manufacturing 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: Director of Global Demand Planning

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This USA based supply chain professional has an outstanding record of achievement in their 14 years with a $20 Billion global manufacturing leader. This individual reports directly to Global Head of Supply Chain and is responsible for the global demand planning strategy focused on generating accurate, unbiased forecasts, and building capability globally by establishing process standards, technology and team development. This candidate also delivered global improvement in forecast accuracy of 12 percentage points overall and established an overseas regional center of excellence. This person is fluent in three languages and is available in North America or for an international assignment; extensive travel is no issue. Email for more details or call +1-313-887-8300 ex. 102.

Candidate 2: Vice President of Corporate Communications

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This Communications veteran has a wealth of experience reporting to the CEO for several global manufacturers over the last 20 years. The candidate has a record of clear and concise communication programs across internal and external communications including marketing and press releases, internal thorny issues, plant disasters/shut downs, reductions in workforce, community relations, corporate branding, employer branding, and more. This candidate is a trusted advisor to senior leadership and can relocate anywhere in the USA. Email for more details or call +1-313-887-8300 ex. 102.


Featured Positions for Job Seekers

Position 1: Global Sourcing Manager, Capital Equipment Manufacturer – Northeast, USA

Our client company is an outstanding global manufacturer of critical capital equipment to manufacturers worldwide. The company has a very strong supply chain globally including Asia-Pacific, Eastern Europe, and North America and would like to continue to strengthen it by shifting some content percentage to North America including Mexico. In this role, you will lead the execution of strategic sourcing programs and undertake specific cost reduction / supplier performance improvement projects. You will also have a hands on role in maintain and developing new supplier relationships and also negotiate agreements within Mexico and worldwide. Please contact or call +1-313-887-8300 ex.102 for more information.

Position 2: Mexico based, Plant Controller

Reporting to the Chief Financial Officer of this USA based manufacturer, you will be responsible for leading the financial and IT team in this sizable facility in Mexico. You will be responsible for providing accurate and timely financial reports and forecasts. You will also be a partner to the General Manager and identify cost savings opportunities as well as offer potential solutions. This role could lead to a General Management role for an ambitious candidate. Please contact or call +1-313-887-8300 ex.102 for more info.

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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.


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