Working closely with leaders in the supply chain and logistics space, I’ve seen firsthand how complex challenges—from fragmented infrastructure to rising costs—play out on the ground. What stands out, though, is how forward-looking organizational leaders are embracing technology, sustainability, and workforce upskilling to build agile, future-ready supply chains while staying competitive.

India’s Supply Chain Industry: From Bottlenecks to Breakthroughs

The Indian supply chain and logistics sector is at a critical point. As the backbone of commerce—from e-commerce to manufacturing—its ability to scale efficiently will define India’s growth story over the next decade.

Key Challenges:

Fragmented Infrastructure: Multiple stakeholders, poor last-mile connectivity.

High Logistics Costs: 13–14% of GDP compared to 8% in developed nations.

Lack of Visibility: Limited use of real-time data and predictive analytics.

Compliance Complexity: Ever-evolving GST, E-way bills, and regulatory hurdles.

Skilled Talent Shortage: Especially in digital supply chain, analytics, and strategic roles.

Emerging Solutions & Possibilities:

National Logistics Policy (NLP) – A big leap toward integration and efficiency.

Digital Supply Chains – AI, IoT, WMS, TMS bringing end-to-end visibility.

Green Logistics – EV fleets, optimized routing, and carbon tracking.

Warehousing Evolution – Rise of multi-modal parks and smart storage systems.

Startups & Tech Disruption – Agile, tech-first players transforming traditional models.

Talent & Hiring Outlook: There’s rising demand for:

Supply Chain Analysts & Planners

Logistics Tech Experts (WMS/TMS/ERP)

EV Logistics & Sustainability Roles

AI & Data Science in SCM

Leaders with digital + domain expertise

🚀 Conclusion

The future of Indian logistics hinges on building agile, tech-enabled, and sustainability-focused supply chains. Organizations that prioritize people, platforms, and process innovation will spearhead the next wave of growth.

SupplyChain #LogisticsIndia #DigitalTransformation #HiringTrends #GreenLogistics #SmartWarehousing #SCM #EVLogistics #IndiaGrowth #SupplyChainLeaders #ADOSIS #AmitRSinha Adosis

Retention hiring services refer to recruitment strategies and services designed to not only help companies hire the right talent but also focus on ensuring that these employees stay with the company for the long term. These services aim to minimize turnover and improve employee satisfaction, engagement, and overall retention.

Key elements of retention hiring services include:

1. Talent Fit: Helping companies hire employees whose skills, values, and career goals align with the organization’s culture and mission, increasing the likelihood they will stay longer.


2. Onboarding Programs: Implementing structured onboarding programs that help new hires feel welcome, engaged, and integrated into the company culture, improving retention rates.


3. Employee Engagement: Providing strategies and tools for ongoing employee engagement, which is crucial in retaining talent, including regular feedback, career development opportunities, and fostering a positive work environment.


4. Retention Metrics: Offering analytics and insights to track turnover rates and identify areas where retention can be improved, allowing businesses to adjust their hiring strategies accordingly.



In summary, retention hiring services focus on recruiting employees who are a good fit for the organization while incorporating strategies that ensure those employees remain satisfied and engaged in their roles over time.

The charges for retention hiring consultancy in India can vary widely depending on several factors, such as the consultancy’s reputation, the level of the position being hired for (entry-level, mid-level, executive, etc.), and the scope of services provided. Typically, the fees may be structured in one of the following ways:

1. Contingency-Based Fee: This is a common model where the consultancy charges a percentage of the candidate’s annual salary upon successful placement. The fee usually ranges between 8% to 35% of the candidate’s first-year salary, depending on the seniority of the role and the complexity of the recruitment process.

2. Retainer-Based Fee: Consultancies may charge a fixed fee upfront to begin the hiring process, especially for senior or executive-level roles. This fee is paid in installments, and it may range from ₹5,00,000 to ₹35,00,000 or more, depending on the role and the company. The final fee is often adjusted based on the successful placement.

3. Exclusive or Special Hiring Fees: In some cases, if the recruitment process is highly specialized or requires niche skills, the fees can be higher than the usual range. It can also depend on the candidate pool’s difficulty or scarcity.

For specific companies or consultancies, it’s best to request quotes directly, as the fees can vary widely based on your needs and the services they offer.

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