Built for Growing Supply Chain Technology Companies

Our clients are typically small to mid-sized supply chain technology companies navigating growth, product expansion, or organizational change.

Many engage us when:

  • A new product or business line has been approved
  • Recent funding is accelerating hiring
  • A critical team member has departed
  • Growth has outpaced internal recruiting capacity
  • A specialized role has remained open too long
  • Internal recruiting teams need deeper domain expertise
  • A search requires discretion or confidentiality

We work particularly well with organizations where a single Product Manager, Solutions Engineer, or technical leader can have an outsized impact on the business.

95%
Client Satisfaction based on annual surveys
80%
of our business comes from repeat clients

AREAS OF FOCUS

SUPPLY CHAIN TECHNOLOGY RECRUITING

PRODUCT MANAGEMENT Product Managers
Senior Product Managers
Principal Product Managers
Product Directors
Product Leadership
SOLUTIONS & PRE-SALES Solutions Engineers
Sales Engineers
Solutions Consultants
Pre-Sales Technical Leaders
PRODUCT DELIVERY & DESIGN UX Designers
Scrum Masters
Project Managers
Program Managers
ENGINEERING & TECHNICAL LEADERSHIP Software Architects
Senior Software Engineers
Engineering Managers
Senior Technical Leaders

Our SEARCH PROCESS 

Lucendor Group begins where our experience is deepest: Product Management

From there, we support adjacent functions that contribute to the design, delivery, and commercialization of supply chain software.

Search Process Overview

1. Recruitment

Research, target identification for all roles required, selling the opportunity, network, prospecting, cold and warm calls, referrals, and advanced e-recruiting.

2. Candidate Offer

Managing candidate and client expectations, coach on counter offers, and debriefs.

3. Candidate Approval

Conduct candidate profiling, surface potential issues, talk directly with family, create allies, conduct further profiling, and references/degree.

4. Interview Schedule

Prepare/coordinate interviews, pre/post debriefs with client/candidate, identify commitment, trial close, total compensation, confirm candidate motivations, and sell the candidate.

OUR CANDIDATE VETTING PROCESS

Evaluating the Work Behind the Resume: Strong credentials are useful. They are not enough. Our candidate evaluation goes deeper into the work itself. We explore:

Business Impact

What changed because this person was there?

Product Judgment

How did they identify priorities and decide what to build?

Execution

Can they move from strategy to delivery while working across technical and business teams?

Customer Understanding

Do they understand the users, workflows, and operational problems behind the technology?

Leadership & Collaboration

How do they influence teams, manage disagreement, and create alignment?

Culture & Career Fit

Does the opportunity match what the candidate actually wants next?

This helps us distinguish candidates who have simply held the right title from those who have demonstrated the ability to create meaningful results.