In the logistics sector, growth is not just about capacity, technology, or network—it is primarily about commercial clout. Account managers play a crucial role in this: they connect customers, operations, and strategy. Yet many organizations are finding it increasingly difficult to find strong commercial profiles. The reason? The best candidates are rarely actively looking for a new job.
The hidden job market
A large proportion of top performers in logistics are found in the so-called hidden job market. These are professionals who are successful in their current role, are well rewarded, and have little reason to actively look at job vacancies. They only move when an opportunity is truly interesting in terms of content—not only in terms of salary, but especially in terms of impact, growth prospects, and strategic role within an organization.
For employers, this means that traditional recruitment methods are often insufficient to reach this target group.
What sets a top account manager in logistics apart?
Successful commercial profiles in transport and logistics possess a specific combination of skills. In addition to strong sales competencies, they understand operational processes, margin structures, and the complexity of supply chains. They can switch between strategic discussions with customers and internal coordination with operations.
In addition, stakeholder management plays an important role: the ability to build long-term customer relationships and create trust is often decisive for success.
Why companies often miss the mark
When recruiting account managers, organizations still regularly focus solely on experience or network. Although these are important factors, the success of a hire often lies in mindset, adaptability, and commercial insight. Candidates who are successful in a particular environment do not automatically perform well in a different context, for example when the sales cycle, market position, or organizational culture differs.
A good understanding of both the role and the organizational context is therefore essential.
A proactive approach to talent
Successfully attracting commercial professionals requires a targeted and proactive approach. This means actively approaching candidates, understanding their motivations, and positioning a role based on content and impact. Companies that invest in this increase their chances of attracting talent that not only performs in the short term but also contributes to sustainable growth.
Conclusion
Competition for commercial talent in logistics will only increase in the coming years. Organizations that understand that the best candidates are not actively looking but need to be convinced will have a clear advantage. By taking a strategic and proactive approach to recruitment, companies can attract account managers who truly make a difference in customer relationships and growth.
