Editor’s note: For decades, the on-ramp to a successful supply chain career was fairly predictable: Start in a coordinator role, master the tactical basics, then keep working your way up. But today, that traditional path is undergoing a structural shift. The rise of agentic AI is absorbing the routine tasks that once defined junior positions, leaving many recent graduates and early-career professionals wondering where they fit in.
To help solve this puzzle, I spoke with Friddy Hoegener, a longtime supply chain practitioner and now cofounder and head of recruiting at SCOPE Recruiting. He and I discussed the changing landscape of supply chain talent acquisition, how entry-level roles are being redesigned around automation and the criteria for breaking in.
Elizabeth Rennie: We’re hearing a lot about disappearing entry-level roles in just about every field. What’s actually happening at the ground level of supply chain recruiting right now?
Friddy Hoegener: The door isn't locked, but it has definitely gotten heavier. A recent Gartner survey of more than 500 supply chain leaders found that 55% expect agentic AI to reduce their entry-level hiring needs. This is not a distant prediction; companies are actively automating the tasks that used to define junior roles: purchase order matching, safety stock adjustments, carrier selection, basic forecast smoothing. The routine work that trained an entire generation of supply chain professionals is being absorbed by systems that don't need onboarding.
This automation has triggered a structural shift in how entry-level supply chain roles are evaluated. So we’re really seeing a redesign of the entry point. Historically, companies hired several coordinators to track shipments or clean forecast data — work that essentially served as a paid apprenticeship. Today, agentic AI can reason through those workflows and execute tasks without human approval at every step. Where a company once needed three coordinators, they might now hire one person to manage the AI.
Rennie: That sounds intimidating. If those training tasks are automated, where should a new professional focus their energy?
Hoegener: Understanding which supply chain roles are most at risk from AI definitely gives you a clearer picture of where real growth still exists. The short version: Roles built around repeatable data processing are shrinking; roles that require judgment, relationship management, strategic execution, cross-functional influence and the ability to handle ambiguity are growing. One of the best ways to demonstrate that you’re ready for those kinds of responsibilities is to get certified.
Rennie: How much weight do certifications actually carry for a recruiter?
Hoegener: They are a massive differentiator — really the single-most-reliable shortcut available to early-career supply chain professionals. These credentials do two things: They signal seriousness to employers who can't rely on your work history yet, and they build the conceptual foundation that helps you perform once you're in the door. And ASCM’s salary data consistently shows that certified professionals earn more, even at the start of their careers.
Rennie: Which programs, specifically, do you recommend to people you’re helping find their place in the industry?
Hoegener: The Certified in Planning and Inventory Management (CPIM) program maps directly to the work being done in most organizations. It covers demand management, production planning, supplier relationships and execution. If you want to show holistic thinking, the Certified Supply Chain Professional (CSCP) designation is the gold standard. It’s broader in scope, and it tells an employer that you have the necessary mental framework to perform from day one.
Also, neither credential requires years of experience to pursue; and ASCM student membership is free, which also gets you access to chapter events, study groups and an amazing professional network.
Rennie: Networking is often cited as a kind of hidden job market. How can early-career professionals get visible?
Hoegener: The truth is that most hiring happens through networks before a job board is ever touched. Get involved with ASCM for mentorship and valuable career tips. Also local ASCM chapters hold plant tours, dinners and other fun events that are great ways to connect.
On LinkedIn, be specific. Don't just write a general biography; create a profile that surfaces in a search for “demand planning” or “SAP.” Recruiters search for keywords, and digital visibility matters. So make sure your profile clearly lists what systems you've worked in, what functions you understand and what you've actually accomplished — not a vague resume summary.
Rennie: I have to say, all of this strategizing and extra effort feels a bit contradictory: Here at ASCM, we’re constantly talking about supply chains having a massive talent gap. What’s really happening here?
Hoegener: It’s a paradox, but it comes down to a fundamental restructuring of the industry. Supply chain remains one of the strongest career choices available. You’re completely right that the demand for experienced professionals far outpaces supply, compensation is well above national averages and job satisfaction is high.
The industry isn’t shrinking — it’s evolving. The gap exists because companies are desperate for people who can handle higher-level analysis and strategy, while the entry-level roles that used to build those skills are being automated. I see this firsthand in my recruiting: The candidates who move quickly through the hiring process are those who’ve built a foundation before they needed it. To bridge the gap, you have to prove you can step into that experienced mindset early by mastering the certifications we’ve discussed and securing those essential technical skills.
Rennie: What technical skills are non-negotiable, in your experience?
Hoegener: Advanced spreadsheet understanding is now just the baseline — it’s table stakes. Increasingly, we see SQL and data visualization tools like Power BI or Tableau as requirements. You also need a general understanding of enterprise resource planning; and if your university offers SAP or Oracle labs, take them.
Of course, the fastest-growing skill is AI fluency. This doesn't mean you need to be a coder; it means having the operational judgment to look at an AI-generated forecast, recognize why it might be wrong and explain to a stakeholder why you are overriding the system’s recommendation. Build the aptitude that complements AI, not competes with it. That combination of technical literacy and operational judgment is what employers mean when they say they want “AI-adjacent" skills.
Rennie: Are there specific industries where the entry-level path is still more traditional?
Hoegener: Absolutely. Mid-market manufacturers in high-growth sectors like pharmaceuticals, medical devices, and food and beverage still need people to learn operational knowledge from the floor up. Rotational programs at larger companies are worth pursuing specifically because they are designed to develop people who don't have experience yet. Programs at companies like Unilever, General Motors and GE have structured development built into the job, which is valuable when the traditional learning-by-doing path is less available than it used to be. I also highly recommend third-party logistics (3PL) providers. The pace is fast, and the exposure to multiple industries accelerates your learning faster than a single-shipper environment.
Rennie: Finally, what is your best advice for a candidate who has a solid educational background but very little real-world experience on their resume?
Hoegener: Frame the experience you do have around outcomes, not tasks. Don’t just say you “supported the planning team.” Say you “identified a data discrepancy that saved three hours of manual reconciliation per week.” Even a class project where you reduced a simulated stockout rate by 12% is more compelling than just listing coursework. Employers are looking for people who can contribute quickly; showing that you process information in terms of results proves you’re already thinking like a practitioner.
