We look to attract clients that are open to or share our 7 beliefs about executive level hiring within the automotive industry. Therefore, our services do not have mass appeal and we are selective about our clientele, seeking to invest our time and talents wisely.
Within the vast majority of automotive businesses, there is a “production mentality” when it comes to hiring. A vacancy exists, candidates need to be produced as quickly as possible, interviewed rapidly and hired speedily. However, we believe there is an inverse relationship between hiring speed and quality. The very best organizations practice what we call “intentional hiring”, seeking to mitigate the risk and expense involved in costly mis-hires.
We believe that planning each hire results in aligned efforts, maximum effort and exceptional results. Working in partnership with our clients, we help them incorporate their values and company culture into their hiring criteria. We also believe that prior to commencing any talent acquisition or search activity, that the competencies, skills, experiences and personality traits of the ideal candidate must be developed, defined and agreed upon by all participants in a search process.
We believe that great search work takes time and should not be rushed. Although an excellent panel of candidates can usually be developed within 3-4 months, sometimes it may take 6, 12 or even 18 months to locate candidates of excellence. In our experience, patience always pays off for those forward-thinking organizations, willing to exercise patience.
We believe in presenting a panel of 3-4 fully vetted, excellent candidates on searches, reflecting diversity and inclusion.
Research shows that most automotive employers do a poor job of assessing candidates for internal promotions and external hires. However, the assessment of individuals is critically important to the success of a hire. Therefore, we employ a robust assessment process which includes 360° referencing and a data driven approach to selecting the very best candidates for each role.
We believe in providing education, advice and counsel during our client’s selection process. We are frequently asked to attend all client interviews, insuring maximum participation and understanding among all participants.
We believe that newly hired executives must be properly integrated into a client’s organization, in order to maximize their contributions.
Fort Myers Office
P.0. Box 62093
Fort Myers, Florida 33906
Tel: +1 (239) 344-9514
P.O. Box 469
Gladstone, Michigan 49837
Tel: +1 (906) 428-9330
+1 (239) 344-9514
SINCE 1998 - ARI has more than two decades of succession planning, recruiting and executive hiring & development experience that can benefit you.
BOOK A DISCOVERY CALL - We know the exact process that works when planning for C-level hires, attracting “excellence” to your role and assessing candidates for experience, style and cultural fit. Our studies and insight into executive hiring “best practices” help to mitigate risk when hiring senior level executives, while maximizing the contributions of new hires through accelerated integration and on-boarding.