Chain Reaction Recruitment Turns Two: Reflecting on the Journey So Far
October 19, 2026

In October 2024, after more than 12 years in Supply Chain recruitment, Claire launched Chain Reaction Recruitment. 

The idea was to create something that brought together her lived industry experience, family links to Supply Chain and the network she had built throughout her career, while doing recruitment in a way that felt more authentic to her. 

Two years on, Chain Reaction has worked with 30 clients across 61 projects, expanded internationally and grown into a sustainable, profitable business. 

To celebrate two years of Chain Reaction, Claire reflects on where it all started, what she has learned along the way and what she hopes year three will bring. 

 

The Beginning 


The decision to start Chain Reaction came at a point when Claire had begun thinking differently about what she wanted from her career. 

“I had embarked on a journey of executive career coaching and realised that my values misaligned with working for big corporate. I wanted to build something more authentic that really represented both me and the Supply Chain industry.” 

Having spent more than 12 years working in Supply Chain recruitment, as well as having family links to the industry, Claire saw an opportunity to build a recruitment agency that was more embedded in the sector. 

“I really wanted to bring the combination of my lived industry experience, my recruitment experience and my family links to Supply Chain together to create real partnership and insights.” 

When Chain Reaction officially launched in October 2024, the response from Claire’s existing network gave her plenty of reassurance that she had made the right decision. 

“It was a breath of fresh air. So many of my contacts said, ‘It’s about time!’, ‘Why haven’t you set up on your own sooner?’ and ‘We’ve been waiting for you to do this!’” 

One of the biggest realisations during those first few months was that the relationships Claire had built throughout her career were exactly that: relationships with her. 

“It wasn’t about the brand or business I had worked for in the past. It was my knowledge and connections that were going to set me up for success now and for the future. People wanted to work with me, irrespective of what company I worked for.” 

And then, of course, there was that first invoice. 

“My very first invoice being paid was definitely my first ‘this is really happening!’ moment. You know who you are, and I am very thankful for our partnership over the years.” 

 

Starting as She Meant to Go On 


Chain Reaction’s first project was a good reflection of the kind of partnership Claire wanted the business to be known for. 

A CEO she had known for years had recently joined a new business and had been tasked with turning around a failing P&L and reinvigorating the way the organisation operated. 

Rather than simply being handed a vacancy to fill, Claire worked with him to look at what the business actually needed moving forward. 

“We worked together to build an org chart that was more representative of what they needed to set them up for success.” 

That resulted in the recruitment of a Supply Chain Manager, Sales Manager, Quality Manager and Inventory Controller. 

It set the tone early for Chain Reaction: understanding the bigger picture, getting properly involved and working as a genuine partner rather than simply filling a role. 

 

Two Years of Chain Reaction 


Since then, Chain Reaction has worked with 30 clients across 61 projects, spanning FMCG, Fashion, Retail, Manufacturing, Agriculture and Consulting. 

The business has also grown beyond its original Supply Chain and S&OP specialism into Manufacturing, while giving Claire the opportunity to recruit across Australia, New Zealand, the UK and the USA. 

“I’ve had the pleasure of working with some wonderful companies, from luxury fashion brands and global blue-chip FMCG organisations to start-up Australian success stories that have launched all over the world.” 

One project in particular stands out. 

Claire was engaged on a confidential brief to recruit an entire Supply Chain team from scratch for an FMCG organisation. 

Four key roles were secured within just six weeks. 

But when asked which achievement she is proudest of, the answer is simple. 

“All of them!” 

For Claire, the real satisfaction still comes from seeing both sides of the recruitment process come together. 

“Getting to work with so many candidates and clients to find the right match for both parties is what drives me. The positive feedback when everyone is happy is what gives me job satisfaction.” 

 

Building the Right Business 


While there has been plenty of growth over the past two years, Claire is equally proud of building a business that has stayed true to the reason she launched it. 

One of the biggest lessons has been knowing when an opportunity isn't the right one. 

“Saying no to business that didn’t match my values helped me realise and reassess the people and businesses I wanted to partner with.” 

The vision for Chain Reaction itself hasn’t changed. 

“It is about paying it forward and doing the right thing. Being a values-led organisation that has people at its core.” 

That approach extends to every interaction Claire has with candidates and clients, whether it ultimately results in a placement or not. 

“I am honest, sometimes too honest, and I want to add value at every interaction I can. Even if the interaction isn’t always the desired outcome, I want to give as much feedback and support as I can.” 

It is an approach that has helped Chain Reaction grow quickly while remaining a business Claire feels genuinely represents her. 

“I’m really proud to have built a sustainable and profitable business that has been able to grow market share quickly and become a well-known brand that the market really resonates with.” 

 

What Two Years Has Taught Her 


Running Chain Reaction has naturally brought plenty of lessons, but perhaps the biggest has been learning to trust the process. 

If Claire could go back to October 2024 and give herself one piece of advice, it would be: 

“It will be OK. Back yourself and keep up the consistency. Keep doing the right thing when no one is watching and it will all come good in the end.” 

Although there is another piece of advice too. 

“Should have done it sooner!” 

Asked to sum up the last two years in one word, Claire chose fulfilling. 

And what has powered those two years? 

“Too many soy cappuccinos around the world to count!” 

 

Looking Ahead to Year Three 


As Chain Reaction heads into its third year, Claire isn’t looking to reinvent what has already been working. 

The focus is on continuing to grow the network and community around the business, supporting more candidates and clients, and continuing to build strong partnerships across the industry. 

“I’m excited to keep growing my network and community and help support my candidates and clients with their journeys.” 

By the time Chain Reaction celebrates its third anniversary, Claire would love to be reflecting on a record year of supporting the industry and working with both new and existing clients. 

And beyond that? 

“Take over the world!!” 

For now, though, the focus remains exactly where it started two years ago: doing the right thing, adding value and bringing the right people and businesses together. 

Let’s start a chain reaction. 

Why Supply Chain Talent Is Critical to FMCG Growth in 2026

By Claire Stuart • July 1, 2026
Supply Chains within the FMCG industry have always moved quickly, but the pace and complexity of the market have changed significantly. Businesses are no longer just managing products, suppliers, stock and cost. They are navigating changing consumer expectations, retailer pressure, shorter innovation cycles, packaging complexity, sustainability requirements, tighter margins and the growing use of technology across planning, procurement, logistics and operations. The scale of the sector makes this especially important. According to the Australian Food and Grocery Council, Australia’s food and grocery manufacturing sector recorded a 5.3% increase in turnover to $173 billion and now supports nearly 300,000 jobs . That makes Supply Chain capability a commercial issue, not just an operational one. The common thread across recent industry commentary is clear. Supply Chain functions within the FMCG industry are becoming faster, more complex, more technology-led and more commercially important. Industry coverage from Inside FMCG continues to highlight the pace of change across grocery, convenience, pharmacy and broader consumer goods markets. At the same time, a recent SupplyChainBrain article explored how businesses are rethinking the role of Supply Chain in commercial performance. For FMCG businesses, this is important. Supply Chain is no longer just the function that keeps things moving. It is increasingly central to growth, customer experience, innovation, efficiency and resilience. That creates a very real recruitment challenge. Do businesses have the right people in place to turn Supply Chain complexity into commercial value? FMCG Supply Chains are becoming harder to manage In FMCG, small changes can have a large impact. A packaging change, product launch, retailer promotion, supplier issue or shift in customer demand can quickly affect planning, procurement, manufacturing, warehousing, transport and customer service. What looks straightforward to the end consumer often relies on a complex network of decisions behind the scenes. Packaging is a good example. A simple visual update or format change can involve suppliers, materials, compliance, production timelines, stock planning, cost management, sustainability targets and speed-to-market pressures. That is why the people behind the Supply Chain matter so much. Businesses need professionals who can manage the technical details but also understand how their decisions affect the wider business. The strongest Supply Chain professionals are not just focused on process. They understand risk, cost, customer expectations, stakeholder pressure and commercial outcomes. Technology is changing what good looks like Technology is also reshaping Supply Chain roles. AI, automation, analytics, forecasting tools, ERP systems and warehouse technology are giving businesses access to more information and more ways to improve performance. However, technology does not remove the need for strong people. It changes the type of capability businesses need. A forecasting tool still needs someone who understands the market, the customer, the product and the operational reality. A warehouse automation project still needs people who can lead change, manage adoption and bring teams with them. An AI-enabled planning process still needs human judgement, accountability and commercial context. This is where recruitment becomes more nuanced. The best candidates are not always the ones with the longest list of system names on their CV. They are the people who can use data, technology and insight to make better decisions. They can connect what the system says with what the business actually needs. For employers recruiting for Supply Chain roles within the FMCG industry, this means hiring criteria need to keep evolving. The skills gap is becoming more visible As Supply Chains become more sophisticated, the gap between the skills businesses need and the talent available in the market is becoming harder to ignore. Many organisations are now looking for Supply Chain professionals who can bring together several capabilities at once. Technical Supply Chain knowledge still matters, but it is no longer enough on its own. Businesses increasingly need people with: Strong technical knowledge across planning, procurement, logistics, operations or transformation Commercial awareness Data and systems confidence Stakeholder management skills Change management experience Supplier and customer understanding Problem-solving ability under pressure Leadership and influence That combination is not always easy to find. The challenge is not only at senior level. Gartner has found that 55% of supply chain leaders expect agentic AI to reduce the need to hire for entry-level positions . For employers, this raises an important question: if fewer junior roles are created, how will the sector build the future Supply Chain talent pipeline? This is why specialist Supply Chain recruitment is becoming more valuable. A general understanding of recruitment is not always enough when the role requires a clear understanding of planning, S&OP, procurement, manufacturing, logistics, warehousing, operations, transformation or merchandising. The difference between a good hire and the right hire often comes down to nuance. A candidate may have strong demand planning experience, but limited exposure to FMCG pace and complexity. Another may have excellent logistics leadership experience but need support transitioning into a broader operations role. Someone else may not tick every box on paper, but could bring the adaptability, commercial thinking and stakeholder skills needed to succeed. That is where market knowledge matters. Businesses need people who can turn complexity into value Complexity alone does not create growth. People do. The right Supply Chain professionals help businesses make sense of uncertainty, connect data to decision-making and turn operational challenges into commercial opportunities. They can identify where processes are slowing the business down. They can improve collaboration between teams. They can challenge assumptions, strengthen supplier relationships and support better planning. They can also lead transformation in a way that brings people with them, rather than simply introducing new systems and expecting results. In FMCG, this capability is especially valuable because the margin for error can be small. Delays, stock issues, poor forecasting, supplier problems or failed product launches can have immediate financial and reputational impact. A strong Supply Chain team helps protect the business from those risks while also creating the conditions for growth. What this means for Supply Chain hiring in 2026 For businesses hiring Supply Chain talent in 2026, job descriptions may need to evolve. Years of experience still matter, but they should not be the only measure of suitability. Employers also need to consider whether a candidate can: Work effectively across functions Understand commercial priorities Use data to support better decisions Adapt to new technology Communicate clearly with different stakeholders Manage ambiguity and change Balance cost, service, speed and risk Lead teams through complexity This is particularly important for senior Supply Chain roles, but it also applies to specialist and mid-level positions. The future talent pipeline needs to be built around capability, not just job titles. For candidates, the message is similar. Technical experience remains important, but the ability to show commercial impact will become increasingly valuable. Employers want to understand not just what you managed, but what you improved, influenced or delivered. That might include reducing cost, improving service levels, supporting a system implementation, strengthening supplier performance, improving forecast accuracy, leading a team through change or helping a business respond to shifting customer demand. Why specialist recruitment matters Supply Chain is not a generic function, and Supply Chain recruitment should not be treated as a generic process. A strong Supply Chain recruiter needs to understand the difference between planning and S&OP, procurement and sourcing, warehousing and transport, operations and transformation. They need to understand what different industries require, how candidate capability translates between sectors and where a less obvious candidate could be the right fit. At Chain Reaction Recruitment, we specialise in permanent, contract and executive recruitment across Supply Chain, Operations, Logistics and Procurement. Our work is grounded in genuine sector knowledge, strong networks and a clear understanding of the skills businesses need to succeed in complex Supply Chain environments. As the FMCG industry continues to evolve, the Supply Chain functions that support it will need to keep changing too.The businesses that succeed will be those that invest in the people behind the process. Technology will continue to evolve. Market pressure will continue to increase. Consumer expectations will keep shifting. But the ability to turn complexity into growth will still depend on the quality of the people making decisions every day. For businesses looking to build stronger Supply Chain teams, or professionals considering their next move in Supply Chain, Logistics, Procurement, or Operations, now is the time to think carefully about capability, fit, and future potential. Looking for specialist Supply Chain recruitment support?  Chain Reaction Recruitment partners with businesses and professionals across Australia to connect the right talent with the right opportunities across Supply Chain, Operations, Logistics and Procurement within the FMCG and Retail sectors. Get in touch to discuss your next hire or career move.

What Senior Supply Chain Leadership Needs to Know in 2026

By Claire Stuart • April 12, 2026
Explore the key pressures shaping Supply Chain leadership in 2026, from capability gaps to technology readiness, customer expectations and operational performance.

Learnings from the First Five Weeks of Chain Reaction Recruitment

By Claire Stuart • December 5, 2024
Starting a new business is always full of surprises, challenges, and, most importantly, valuable lessons. Over the past five weeks, Chain Reaction Recruitment has experienced significant growth and discovery. From stepping into the unknown to forming genuine connections, these early lessons have shaped the foundation for what’s to come. Here’s a look at the key takeaways from the first weeks of building Chain Reaction Recruitment. Week 1: Expectation vs. Reality The first week of running Chain Reaction Recruitment came with a few surprises. What seemed like a huge shift in the way things would operate turned out to be not so different after all. It’s not so different – The assumption that the work would change drastically was quickly proven wrong. The mission has always been the same—connecting talented individuals. People are kind – Even without the backing of a large corporate, it became clear that people genuinely want others to succeed. When you’re authentic, knowledgeable, and add value, people are more than willing to support you. Your ‘why’ is important – Understanding the purpose behind the work helps to form deeper, more meaningful connections. This week provided the chance to share the personal journey in a way that felt true to myself, helping to build stronger relationships. Week 2: Leaning Into the Unknown By week 2, the learning curve became steep, as expected. Stepping into the unknown was both exciting and exhilarating. Technology is your friend when used correctly – The right systems and processes, specifically designed for the sectors supported, helped create efficient workflows, ensuring speed and quality service. Knowing your own value – With over a decade of experience in Supply Chain and Planning and S&OP recruitment, it became evident that aligning with values-driven partnerships is essential. The focus now is on working with those who share similar goals and vision. You are only as strong as the team around you – While starting out as a solo operator was the initial plan, I quickly realised the importance of building a strong support network. A handpicked team of trusted vendors has been invaluable in setting the business up for success, leaving me to focus on what I do best—connecting talented individuals. Week 3: Connections Through Vulnerability, Gratitude, and Humour By week 3, the power of authenticity became even clearer. Vulnerability, gratitude, and humour proved to be key in building trust and opening doors. Vulnerability – Sharing the challenges of starting Chain Reaction Recruitment allowed others to relate and trust in the journey. It also created a space where others felt comfortable sharing their own stories. Gratitude – Even when potential customers weren’t in a position to move forward, taking the time to thank them made a big difference. Showing appreciation for their time and response helped build goodwill and opened new possibilities. Humour – Authenticity is at the core of Chain Reaction Recruitment, and that means bringing my true self to conversations. A bit of humour and quick wit have proven to be a great way to connect with others and make the experience more enjoyable. Week 4: Saying ‘Yes’ to New Opportunities By week 4, it was all about stepping out of my comfort zone. Saying "yes" to opportunities I wouldn’t have considered before proved to be a game-changer. ‘Do one thing every day that scares you’ – Leaning into the unknown, even when it’s uncomfortable, has helped broaden my mindset and opened up new opportunities. The more I embraced challenges, the more growth I experienced. Don’t make assumptions – Asking the right questions and keeping an open mind has led to better decision-making. Staying flexible and open to different possibilities has been key in delivering better outcomes for customers. Be open-minded – Saying “yes” has led to new opportunities and opened up doors I hadn’t expected. Being open to what’s out there has proved to be invaluable for both personal and professional growth. Week 5: Stepping Into Clarity By the fifth week, a moment of clarity arrived. The realisation that not everything needs to be done the same way it’s always been done came into focus. ‘We’ve always done it this way’ – Just because something has worked in the past doesn’t mean it’s the right approach for the future. Adapting to change is essential, and creativity is key when finding solutions for evolving customer needs. ‘Trust the process’ – Success doesn’t happen overnight, and it’s important to have faith in the journey. By staying consistent and doing the right things, the rewards will follow in time. ‘Be comfortable with being uncomfortable’ – Stepping into discomfort often leads to the biggest wins. Sometimes, the smallest acts that seem challenging are the ones that bring the greatest results. The first five weeks of Chain Reaction Recruitment have been filled with both challenges and breakthroughs. There’s no doubt the journey has only just begun, but the lessons learned so far are laying the foundation for what’s to come. As the business grows and evolves, staying curious, authentic, and adaptable will continue to drive success. If you’d like to get in touch or learn more about Chain Reaction Recruitment, don’t hesitate to reach out , or you can also get in touch with us at claire@chainreactionrecruitment.com.au or 0468 945 182 Let’s start a chain reaction together.
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