ThreeSixty Supply Chain Group Hired New US Director
The supply chain consultancy is expanding its stateside team by recruiting experienced project managers.
Updated on Oct. 2, 2026 in People
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ThreeSixty Supply Chain Group has appointed Chris Tyner as Director of Projects and Technology Services in the United States. The consultancy is scaling its American operations by leveraging established leadership connections to replicate its Australian business model.
Why it matters
By hiring leaders with long-standing professional relationships, ThreeSixty aims to maintain operational consistency while scaling its consulting presence with U.S. clients.
ThreeSixty has delivered more than 200 projects since its 2018 launch. The new hire, Chris Tyner, brings over 25 years of experience to the role, where he will reunite with a colleague he has worked alongside for more than 20 years.
The players
Chris Tyner
The newly appointed Director of Projects and Technology Services with over 25 years of project management experience.
ThreeSixty Supply Chain Group
A supply chain consultancy founded in 2018 that provides project and technology services.
Scott Munn
The Executive Director for the United States who has worked with Tyner for over two decades.
The details
ThreeSixty is building its U.S. presence by importing its established Australian consulting framework, which focuses on supply chain project and technology management. The firm is specifically targeting executives who have prior working relationships with the existing leadership to ensure cultural and strategic alignment during the growth phase. This approach prioritizes internal continuity as the firm scales its headcount to support a larger portfolio of American clients.
Timeline
ThreeSixty Supply Chain Group was founded in Melbourne in 2018.
Chris Tyner was appointed to his new role on October 2, 2026.
Market Landscape
ThreeSixty's expansion into the U.S. mirrors the common consulting sector strategy of leveraging trusted leadership networks to ensure service consistency during geographic growth. This approach follows the trend of replicating proven boutique consulting models in larger international markets through high-trust, low-friction executive recruiting.
Operators looking to scale into new regions should evaluate if their current leadership structures support a 'trust-first' hiring model for senior roles. Building teams through established relationships can minimize cultural friction but may limit the influx of new, diverse perspectives during an expansion phase.
The takeaway
The move underscores the value of institutional memory when a firm attempts to port a specialized consulting model across international borders. Owners should assess whether their own hiring pipeline relies on proven internal networks when establishing a new presence in unfamiliar markets.
Further reading
For more on shifts in corporate leadership and organizational growth, see People.
Source note: This article includes information reported by eCommerceNews US.
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