Featured Candidates & Positions

January 2020

Welcome Back,

It's a new year. And while January is the month of fresh starts and positive changes, the honest truth is that much of last year (the good and the bad) follows us into the new year. Take the job market for example. We are entering 2020 with continued high levels of competition for skilled workers and many industries are continuing to battle a skills gap. What we can do is make positive and proactive changes to how we handle these issues. For our first newsletter of 2020, we discuss some changes you can easily make to your recruiting strategy and the advantages they can bring. But first, see our Featured Candidates and Positions.


Featured Candidates for Employers

Candidate 1: General Manager

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This operations executive has over 18 years of General Manager experience in automotive dealerships in the United States. They are highly experienced in working with a variety of import and domestic vehicles and excels at building a fantastic team and culture within their dealerships. They have a passion for creating innovative strategies along with fostering lasting relationships with clients to help future growth of the business. This turnaround expert has consistently grown sales volume and gross by 20% within a very short time of joining a dealership team and in the past has been able to keep their store in the top 5 in their region for several years in a row. They have also been awarded by many automotive associations for best in class performance. They are looking for a general manager position in a large dealership or an executive position at the corporate level, responsible for the growth of several dealerships in a region. Email for more details or call +1-313-887-8300 ex. 106.

Candidate 2: VP of Corporate Development

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This automotive professional has been in the industry for over 15 years and has had a hand in all aspects of both dealership operations and corporate strategic planning in large and small dealership groups. This person is a true modern leader that has a proven track record of building teams and growing successful dealerships from the ground up by fostering a winning culture in their staff by developing innovative policy and procedures for them to execute, while also allowing for creativity and professional development. They have been the key strategic player in their group for acquisitions, mergers, and developing training and mentorship programs and have added over $1B in revenue while adding hundreds of team members to this automotive family over the last few years. This individual is currently seeking a strategic, executive level position with a growing dealership group. Email for more details or call +1-313-887-8300 ex.106.


Featured Positions for Job Seekers

Position 1: GSM

A growing dealership group is looking for a General Sales Manager to build, train, and lead a strong sales team and create a winning culture in a new store and eventually continue the expansion process into new markets. This group has 7 rooftops and has been serving their customers for over 25 years. They have an import dealership that is in ramp-up mode that will need a strong leader with high calibre sales acumen to solidify this store as the #1 dealership in this new region. This company can offer a fantastic balance of support and autonomy for their trusted leadership team. They also pride themselves on providing professional development and growth for their team. We are looking for an individual that has proven turnaround/startup capability and strong communication skills that can build lasting trust and relationships with both customers and team members. If you are a driven individual with a passion for leading a sales force to achieve new heights though innovative and forward thinking sales strategies and procedures, email or call +1-313-887-8300 ex.106 for more details.

Position 2: Parts and Service Manager

We have a great opportunity to join a family-run dealership group that has been serving their region for over 3 decades. This dealer group has a domestic store that is in need of a highly experienced parts and service manager to help continue to foster the very best reputation for customer service in the market. This parts and service manager will be responsible for a team of over 30 individuals and will be tasked with their professional development by bringing in new mentorship and training programs. This person will also be responsible for preparing annual budgets, goals, and objectives and monitor and facilitate successfully accomplishing these. This individual will be expected to strive for 100% customer service repairs by building relationships with customers and ensure all service repairs are performed efficiently. We are looking for someone with a strong business and technical acumen along with outstanding communication and leadership skills to ensure these departments remain profitable and help increase service retention. Someone with experience dealing with a robust wholesale business would be an asset as well. If this sounds like a situation that you would thrive in, please contact or call +1-313-887-8300 ex.106 for more details.

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Broadening Your Approach to Recruitment: Breaking the constraints on your search

During our almost 20 years of providing recruitment services, once in a while we come across hiring companies with very narrow standards for their search process. We have come across companies that only want to hire candidates within their specific geographic region and/or within their own niche industry. Knowing what you want in your next hire is great, but certain constraints can prevent you from hiring the best candidate for your position and for your company. Based on our experience, we'd like to show you the benefits of broadening your search.

The Local-Only Mindset
It is understood why some hiring companies wish to recruit in their own local area. In addition to avoiding relocation expenses, some hiring companies see hiring outside their district as a risk. They do not want to relocate someone and then the person does not work out in the role. It is also believed that, for certain roles, the hired individual will be more successful if they are from the local area. For instance, some hiring companies look for local sales people because they will already have the desired local connections.

Arguments for Broadening Geographic Constraints
Seeking candidates from outside of your local region - whether that be out of State or outside of a certain mile radius - can bring benefits to your business. First, in regards to any local candidates you are aware of, it is likely that your local competitors are aware of them too. Competing for the same group of candidates over and over offers no competitive edge to you and may result in paying higher, more competitive wages. Second, bringing in a candidate from outside your region could mean introducing someone with a more diverse point of view, potentially improving the way you find solutions and increase innovation.

The Industry-Specific Mindset
It is understood why some hiring managers wish to hire someone who is already working in their specific niche area of industry. Hiring a candidate with direct experience in your industry comes with the expectation that they will be able to "hit the ground running" once hired. This means that it is expected the candidate won't require much training and will be able to make positive impacts to the business right away. It is also expected that candidates coming from a very similar industry will have a strong network of like-minded professionals.

Arguments for Broadening Industry-Specific Constraints
Depending on how unique and specific your area of industry is, this can really limit the number of qualified candidates available to you. The fewer candidates available with your specific industry experience, the higher the competition is to recruit them and the higher the cost is to hire them. In these situations, you might see more results by taking the time to determine what skills a candidate really needs to be successful in your industry and what other industries have candidates with these skills. This will result in a more creative recruitment approach and potentially the hiring of someone a little more under the radar. It is also important to remember that, no matter how much of the right industry experience a candidate has, there is still a level of training a new candidate will require before they will be able to make contributions to their new company. So why not hire someone with interest in your industry and transferable skills.

Running a search with narrow requirements will result in your company competing for the same candidates over and over and your candidate pool will remain small. Once you focus on just the necessary qualities of the candidate, constraints can be lifted and you open your company up to a much larger and diverse candidate pool and a much larger list of possibilities.


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