car image
transearch logo


August 2021


Welcome Back,

If you are noticing some changes to our monthly newsletter it is because we have merged our Retail Practice Newsletter and Manufacturing Practice Newsletter into one. We will now feature candidates from both practices in one newsletter. Thank you for continuing to follow our monthly newsletter!

Is your company planning alterations to its post-pandemic daily operations?. According to one study, more than two-thirds (68%) of U.S. workers would prefer a hybrid workplace model after the pandemic ends. For this month's newsletter, we share tips on how to successfully transition to a mix of in-office and remote work. But first, the following are this month's Featured Candidates and Positions.


Featured Candidates for Employers

Candidate 1: Dynamic Global Vice President of HR, (can relocate anywhere in USA)

Screen Shot 2018-05-11 at 11.22.02 AM

This HR leader has touched virtually every area of HR and Organizational development and is currently leading a global team, while reporting to the Divisional President for an $8 Billion manufacturer. This candidate has set the overall strategic direction for their business partners and team members consisting of over 11,000 employees across 18 countries during a period of 9% growth in global associates numbers. For the past 12 years, the candidate has driven initiatives across compensation and benefits, talent, diversity, training and development, and more. In one year, they have lowered the company’s health benefits cost by 8% while also lowering the employees’ cost by 10% and increasing overall coverage. This HR professional drove the initiative to implement a new HRIS system globally which has had immeasurable benefits across the board. Email for more details or call +1-313-887-8300 ext. 102.

Candidate 2: Global Director of Quality, ($5 Billion Industrial Division)

Screen Shot 2018-05-11 at 11.22.23 AM

This diverse candidate currently leads all corporate quality, customer quality, and manufacturing quality with teams in China, India, Europe, North and South America. Their industrial division consists of segments within automotive, aerospace, military & defense, and con-ag equipment. This candidate has a BSME and an MBA from top schools and has over 20 years experience from QE to Global Director. This quality professional also has in-depth knowledge of multiple quality systems and standards across several industries. Email for more details or call +1-313-887-8300 ext. 102.


Featured Positions for Job Seekers

Position 1: Operations Manager, Ontario CANADA

Our client is a Canadian metal fabricating company, producing higher-margin, highly customized products. They have retained us to fill a Management role for one of their production facilities near their London, Ontario location. This is the top operations position at the facility and involves managing all day-to-day manufacturing activities, while also managing cost, quality, and delivery of products. In addition, there is a strong focus on schedule attainment, planning, and logistics. Our client is looking to bring someone on board who has a background in manufacturing systems. It is important that the successful candidate has solid change management experience, a sense of ownership, good decision-making skills, and the ability to own and drive accountability overall. The position offers career growth, along with a competitive salary, bonus, and benefits. Email or call +1-313-887-8300 ex.102 for more info.


Retail Roundup


Position: Parts Manager

We are working with an outstanding client in the Clevland/Akron Ohio area. They are a small, family-owned dealer group and we are helping them to find a Parts Manager for a mid-size Honda store. This position is responsible for managing 6 parts associates, forecasting, inventory control, purchasing, pricing, and business development. The ideal candidate should have at least 5 years experience in fixed operations in a Honda or Toyota dealership. If this is something you would like to learn more about please contact Elliott at 313-887-8300 ext 106 or


Three Tips to Flourish in the Hybrid Working World

Authors: Chris Swan and John Ryan, Managing Directors

A wave of hybrid workforces are going to emerge as the norm for organizations across America, according to a series of recent studies.

The Prudential’s Pulse of the American Worker survey found more than two-thirds (68%) of U.S. workers would prefer a hybrid workplace model after the pandemic ends. And nearly 80% of C-suite executives polled by WeWork and Workplace Intelligence, said plans are in the works for a hybrid model, meaning a mix of in-office and remote teams will become a permanent fixture of post-pandemic workforces.

With data demonstrating hybrid is the way of the future, we are pleased to help you build a robust and productive hybrid model with some practical tips and factors to think about.

1. Re-design your workspaces

Office suites should not look and function exactly as they did before virtual work became commonplace. Why? Because after more than a year of no commuting, not needing to dress up and all the creature comforts of a cozy home, the new office is going to require enticing elements to ensure workers return with a smile.

Our advice is to make office spaces genuinely fun, friendly and collaborative. Redesign or reinvent the office such that it is purpose-built to engender mentoring, idea-sharing, coaching, community and connecting. That may involve creating comfy conference rooms or collegial lounges where people bond and brainstorm. We know the aforementioned activities have been more challenging to engage in while working remotely, so let’s bring employees back to something they look forward to.

2. Assess your talent search practices

As executive search consultants, TRANSEARCH experienced first-hand the rapid transformation of the entire search process going virtual, from interviewing right through to onboarding. According to a McKinsey study, nearly two-thirds of organizations switched various recruiting activities to remote during Covid. Now in this hybrid context, you should assess how well those practices are working. For example, does it still make sense to do virtual onboarding for certain employees? Are there cases where in-person interviews would be better than remote? You may find that remote interviews are efficient, effective and therefore, it makes sense to stick with this approach. What’s key is that you spend quality time evaluating your talent search practices and determine what will work best.

3. Prioritize flexibility

People have experienced unprecedented flexibility during this remote work revolution. For example, they’ve been given significant latitude by their employers to balance caregiving and parenting responsibilities alongside work. Collaborative videoconferencing technology has not only empowered people to work where they want, but to a fair degree, when and how they want. Moreover, technology has made lifestyle tasks, like grocery delivery and dinner orders, super fast and easy.

As workers return, they are going to want to keep as much flexibility as they can and there are tangible things organizations can do to make that happen. For instance, when on-site teams need to book a room, aim to arm them with the tech to do so as easily as a tap or two on their phone. When it comes to scheduling, companies need to remember that many employees have spent a year where their work time rarely stuck to traditional 9-5 parameters. Therefore, be open to flex hours. And be open to offering choices with regards to which days are in-office and which ones are remote. Making the extra effort to be flexible will keep employees engaged and motivated and as a result, translate into productivity.

Workers and businesses alike adapted and evolved with resilience in the sudden switch to en masse virtual work. Now, we must show the same agility as we map out a smart and adaptable way forward for successful hybrid organizations.


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

Powered by Mad Mimi®A GoDaddy® company