manufacturing practice

Featured Candidates & Positions

April 2021

Welcome Back,

Progress cannot happen without change. In the oncoming weeks, Tier One Executive Search will see a great new change that we look forward to sharing with you in our next newsletter! LinkedIn also made some significant changes this past month. It will now have more flexibility to better acknowledge stay-at-home parents and others who have temporarily left the workforce. For this month's newsletter, we discuss the positive implications of this change to the widely used professional social network. But first, here are our latest Featured Candidates and Positions.


Featured Candidates for Employers

Candidate 1: USA based Assistant General Counsel, Bilingual (Mandarin/English)

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This candidate has a stellar record of achievements within a large manufacturer here in the US. The candidate has broad experience with in-house law including contracts, commercial, employment law, corporate, and litigation. This candidate graduated from a top US university and is fluent in written and verbal Mandarin Chinese and can relocate anywhere within the USA. Email for more details or call +1-313-887-8300 ext. 102.

Candidate 2: Outstanding Technical Leader with global experience

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This Director of Engineering comes with a masters degree in materials and metallurgy and has led advanced engineering, R&D, and current product engineering within the light weight components area. The candidate has a particular expertise with castings, composites, die-casting, and machining. This professional has excellent communication and leadership skills and has led diverse groups across the globe. Email for more details or call +1-313-887-8300 ext. 102.


Featured Positions for Job Seekers

Position 1: Aftermarket Product Manager ($10 Billion global automotive parts manufacturer)

Our client is the global leader in their product area, known for innovative, high quality, and durable products. In this role you will maintain and further develop the product portfolio for USA and Canada to achieve growth goals. This includes the definition of program scope, implementation of new parts in ERP and PIM systems, ensuring accurate data quality such as product master data and the development of technical and marketing material. Also considered is the determination of market prices to achieve the margin objectives. You will also be tasked with optimizing the sourcing of existing and new products in conjunction with the purchasing department. The research and development of suppliers is also part of the position. You will also be supporting sales and marketing activities such as trade shows and trainings. Overall, the position is responsible to maintain the program through the complete lifecycle. Email or call +1-313-887-8300 ex.102 for more info.

Position 2: Group Leader, Master Planning ($12 Billion precision machined components)

Our client produces the very best machined components for electric vehicle and combustion engine powertrain applications. This role will lead a cross-functional team of planners across five manufacturing areas within a 1 million sq. ft. facility. The position offers challenge and career growth opportunities and requires someone who has experience in a high volume, fast paced manufacturing setting. Email or call +1-313-887-8300 ex.102 for more info.

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Progress: Stay-at-Home Parent Becomes a LinkedIn Job Title

Several months ago we discussed the biases that exist against the unemployed and what changes employers can make to erase these biases. This issue has been brought up again in recent news when LinkedIn announced that it would be adjusting its profile settings to better present someone's work history who has been temporarily out of the workforce.

LinkedIn is adding a number of new job titles including “stay-at-home mom" and other caretaker titles to give users the ability to provide more accurate descriptions of their time away from work. The online professional network is also removing its requirement that any work experience entry must be linked to a specific company or employer (

This announcement came weeks after Helen Bolen, who was trying to return to the workforce after her maternity leave, pointed out the insufficiencies of the LinkedIn profile. There is no option to identify or explain any type of work gap, whether it's a "maternity leave, parental leave, adoption leave, sick leave, bereavement leave, elderly care leave, long term injury/illness, education/re-training, volunteering, long term travel, a gap year, a sabbatical — or for a pandemic" (

She goes on to connect this inconvenience with the bigger problem at hand which is the stigma against those who are temporarily not working and the difficulty these people face upon re-entering the workforce. And since women are more likely to be the ones assuming a stay-at-home caretaker role, it is disproportionately women who must overcome that bias and challenges of returning to work.

As further evidence to this, a research study from the Harvard Business Review found that stay-at-home parents were about half as likely to get a job interview as unemployed parents and only one-third as likely as employed parents. The study suggests that employers viewed both unemployed applicants and stay-at-home applicants as "less capable than continuously employed applicants" and found that stay-at-home parents were viewed as "less reliable, less deserving of a job, and less committed to work, compared with unemployed applicants" (

This new change to the LinkedIn profile is one small step to help address and correct these assumptions. It adds transparency as to why someone was not working for a period of time. Having the ability to explain a temporary leave from the workforce normalizes it and will hopefully help to erode the stigma.


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