Key Takeaways
01. Career confidence is split, and tariffs are a key reason why.
60% of professionals feel confident about the job market, but the 40% who don’t point to economic conditions as the primary cause. 38% expect tariffs to reduce supply chain job opportunities over the next 12 months – a level of concern that reflects the broader uncertainty firms are navigating in 2026.
02. AI anxiety is real, but often overstated.
67% of professionals are not at all or only slightly concerned about AI displacing their role. However, concern is meaningfully higher among individual contributors (36%) and managers (38%) than senior leaders, and acceptance of AI in recruitment remains low, with 45% uncomfortable with AI being used in hiring processes.
03. Salaries are stable, but perception threatens retention.
73% received a pay rise in the past 12 months – up 9% year-on-year – yet 37% still believe their salary is below market rate. In a mobile talent market, this perceived underpayment can accelerate attrition.
04. Bonuses are improving, but structural gaps remain.
68% received a bonus this year, up from 61% in 2025. Half of those who didn’t cited no company bonus policy, leaving these employers at a disadvantage when competing for talent.
05. Flexible working expectations are still growing.
81% say flexibility is important or very important when considering a new role, up from 77% last year. 75% would still accept a fully in-office role, but that figure has fallen 5%, and 39% would swap a lower salary for better flexibility..
06. Engagement gaps are largest at the mid-level.
Only 58% of managers and 62% of individual contributors say they are happy at their current company, compared to 84% satisfaction at C-suite level. With most salary expectations for a next move at 11–20%, mid-level disengagement is a real retention risk.
07. Relocation support expectations have grown.
85% of professionals open to relocating would expect a lump-sum payment, 62% housing support, and 44% a cost-of-living adjustment – notably higher than what past relocators actually received. Employers struggling to attract local talent should revisit their relocation packages.
08. Counter offers buy time, not loyalty.
67% of supply chain professionals who received a counter offer have declined it, with career progression and trust in employer follow-through cited above compensation as the top reasons to leave. Money can retain people in the short term, but it rarely resolves the deeper reasons they wanted to leave.
Summary
The supply chain profession in the USA is in demand, in flux, and under pressure - all at once. Tariffs, reshoring, and AI transformation are creating real opportunity, but they are also raising the stakes for employers who need the right people in place to navigate them. The talent is there. The challenge is attracting it, developing it, and keeping it.
The findings in this report point to a workforce that is informed, mobile, and clear about what it wants - and to an employer landscape that, in places, hasn't fully caught up. Salary perception gaps, mid-level disengagement, inconsistent bonus and benefits policies, and inflexible working arrangements are all within an employer's control to address. The professionals most likely to drive your supply chain forward are also the ones most likely to be watching the market.
DSJ Global works with supply chain employers across the USA to close that gap - whether that means identifying and attracting the right candidates, advising on competitive compensation and benefits benchmarks, or building longer-term talent strategies that reflect where the market is heading.
For supply chain professionals, our specialist consultants are on hand to provide honest, market-informed guidance on your next career move - from salary negotiation support to access to roles that aren't advertised elsewhere. Request a call back today to learn more about how we can help.
