Talent & Organization

Procurement talent: why paying more does not stop people from leaving

Procurement salaries rose 7.2% globally — the biggest jump in years. Yet 40% of professionals still plan to quit within 12 months. The real reason people leave isn't about money. It's about whether they can see their next career step where they are.

40%

Planning to leave within 12 months

4 in 10 procurement pros want a new job this year

7.2%

Average global salary increase

Pay went up — but people still want to walk away

24%

Actively job-hunting right now

Nearly 1 in 4 are already sending out resumes

Why Bigger Paychecks Aren't Enough

The #1 reason to stay flipped from job satisfaction to training. In 2025, professionals said they stay because they need more development before they're ready to move — not because they enjoy the work. It's like staying at a gym only until you've learned the exercises.

Pay raises don't fix the real problem — lack of career growth. Like putting more fuel in a car with a broken engine, higher salaries won't make people stay if they can't see their next step. Global pay rose 7.2%, but 40% still plan to leave.

Organizations that only offer pay raises are funding their competitors' hiring. People join, gain skills, then take those skills elsewhere. It's like training interns who graduate to work for your rivals — you pay for their education, someone else gets the benefit.

What Actually Keeps People Around

Sponsor MCIPS certification — Certified professionals earn 11.3% more in Europe. When you invest in credentials, people stay to finish them. Think of it like paying for someone's university degree — they'll stick around at least until graduation.

Protect entry-level hiring — 55% of organizations are cutting entry-level roles due to AI. Being in the 45% that keeps hiring early-career staff means you'll avoid a 15%+ pay premium by 2030 for the few candidates left.

Create specialist teams — Top-performing procurement teams put 15%+ of staff into Centers of Excellence and shared services. These teams outperform peers on savings and ROI by giving people deep expertise instead of spreading them thin.

Upskill in data, digital, and AI — 68% of leaders say technology skills grew more important last year. Teaching your team these skills turns flight risks into loyal experts. Only 4% of organizations report no skills gap.

Risk

Cutting entry-level hiring today creates a talent crisis tomorrow. Gartner projects a 15%+ pay premium for early-career procurement hires by 2030 as supply shrinks. The 55% of organizations freezing junior roles now will pay significantly more later — or operate with chronic understaffing.

Jargon Decoder

MCIPS Member of the Chartered Institute of Procurement & Supply — a professional certification for experienced procurement managers. Like a CPA but for buying.

Retention How well a company keeps its employees from leaving for other jobs. High retention = people stay. Low retention = revolving door.

Turnover The rate at which employees leave and must be replaced. 40% turnover means 4 out of 10 people leave each year and you start over.

CIPS Chartered Institute of Procurement & Supply — the main global professional body for procurement. Sets standards, runs training, and grants certifications worldwide.

Employee Value Proposition The full package of pay, benefits, training, and career growth a company offers — not just the salary. Think of it as "why would someone want to work here?"

Center of Excellence A central team of specialists who own strategy, tools, and best practices. Like a central training academy that makes the whole procurement team stronger.

Sources: CIPS Procurement & Supply Salary Guide 2025 (5,786 professionals surveyed), Gartner, Procurement Leaders Strategic Planning Guide 2024, Talent Drive

Rzzro

Procurement, quantified.