retail practice

Featured Candidates & Positions

March 2020

Welcome Back,

How is everyone doing out there? Tier One Executive Search is here to inject some normalcy and consistency back into everyone's day with our dependable newsletter. For this month's newsletter, we discuss the variations of "Brain Drain" and it's economic impacts on places, countries and businesses. But first, see our Featured Candidates and Positions.


Featured Candidates for Employers

Candidate 1: Parts Manager

Screen Shot 2018-05-11 at 11.22.02 AM

We are working with an amazing Parts/Wholesale professional that is looking for an opportunity to take a step forward in their career. This person has just over 15 years of experience of successfully growing all departments within fixed operations departments at various levels of leadership. Currently they are responsible for all aspects of parts and wholesale management across multiple small to midsize dealerships with an inventory of just over $1.5M. This individual specializes in optimizing parts inventory, they have reduced obsolete inventory to less than 1% and increased revenue by 15% in their last several stores. They are also directly responsible for building a $2M wholesale business from the ground up through business development and relationship building with local businesses. This fantastic parts manager is looking for a great opportunity to continue to develop professionally and is open to relocation. If this sounds like someone that could help your dealership please email for more details or call +1-313-887-8300 ex.106.

Candidate 2: Finance Manager

Screen Shot 2018-05-11 at 11.22.23 AM

This F&I professional is looking to join a dealership family that is passionate about pushing the boundaries of what customer service and dealer operations currently looks like. They would like to join an organization that values innovation and developing their staff to grow, understanding that this is the best way to nurture their business. This individual has over ten years of experience in dealer sales and F&I, and they currently run a finance department in a mid-sized dealership. They have successfully grown their per copy gross by 25% and have been part of the leadership team that has taken this store’s rankings from the bottom of a region of 300 to the top 5 consistently year over year. They have an excellent ability to decipher credit bureau and match with the proper bank as well as establish good relationships with banks to benefit their store. This individual has a passion for training and continuous education for themselves and their colleagues and is constantly looking to take on more responsibility and go down new avenues in the automotive industry. If this sounds like a professional that can give a boost to your F&I department, please email for more details or call +1-313-887-8300 ex.106.


Featured Positions for Job Seekers

Position 1: Service Manager

We are working with an outstanding organization that is looking for a Service Manager for a midsize, import dealership on the East Coast. This company has 20 dealerships throughout the region and can offer a fantastic working environment, a leadership team that values clear communication and transparency, as well as developing their staff to grow in their profession. The service manager position will be responsible for leading all aspects of the fixed operations department. This person will be charged with maintaining a positive work environment, motivate, train, and mentor the service team and ensure this also translates to customer satisfaction. This person should be able to increase RO performance within the dealership, possess a strong knowledge of process, and have excellent lane supervision skills. If this sounds like an opportunity that you would like to learn more about, please email for more details or call +1-313-887-8300 ex.106.

Position 2: BDC Manager

Our client is a 25 rooftop dealer group that works with a mix of domestic, import, and luxury brands throughout the US. We are looking for an experienced BDC manager for a new luxury brand dealership in the lower MidWest. This company is looking to expand in the region and can offer career growth in the coming years. The ideal candidate will be highly experienced in internet sales and have strong technology skills. We are looking for someone to hire, train, and mentor a small team within the department; strong leadership and organizational skills will be absolutely necessary. This person should be a highly effective communicator to work with customers and colleagues in-person, or by email, and phone. This position is also tasked with maintaining the customer database and website information along with managing all sales leads and answering all inquiries in a timely fashion. If this sounds like an opportunity that you would like to learn more about, please mail for more details or call +1-313-887-8300 ex.106.

traveler-748246 640

Brain Drain: The Ebb and Flow of Talent Across Geographies and Industries

Also known as High-Skill Migration or Human Capital Flight, Brain Drain is generally defined as an event where "educated, professional workers leave a place or company in order to move elsewhere where they can benefit from better pay, working conditions, lifestyle and sometimes work-life balance" (HRZone).

Typically, Brain Drain comes at an economical cost to the place or country, that the skilled individual leaves and has a major impact on the availability of talent for hiring companies in those areas seeing an exodus. This can lead to a decrease in innovation, advancement, and competition and so the further study of high-skill migration (ie. what causes it and what its full effects are) is vital.

City/State Brain Drain

A city or State can at one point in time be the place of promise and opportunity, and then at another point in time, see a mass exodus of its population. This coming and going of high-skill workers is based on the perceived opportunity of economic success and improved quality of life in a given area.

A prime example of this is the State of Michigan. Largely thanks to the automotive manufacturing industry, the State of Michigan has mostly been viewed as a destination for economic prosperity and opportunity. While the population has seen an ebb and flow closely linked to the state of the economy, January 2020 saw a substantially slowed down population growth rate - even with a robust economy.

Among the reasons for this (fewer births, more deaths, and falling immigration) is that people are leaving Michigan for other States. The most alarming part is that the median age of people leaving the State is just under 30 years of age and more than 45% of them have a College degree (Bridge). This suggests that Michigan is losing many of its high-skilled workers to other States. Reasons for this and where these people are going is yet to be conclusively defined.

International Human Capital Flight

There is a lot of ongoing research being done on the international migration of skilled workers and the negative/positive impacts for the receiving country, the sending country, and the individual skilled worker. Typically, what is being seen is the educated individuals from less developed countries are moving to countries with more opportunities for better pay, better working conditions and a better way of life.

This complex issue demands more research so that countries and companies can implement policies to safeguard against the economic, political and even cultural consequences. This discussion is beyond the scope of this article but we have included several resources to refer to on this subject in our "Sources and Further Reading" section below.

Corporate/Industrial Brain Drain

Geographic regions are not the only ways we can see a brain drain. Corporations, or even industry sectors can also see a depletion in their human capital due to a variety of reasons including:

▪ Leaders leaving a company without sharing their expertise
▪ Mass retirements and fewer available replacements with same knowledge
▪ Poor Leadership
▪ Negative company culture
▪ Perceived instability and therefore insecurity in the company or industry
Leaders leaving a company without sharing their expertise
Mass retirements and fewer available replacements with same knowledge
Poor Leadership
Negative company culture
Perceived instability and therefore insecurity in the company or industry

What Employers Can Do About It

The "pushes and pulls" behind high-talent migration and brain drain is continuously evolving. Some of these "pushes and pulls" are outside of the control of a company but there are still actions that can be made to avoid a large-scale brain drain. Employers who focus their attentions on employee retention, invest in proper knowledge transfer and foster strong leadership might be less likely to see the consequences of a brain drain.


You can find us at and connect with us on social media.

Powered by Mad Mimi®A GoDaddy® company