When on the air for Supply Chain Stories – Global Supply Chain Leadership with Naveen Sanders, we continue our series of recorded interviews with Chief Supply Chain Officers to provide advice, guidance and mentorship to the global supply chain community. In partnership with leading supply chain recruitment agencies and specialist supply chain headhunters, Sam Berke, Head of Global Supply Chain Search at Pod Talent, sat down with Naveen Sanders, a seasoned supply chain executive whose global career spans leadership roles across Asia, the Middle East, and North America, including his most recent role at iconic beverage brand The Coffee Bean & Tea Leaf.
Global Supply Chain Leadership with Naveen Sanders
In this episode, Sam Berke speaks with Naveen Sanders—an accomplished operations and supply chain leader—about the real challenges and lessons learned from managing global operations across complex, high-growth businesses. This discussion highlights the profile-building strategies that supply chain recruiters value when sourcing global executives.
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Naveen reflects on scaling brands like The Coffee Bean & Tea Leaf across 24 countries and navigating high-stakes supply chain crises—from 100 % commodity price spikes (coffee, cocoa) to managing ultra-seasonal sourcing windows for rare teas.
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His leadership involved complete network redesigns, robust S&OP processes, and strategic contingency planning in the face of unprecedented global volatility.
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He shares how global sourcing decisions—like shifting to a new single-origin supplier—could save millions, and how commodity price volatility required tight alignment with board stakeholders and relentless forward planning.
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He discusses building best-in-class systems with lean SKU management, clean-label ingredient sourcing, and quality assurance in low-heat-treatment environments.
Lessons for Aspiring Supply Chain Leaders
Naveen offers compelling career advice for professionals looking to grow in supply chain:
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Say yes to international assignments. These roles push you out of your comfort zone, expose you to cultural nuance, and drastically expand your leadership range.
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Make empathy your leadership cornerstone. Particularly when entering legacy businesses, respect long-serving team members and take time to listen.
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Commit to the long term. For executives, meaningful impact requires a 5–8 year horizon. “Anything less and you leave too much unfinished.”
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Be open to learning local languages. Even elementary language skills helped him lead more effectively in Southeast Asia—and will continue to serve him globally.
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Build maturity through mistakes. Leaders must be willing to admit missteps and ensure systems evolve to prevent repeat failures.
Key Takeaways:
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Partner with specialist supply chain recruiters to identify executives experienced in global network redesign and crisis management.
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Evaluate candidates on strategic sourcing acumen, commodity risk mitigation, and lean SKU strategies.
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Encourage rising leaders to accept international rotations and develop cross-cultural communication skills.
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Prioritise empathy and long-term strategic vision when assessing leadership fit.
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Use scenario-based interviews (e.g., “brace for 100 % price spikes”) to gauge candidates’ contingency planning and S&OP expertise.
FAQs:
Q: What does a supply chain recruitment agency do?
A: They connect companies with global supply chain leaders using deep industry networks and targeted executive search.
Q: How do supply chain headhunters add value for global roles?
A: They specialise in sourcing candidates with cross-border experience, crisis management skills, and cultural adaptability.
Q: Which skills are crucial for managing supply chain volatility?
A: Strategic sourcing, commodity price risk mitigation, robust S&OP processes, and contingency planning.
Q: How can I prepare for a global supply chain executive interview?
A: Highlight international project successes, demonstrate crisis-response case studies, and showcase cross-cultural leadership.
Q: Why work with a specialist supply chain recruiter for C-Suite roles?
A: They deliver broader candidate pools, faster placements, and insights on compensation and market trends for global operations.