manufacturing practice

Featured Candidates & Positions

October 2020

Welcome Back,

Want to shorten the amount of time and energy required to fill open positions? Want to have highly qualified candidates at-the-ready on a consistent basis? For this month's newsletter, Tier One will share with you some advice on how to maintain a talent pool for your company's future hiring needs. But first, please see our Featured Candidates and Positions.


Featured Candidates for Employers

Candidate 1: North American Director of Technical Training and Development

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This outstanding candidate has a long list of accomplishments in an 11 year career with a global manufacturer. The candidate is currently based in the South Eastern USA and has implemented new systems and processes to improve the job performance of skilled tradespeople, engineers, technicians, operators and more, across 7 North American plants. This person has also developed relationships with key regional technical schools, and designed the apprenticeship programs which has allowed the company to organically grow critical, on the floor technical talent. This person possesses the leadership, creativity, technical skills, and a masters degree in organizational psychology which will no doubt have an impact on your organization. Email for more details or call +1-313-887-8300 ext. 102.

Candidate 2: Director of Quality, North America (can relocate anywhere in the continental USA)

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This candidate currently leads a continental team of quality managers, manufacturing quality leaders, statistical problem solvers, advanced quality, customer and supplier quality professionals (18 direct reports), across 11 sites in the NAFTA region. This person has saved the company millions of dollars in the last 24 months by reducing the number of suppliers by 31% while adding 6 key new suppliers with no interruption to the supply chain. The company has also benefitted on the manufacturing side by improving customer rejects by 80%. An engineer and MBA, this candidate also has broad product experience across two industries (Aerospace and Automotive). Email for more details or call +1-313-887-8300 ext. 102.


Featured Positions for Job Seekers

Position 1: Legal Counsel, Global Manufacturer – Metropolitan Detroit Area

In this role, you will provide counsel and advice to various internal business units and senior management. In addition to managing legal activities and corporate governance responsibilities, you will be interacting with outside legal groups and government agencies as needed. The company is the global leader in its technology area and you will be joining a winning team with booked business to capacity for the next six years. This In House Legal Counsel is expected to manage compliance issues and ensure government responsibilities are being met by establishing and directing the organization in best practices. Please contact or call +1-313-887-8300 ex.102 for more information.

Position 2: Audit Manager, $1 Billion Global Organization – Columbus, Ohio

This public accounting, consulting and technology firm has offices around the globe and provides audit services to both private and public entities. In this role, you will be responsible for handling the entire audit process of retail customers, from start to finish. You will be managing multiple teams and providing performance feedback to members of those teams. For their retail practice, their clients are some of the top players in the nation and this auditor role would be within that practice. The firm is looking to fill their Audit Manager role for their Columbus, Ohio location. This reputable organization has one of the largest global accounting networks in the world and is looking for a candidate who is willing to grow with their company. Please contact or call +1-313-887-8300 ex.102 for more info.

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Pool Maintenance: How to Keep a Pool of Talented Professionals for Future Hires

Imagine coming across a remarkable candidate who has shown interest in your company and you know they would be a fantastic and successful addition to your team but you do not have a suitable open position for him or her at the time. How do you track this candidate for future opportunities and how do you ensure their ongoing interest in working for your company in the future. The best solution for this situation is to add this individual to your talent pool.

Talent Pool - Defined
A talent pool is defined as an organized, digital collection of professional profiles of people who are of high potential to take on future open positions at your company. A talent pool can be an in-house list of current, high-potential employees that you are training or intend to develop for future, higher-level roles roles, or an outside list of qualified and promising candidates that have shown interest in your company but have yet to be hired. For this article, we will focus on the latter group when referring to a "talent pool."

The Value of a Talent Pool
Making a great hire can be a long and arduous process however, keeping a maintained and active talent pool will ensure that you have quality candidates at the ready when you have an open position. Instead of starting from scratch in your search for a new hire every time you have a position open up, a talent pool could save you a lot of time and effort - especially for roles that become suddenly and unexpectedly vacant.

Talent Pool Maintenance
An active talent pool cannot fulfill its purpose without a bit of regular maintenance. Highly qualified and highly promising candidates can lose interest in your company as an employer over time, or move away or retire etc. To keep your talent pool up-to-date and to maintain a candidate's interest level in your company, small but regular amounts of engagement should be made.

By staying in touch with the people in your talent pool, you will be able to determine any shift in a candidate's availability and, more importantly, show the candidate that you still have them on your radar for future roles in order to keep their interest piqued.

This demonstrated consideration and diligence will also show your future potential hires that your company is a notable employer that highly values and appreciates its employees (both current and future).

Things you can do to keep potential future candidates engaged include sending them personalized content (whether through email or over social media platforms), inviting them to events (hosted by your company or other events related to their profession), share your company newsletters with them, or just reach out on occasion to verify that their information is still up to date.

Members of your talent pool are also likely to follow your company developments through news, social media, or through your website. Therefore it is also important to maintain your employer branding and promotional materials. Consistently publish press releases and social media posts about the latest and most exciting developments at your company to keep your talent pool interested and engaged.

Maintaining a talent pool is a proactive form a recruitment that results in having accessible candidates who are far more likely to respond to your open opportunities. By investing a bit of time and effort into potential future employees, you can save a great amount of time and effort when it comes time to hire.


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