rather than be a short‑term fluctuation. In this environment, talents are adapting to the new career landscape.
What invisible pressures are mid-to-senior supply chain and procurement professionals facing?
With the market changes, many supply chain and procurement professionals are facing more direct and concrete challenges:
1. Shrinking roles and intensifying competition
The number of permanent roles has decreased, yet the pool of job seekers hasn't. Some professionals who previously failed in career transitions are seeking jobs again, making competition even stiffer.
2. The rise of local enterprises
Local enterprises do offer more opportunities, but the corporate cultures and decision-making styles differ from those of multinationals. Professionals used to process-based and matrix-style management need to readapt during the transition, which is not easy.
3. The mid-career squeeze: navigating age, salary, and advancement pressures
Many managers with multinational backgrounds find themselves in the middle to late stages of their careers. While seniority does bring a wealth of knowledge, it also means higher labor costs. In a market where cost-control is a top priority, this can, at times, make it tougher for these talented individuals to stand out.
In other words, the days where a CV filled with multinational experience and extensive expertise could easily secure well-paid roles are quietly fading. Nowadays, the market values adaptability and diverse skills more. Fixed job positions are declining, and traditional promotion paths are tightening. Meanwhile, organisations are getting creative with their talent strategies, and some non-traditional roles and project-based opportunities are on the rise.
Flexible positions: the undervalued career springboard
When the environment shifts, many people's first instinct is to wait for the next permanent role. However, this waiting process often extends the employment gap on your CV and, worse, leads to missed opportunities.
Rather than stay passive, ask yourself: could a flexible role be the springboard to your next move?
Increasingly, multinational corporations are using flexible talent to fill gaps in supply chain and procurement. Our own Robert Half data indicates a nearly 30% increase in demand for flexible roles over the past two years, particularly in:
Digital supply chain
Supply chain planning
Indirect procurement
These roles are more than just temporary solutions. They can offer hands-on involvement in crucial and high-impact projects.
A supply‑chain planning manager who recently joined a foreign retail firm shared his experience:
"At first, I had concerns about taking a temp role. I was worried that it wouldn’t be stable enough. But once I got involved in the project, the work turned out to be far richer than I expected, and I learnt a great deal. The pay wasn’t that much different to a permanent post either. Rather than passively waiting for an uncertain opportunity, I preferred to keep my CV active and boost my market value through this route."
Stories like this are playing out across an increasing number of professionals.
Making the leap: are flexible roles the right move for You?
If you're weighing whether to accept a flexible position, consider both the benefits and the realities:
Advantages of flexible roles
Faster onboarding process — ideal for those eager to get started quickly
Keeps your CV continuous and avoids long gaps
Offers hands-on experience across different companies and industries
In some cases, there’s potential for transitioning into a permanent role
For certain roles, work arrangements can be more flexible
Realistic factors to consider
Assignments are typically short-term, usually six to twelve months.
Perks and benefits may not always mirror those of permanent employees.
You’ll need to be more proactive about career planning, moving beyond traditional "promotion ladders."
However, these factors don't undermine the value of flexible roles. Instead, they remind us to plan our career paths with a more positive mindset and make the most of the opportunities --- treating flexible roles as deliberate stepping stones for career growth
Why are companies increasingly favouring flexible employment?
According to a research report on the labor market, over 60% of companies are considering increasing the proportion of flexible employment. There are two implications to this shift:
For companies:
Faster access to specialised talent
Greater cost flexibility
Better ability to respond to evolving market demands
For professionals:
More diverse projects and task rotations
Broader exposure to different industries and employers
A more flexible career development model
Flexible staffing is moving from a temporary solution to a mainstream resourcing approach. Professionals who adapt early will be better placed to seize the opportunities this change creates.
Navigating the new normal in the workplace: how to get ahead
As the rules of the market are constantly evolving, resisting them won’t help. Instead, make proactive adjustments. Here are several strategies worth considering:
Skill enhancement: Focus on mastering data analysis, digital supply chain tools (such as SAP, Oracle, and Coupa), and emerging technologies (like AI forecasting and blockchain traceability) to boost your practical capabilities.
Mindset shift: View flexible roles as an asset to your CV rather than a fallback option.
Networking expansion: Engage in industry events and join professional communities to maintain relationships with recruiters and peers.
Personal Branding: Share professional insights on platforms like LinkedIn or industry forums to raise your profile and professional influence.
Diverse career planning: Beyond traditional multinational corporations and local giants, consider exploring consulting, freelancing, or even entrepreneurship as viable career paths.
By acting on these strategies you’ll be better placed to navigate the changing workplace, seize more opportunities and accumulate valuable experience for your career journey.
Career development: a diversified journey, not a straight line
For supply chain and procurement professionals, taking on a temp role isn’t a step back. Instead, it’s a way to keep accumulating experience and expand capabilities. Even as hiring cools at multinationals, temporary positions can still offer valuable learning opportunities and help you maintain your career competitiveness.
Tomorrow’s careers won’t follow a single route but will be filled with choices and options. Sometimes a flexible role can serve as a springboard to a bigger stage, making your CV stand out and enhancing your skills.
Markets change fast. Those who are willing to adjust their mindset and plan proactively can seize the initiative and move ahead.
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