Moving roles in procurement is a big step. Whether you are chasing a promotion, looking to specialise or moving into a different sector, the choices you make during the job search will shape how you are seen in a competitive market. And the strongest procurement candidates are those who present themselves as commercial, credible and ready to add value from day one.
Some of this is about skills: according to the results of the 2025 CIPS Salary Guide survey, in partnership with Hays, more than half of hiring managers in the profession say they have struggled to find the skilled talent they need.
It’s also about signalling to employers that you have what it takes and know what they’re looking for. With that in mind, here are some crucial dos and don’ts to keep in mind as you go about your job search.
Frame your CV around procurement impact
Procurement professionals often undersell themselves by listing day-to-day tasks rather than outcomes. Instead of “managed supplier relationships”, show how you influenced performance: “reduced supplier lead times by 15 percent through collaborative planning”.
Kate Langham, Senior Business Director at Hays, says that employers want to see how you have delivered cost savings, mitigated risks, or driven ESG goals – all themes that matter at board level.
“Employers don’t just want to see what you have delivered, they want to see how well you have been able to deliver them against certain metrics,” she explains. “This is where key facts, figures, and specific details can be the deciding factor between you and other applicants.”
Show sector and category knowledge
Hiring managers look for candidates who can translate procurement skills into the business context. If you have experience in categories such as IT, professional services, or direct materials, highlight it clearly.
“You would be surprised at the amount of procurement CVs that we look through that so not specify exactly what the applicant is buying, and more often than not this is highly important to the hiring business,” says Kate Langham.
“This is especially important when trying to get your CV past the initial screening, which may be done by a talent team who are not overly familiar with procurement as a discipline. This is why spelling it out is key.
“Instead of simply saying ‘I’ve been responsible for procurement of professional services’, offer a deep dive: explain that you’ve worked with HR, temp labour, contingent workforce, audit, tax, legal – whatever is relevant.”
Sector awareness is also valuable: a candidate who understands NHS-specific procurement frameworks, for instance, or the dynamics of retail supply chains, will have an edge over someone with only generic purchasing experience moving into a new sector or industry.
Keep up with digital procurement tools
The digital landscape is changing quickly in every sector and industry, and procurement functions everywhere are moving to keep up. Platforms such as SAP Ariba, Coupa and Jaggaer are now embedded in many organisations.
As Kate Langham says, being able to talk about how you have used e-sourcing tools, supplier portals, or spend analytics not only demonstrates technical competence but also shows you can thrive in data-driven procurement.
“Before any interview, I would brush up on any specific modules you are using or have used in the past, so that the names are at the tip of your tongue if asked.”
Don’t focus solely on savings
Cost reduction is important, but employers increasingly want procurement teams who can deliver broader value. To stand out, make sure to explain how you have supported sustainability, supplier diversity, innovation or supply chain resilience. These are the areas where procurement can shape strategy, not just operations.
“It is important to give detail here,” Kate Langham stresses. “If value was added from your top tier suppliers, tell the hiring team who they were, what the scope was, what the service was, and crucially, what key benefit you brought home to your company.”
Don’t oversell your influence
It can be tempting to claim ownership of multimillion-pound deals when you were one of several team members, but recruiters and hiring managers will quickly test this at interview. A better approach is to describe your specific contribution – for example, leading the risk assessment for a critical supplier, or negotiating payment terms that improved working capital.
Kate Langham explains that this is in fact quite a simple thing to get right.
“It’s ok to set the scene,” she says. “Think along these lines: ‘There were three of us tasked with X, my contribution to this was Y, and the outcome was Z.’
“Job titles can also vary wildly. If your title was Procurement Manager, but you managed a team of six and you were effectively a ‘head of’ reporting directly to C-level, then I would put a one line explanation underneath this – especially if the desired next role for you is a Head of Procurement title.”
Final thoughts: Get your CV right!
If you can demonstrate your achievements and avoid the common pitfalls above, you will put yourself in a strong position for your next move – but that’s impossible without being able to put it across clearly in writing. Kate Langham rounds us off with some crucial CV guidance:
“A strong procurement CV, is detailed and specific. Don’t worry about going over 3 pages; if the information is relevant, keep it on there!
“Always think: who, where, what, why, when. Who were the key stakeholders or suppliers? Where in the world were you focusing? What was the project and desired outcome, and what timeframe did you deliver this in? And if you have recently left a role, or taken redundancy, or simply taken some time out, please ensure your employment dates are accurate.
“We see many CVs that still state working ‘to present’ when in fact the candidate left months ago. Whilst this is an easy mistake, it can look like you have something to hide, and if anything, clients would prefer candidates that can join them ASAP, so being immediately available can often be an advantage and give you that competitive edge!”