car image
transearch logo


March 2022

Welcome Back,

When we come across new situations in our organization, we rely on lessons learned from past experience to achieve successful results. It is assumed that the more experience gained, the higher the likelihood of success. This is why our top executives tend to have the most experience. But there are times when those with the most experience can be blinded to new innovations and creative solutions. Read our article below to find out why. But first, see our latest Featured Candidates and Positions.


Featured Candidates for Employers

Candidate 1: Mexico Based Plant Manager with P/L

Screen Shot 2018-05-11 at 11.22.02 AM

This candidate has an impeccable record of success with a highly regarded, world-class manufacturer. Starting in engineering, they moved up to North American Lean Methods Director before taking over a struggling plant in Mexico. This candidate has verified examples of measurable improvements across plants in 4 states and in three different Mexico Plants for their organization. They have managed profit and loss for 3 plants in Mexico up to $300MM USD in revenues. This candidate is willing to relocate within Mexico for the right opportunity. For more information on this candidate, please call 313-887-8300 ex. 102 or email

Candidate 2: Vice President of Marketing (top 20 automotive dealer group)

Screen Shot 2018-05-11 at 11.22.23 AM

This outstanding candidate came up through the digital and video marketing ranks at the car dealership level and has worked their way up to the head marketing job for over 40 rooftops. This candidate has the unique ability to not only develop strategy, but also communicate the vision and implement/execute on the strategy. Through their direct efforts, the group has seen measurable increases in physical and online traffic, an increase in targeted lead conversions, and internal communications and training content have grown ten-fold. This marketing professional has excellent leadership competencies and directly manages a team of 4 with cross-functional oversight of close to 30 store-level personnel. Can relocate within the USA, with preference given to Southeast and Southwest locations. For more information on this candidate, please call 313-887-8300 ex. 102 or email


Featured Positions for Job Seekers

Position: Canada Based, Global Director of Business Development (automotive Tier One)

In this role, you will directly manage 3 regional Business Development Managers (Asia, Europe, Americas) to execute on your strategic growth plans. You will develop the plan along with key c-suite colleagues, to create new product ideas, technology roadmaps, sales targets, and mergers/acquisitions targets and execution. The company is a world leader in its product and technology area with a very broad customer base. In this role, you will be a part of a winning profitable team and be instrumental in maintaining the current upward trajectory. The position must be based in Ontario, CANADA. Please contact 313-887-8300 ex. 102 or email for more information.


Experience Can Be A Restrictive Default Setting

Experience can cut the wrong way

Most global executives are promoted or recruited into new leadership roles because of the education they completed, the experience they gained and the insights they bring to new business opportunities and challenges.

Experience alone can be a game-changer. Having learned the ropes once before, successful executives can leverage the lessons learned and confidence instilled in them from past employment, and parlay these assets into exciting new results for their next employer.

On the whole, experience truly is a gift for those who choose to learn - good and bad - from it, and those who learn how they must adapt in order to recognise how different situations, resources and people fit the current day and potential for tomorrow.

Yet experience can also cut the wrong way when an executive leader uses their experience in a past executive role as a crutch for justifying decisions or, worse yet, as a default setting to stifle new ideas and extinguish the flames of innovation that may seem strange, unachievable or simply unfamiliar.

Experience can be a divider

Consider the case of the globally experienced industrial leader who continually reminds his direct reports that, "I've been doing this for 20 years, so believe me when I tell you this is how it should be done."

Over time, this repeated statement rings like a bell of impending disappointment in the ears of those who hear it and, by now, have simply come to expect it whenever the leader doesn't agree with something new. It has become a divisive force within his organization, yet he remains totally unaware.

In this particular case, experience has become a handicap. It can blind executives to new opportunities and new innovations. And it can also alienate others and polarize the very people he or she needs to mobilize to achieve the company's ambitious growth objectives.

What this particular executive leader fails to recognize is that each executive around the table brings their own unique sets of experience that inform their views, their values and the decisions they make about what's good for the organization.

In continually reminding everyone of his experience, he unknowingly discounts and devalues theirs. He uses his experience as a bludgeon to cut conversations he doesn't like short and to remind his charges who's really in charge.

Experience, it has been said, can be a tremendous teacher. Yet, in this case, it can also be a divider.

Use your own experience wisely

As you continue to grow your own executive career, be careful not to use your own experience as a defensive shield or as a tool for quieting different opinions in your organization.

If you play it just right, others will recognize your experience and what you've learned from it without you having to remind them of it.


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

Powered by Mad Mimi®A GoDaddy® company