Consolidation in the Commodities Market: What It Means for Talent and Hiring Strategy

As industry heavyweights including Rio Tinto, BP and the newly merged Bunge-Viterra entity navigate structural shifts, the ripple effects are being felt across all regions including APAC, where these organisations maintain a significant presence. 

While these strategic moves aim to optimise portfolios and boost resilience amid global uncertainty, they are also reshaping the talent landscape in ways that merit close attention. 

The Changing Shape of Opportunity 

Consolidation tends to bring both opportunity and disruption. Redundancies from overlapping roles can flood the market with candidates, creating the illusion of abundance. But dig a little deeper, and it becomes clear that much of the available talent pool is not aligned with the needs of employers. 

Top performers – those with deep market knowledge, strong networks, and the agility to navigate change – are being retained. The result? A surplus of applications, but a shortage of the right talent. 

This shift is especially evident in APAC, where a more cautious hiring mindset prevails. Candidates with in-demand skills are hesitant to jump ship amid organisational shakeups, making them harder to reach through traditional hiring channels. 

Talent is Available, But Not Always Accessible 

Organisations currently recruiting are encountering a paradox: they’re receiving more applications than ever, yet struggling to make the right hires. Often, it’s not just about quantity – it’s about relevance. 

With the best talent staying put and mid-level professionals flooding the market, firms risk hiring for availability rather than fit. In the fast-moving commodities industry, that mismatch can carry a high cost. 

Moreover, employer brand takes a hit when roles attract large numbers of unsuitable candidates who receive no feedback. In APAC, where brand reputation and relationships are especially influential in recruitment, this is a risk few firms can afford. 

Rethinking the Hiring Model to Address Consolidation

To navigate this environment successfully, organisations must rethink how they approach hiring. Traditional recruitment channels – job boards, in-house databases and reactive outreach – are proving insufficient. 

Instead, firms need hiring strategies that combine market insight with a tailored, human-centred approach. That means working with a trusted search partner who understands the nuances of the commodities sector and has deep access to passive talent – the kind of professionals who aren’t actively looking, but might be open to the right opportunity, if it’s framed correctly. 

Search partners who can act as brand ambassadors, articulating both the job and the long-term value of the role and the business, are able to empower organisations with exclusive access to a pool of the right talent. 

Consolidation in APAC Markets: What to Watch 

In APAC the picture is particularly nuanced. Consolidation has been met with varying levels of market maturity across countries. Singapore remains a key hub for trading roles, while Australia continues to be a stronghold for upstream talent. Meanwhile, emerging markets like Vietnam and Indonesia are drawing increasing attention due to shifting trade flows and regional investment. 

But the appetite for movement remains cautious. Professionals are prioritising stability, and employers need to communicate a compelling, credible story around vision, values and growth prospects. 

Conclusion 

As consolidation reshapes the commodities market, the challenge for employers is to engage the right talent, in the right way. 

In this moment of flux, those who succeed will be the firms that invest in strategic hiring partnerships, understand the forces reshaping the market and take a long-term view of talent acquisition. 

For a conversation about your firm’s hiring strategy, please don’t hesitate to get in touch. 

David Craig

Partner | Commodities | Industrials | APAC

E: david.craig@weareprocogroup.com T: +65 3158 4203