Job Placement · Supply Chain · VP Supply Chain
BEG places supply chain VPs who own the network itself, plants, suppliers, and make or buy decisions, priced against executive pay, not manager pay. The Tier V milestone fee runs $22,640 to $27,168.
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TL;DR
Measured against the flat $107,230 transportation, storage and distribution manager median, BEG's Tier V fee for a VP of supply chain, $22,640 to $27,168, runs 106 to 127 percent of a 20 percent contingency fee, genuinely dearer, and this page says so before it says anything else. That number is also the wrong one for a seat that decides where plants, warehouses, and suppliers sit, owns the make or buy and outsourcing calls, carries total supply chain cost and working capital, and has the network's directors reporting up to it from a chair on the executive team. Measured against the $194,900 90th percentile, the $223,280 purchasing manager 90th percentile, or the $213,990 chief executive median, the same fee covers only 51 to 70 percent.
The Hiring Problem
This is a capital seat before it is an operating one. The board is buying working-capital and make-or-buy judgment, not a shift schedule, and the people who have exercised that judgment through a disruption are already vesting into a bonus and equity plan built around the transformation they are running now.
The Search
The search stalls on the offer, not the shortlist. BEG builds the compensation conversation around base, bonus, and equity from the first call, since the candidates worth pursuing are already comparing an offer to a transformation payout in progress.
| Step | What it requires | Where it stalls |
|---|---|---|
| Confirm the real benchmark | A comparison against the $194,900 90th percentile, the $213,990 chief executive median, or the $223,280 purchasing manager 90th percentile | At $107,230, the posting is pricing a site operator, not the person who decides whether the company keeps building sites or buys the capacity instead, so it never reaches the right inbox |
| Source against transformation experience | Candidates who have taken cost out of a network through a disruption, not just managed one in steady state | Directors apply who run several sites well but have never made the call to close one, open one elsewhere, or hand a function to a third party |
| Build the full compensation package early | Base, bonus, and equity terms discussed up front, since BLS notes corporate executive pay often includes both | Working capital and total supply chain cost are the two numbers this hire is judged on, and neither shows up in a base-salary offer, so the finalist has no way to compare it to what they already carry |
| Close with the executive team | Alignment between the VP candidate and the executive team on the network changes the role expects to make | The executive team has to agree what the VP is being hired to change before the offer goes out, or the candidate hears three different versions of the mandate across three interviews and walks |
Getting the executive team to agree, in writing, on what the VP is there to change before a name is presented is the step most searches at this level skip, and it is the one BEG bills as a milestone rather than leaving for the candidate to discover in week three.
Milestone Billing Against Contingency
Twenty percent of the $107,230 manager-code median is $21,446 and 25 percent is $26,808. The Tier V fee, $22,640 to $27,168, sits at 106 to 127 percent of that pair, and yes, that is more expensive than a contingency search priced the same way. A board that only runs this one comparison is not wrong about the arithmetic, only about which candidate pool that median actually describes.
The Benchmark That Actually Fits a VP
A VP who has actually carried make-or-buy decisions and working capital through a cycle is paid at the $194,900 90th percentile of the manager code, the $223,280 purchasing manager 90th percentile, or the $213,990 chief executive median source. Twenty to 25 percent of those three runs $38,980 to $55,820, and against that range the Tier V fee covers 51 to 70 percent. The gap between dearer and cheaper here is not a rounding error, it is the difference between benchmarking a manager and benchmarking the executive this search is actually for.
Placement Models
The title carries a standing budget and a vote on where the network sits, which is not something a company rotates between people, so this is a one-time hire, not a recurring assignment. What is worth comparing is how three billing models price a seat this senior; keeping the chair warm during a transition is a different service entirely.
| Model | Who employs | How you pay | Right when |
|---|---|---|---|
| BEG direct hire placement | The VP joins your payroll and your executive team on day one, with no agency standing between you | The Tier V fee, $22,640 to $27,168, is released in stages tied to the search, not billed as a single retainer up front | The base, bonus, and equity package needs to be built and the transformation mandate agreed before anyone is approached |
| Contingency search firm | Also lands on your books as a direct hire, the fee timing is the only real difference | One invoice for 20 to 25 percent of first year base pay, due in full the day the offer is signed | Your board has already priced equity and bonus structures for executive hires before and does not need help building one |
| Staffing or temp agency | A staffing firm, not your company, is the legal employer for as long as the engagement runs | A recurring hourly or weekly bill rate, with no milestone tied to a permanent outcome | The seat needs a body in the chair now, while the board is still deciding who gets the permanent mandate |
Whichever benchmark a board settles on, base, bonus, and equity have to be on the table before a name is presented. See the Director of Supply Chain seat below this one and the rest of the ladder on the Supply Chain hub.
FAQ
BEG targets 23 to 35 days, though executive searches at this level often extend as the compensation package, base, bonus, and equity, is negotiated in parallel with the interview process.
BEG’s milestone fee for this Tier V search runs $22,640 to $27,168, billed across the search rather than in one invoice at signing.
The network itself: where plants, warehouses, and suppliers sit, make or buy and outsourcing decisions, total supply chain cost and working capital, and the directors who run each function, with a seat on the executive team.
The $107,230 transportation, storage and distribution manager median blends single-site managers with executives. A VP’s real market sits at the 90th percentile or against chief executive pay, and measured there BEG is clearly cheaper than contingency.
The $194,900 90th percentile for the manager code, the $223,280 purchasing manager 90th percentile, or the $213,990 chief executive median, all of which reflect the scope of a network-owning executive rather than a site manager.
BLS notes total compensation for corporate executives often includes stock options and performance bonuses on top of base salary, which is why BEG builds the full package into the search rather than negotiating base pay alone.
A director owns several sites or the network’s operating plan and reports to a VP or COO. A VP owns the network itself, the make or buy decisions and total supply chain cost, with a direct seat on the executive team.
BLS says transportation, storage and distribution managers will be needed for enhanced integration of logistics with business systems as e-commerce grows, demand that flows upward into the executive seats overseeing that integration.
A candidate who runs sites well but has not yet made a make-or-buy or network-siting call belongs one step down, on Director of Supply Chain. See that seat and the rest of the ladder on the Supply Chain hub.
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