retail 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: Operations Manager

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A great candidate that we are working with has had a 20 year career in the automotive industry working from the OEM side of the business. They are highly skilled in sales management and retail marketing with a proven ability to grow profit, market share, and turn around under-performing businesses. Their region covered over 20 dealerships and they personally trained hundreds of car professionals in marketing, service, wholesale, sales, and F&I. They have had the opportunity to help dealers open brand new stores and created training programs for staff to get the store off the ground and see immediate success, one dealership in particular has become the #1 store in the US for several years in a row. This candidate is looking for a leadership role in a forward thinking dealer group either in variable or fixed. If this sounds like someone that could help your dealer group please email for more details or call +1-313-887-8300 ex.106.

Candidate 2: Parts Manager

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We have a fantastic candidate that is actively looking for a new position as a parts manager. This individual has been in the car business for over 15 years, has a wealth of experience with import brands, and has managed several million dollars in inventory. Their most recent position had them managing parts for three separate import lines as well as a Ford store. They have a high skill level when it comes to training as well as a keen ability to dig into the numbers to find ways to maximize inventory and sales process. They have had great success increasing their wholesales business (10% yoy) as well through marketing, cold calling, and knocking on doors. This candidate can be an immediate driving force in any dealership, if you are interested in speaking with this person, please email for more details or call +1-313-887-8300 ex.106.


Featured Positions for Job Seekers

Position 1: Category Manager

We have been retained by a $16B global manufacturing organization to find a Category Manager for their Automotive Aftermarket division. This newly created position will be overall responsible for the development of plans to increase market share and profitability of their specific product lines. This individual is responsible for communicating the current performance of the category within the industry, the company, and by customers. The ideal candidate will have a background in product or category management, preferably within the automotive space, a working knowledge of chasse, engine, and transmission components will be an asset. We are looking for someone with a strong ability to analyze the North American market and help our client grow! Please contact Elliott if you would like to learn more about this candidate: or call 313-887-830 ext 106.

Position 2: Service Manager

We are working with a fantastic Ford Dealer that is looking for an outstanding Service Manager. This is a midsized dealership that has consistently been a top performer in their Midwest region. They are in the process of expanding their dealership operations, both sales and service and are looking to add a strong fixed professional to their management team to help them lay the groundwork for success moving forward. The ideal candidate will have experience working with Ford and at least 5 years experience as a service manager in a small to midsize dealership. They will also have a proven track record of increasing market share and business development. If this sounds like an opportunity that you would like to learn more about, please email for more details or call +1-313-887-8300 ex.106.

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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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