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WHO HOLDS THE BALL IN THE INTERVIEW?

Tue, 06 Oct 2026 19:24:09 GMT

WHO HOLDS THE BALL IN THE INTERVIEW?

It's all pretty simple when you step back and see it. You get notified that the Company wants to have an interview and a subconscious decision is made.

You make the determination that the interview process is (1) a massive sales pitch from Company representatives and they need to dazzle you with the opportunity OR (2) you cross your fingers, dwell on the correct possible answers and interaction, and hope for the best.

Let's admit there's a lot of in-betweens that could take place and maybe you flip-flop between (1) and (2). But this really isn't necessary. There's an approach that creates a peaceful experience and extinguishes any anxiety.

First of all, to set yourself up for a constructive interviewing event(s), please realize that you will be compared, objectively and subjectively, to other individuals in the same situation. So there's competition right from the start, accept that fact and press forward.

The first interview or even the first two interviews are pure "discovery". They are learning the key elements about how you operate and you're DISCOVERING what the Company is all about. Think of it as a genuine back-and-forth with a stranger.

Take notes. Survey the company interviewing approach. Look around the workplace, notice the interaction among employees, carefully scan for an organized environment (versus sloppy), and digest the real scenario that you're witnessing. What you experience in these interviews is WHAT YOU CAN EXPECT WORKING THERE.

You may find yourself (chosen by the Company) heading into a second or third interview which you should consider the "final" interview. Your primary three objectives are as follows:

1. Determine, through words and ignore the job description, what the FIVE PRIMARY activities you will be conducting there. They will tell you and you need to write this down because this is where they are telling you what precisely you will be responsible for 90% of the time you're working there.

2. What is the business status of the Company? You MUST determine if they are struggling or killing it right now! You MUST determine, through clues, if things are toxic there. The method of accomplishing this is having them, through a back-and-forth exchange, based on your prompts, what the over-arching plans are for the Company and the department you'll be in.

3. Regardless of your feelings one way or the other about the opportunity, you MUST relay signals that your are massively interested in "moving to the next step" and you find the opportunity "exciting" and that you CAN DO THE JOB.

YOU HOLD THE BALL WHEN IT SEEMS CLOSE TO THE COMPANY'S "DECISION POINT". It's UP TO YOU to carefully fill in ALL OF THE BLANKS about what exactly you will experience with that job.

It's THAT simple!

HOW MUCH CAN I MAKE AS AN AUTOMOTIVE ACCOUNT MANAGER?

Tue, 06 Oct 2026 19:22:01 GMT

HOW MUCH CAN I MAKE AS AN AUTOMOTIVE ACCOUNT MANAGER?

I know many of you in the automotive industry look at search engine and AI/SI results to try to nail down compensation ranges for our industry. For the most part, especially when the range (often dependent on years of experience) is somewhat broad, this opens the door somewhat to give you perspective.

Being in the swirling world of evolving salaries and benefits in the auto industry takes a lot of sensitivity and grace when working with those job hunting.

Our human reaction to just about everything involves identifying patterns. As an example, there are still some hard-and-fast rules that work in the discipline of engineering: (1) We can expect automotive OEM salaries to track 10-15% higher than the supply base and (2) Engineers ride a continuum of increased salary based on experience (the more time developing the expertise correspondingly yields higher income).

But the area of sales including Account Managers and Sales Engineers in the supply base, in 2026, is NOT WHAT IT SEEMS.

We have contacted over 3000 sales people in the past month and, FROM OUR PERSPECTIVE, compensation is now the WILD WEST. The experience tied to increasing income rule is now GONE.

The statistics, based on talking to people who are located in the Detroit area, work for a supplier in the automotive industry, and presently HOLD a sales title are now all over the map.

Most companies don't have sales people who are new grads. Suppliers having people in sales calling on OEM's or Tiers with LESS than 5 years TOTAL work experience are RARE. This number is a statistical ghost.

So let's focus on the broader range of experience level and we'll shrink it to the largest population which ranges from 8 to 25 years experience.

The salary range which is a VERSION of the bell curve for this group is $90,000-190,000 base salary.

(Please keep in mind that when looking at a sales role, you must include three elements: Base salary, Bonus, and Car. Even if you don't have one of those, you must include it in the equation as a $0.)

Salaries for sales people are scattered. We have candidates with 10 years experience at $150K, 20 years experience at $110K, and a growing number of candidates with 8-25 years of experience between $140-190K.

Those sales people who are $150K and over will have difficulty job hunting. Think of it as a pyramid shape, the higher the base salary, the FEWER the potential openings.

This means that candidates who are $90-120K have MASSIVE OPPORTUNITY RIGHT NOW TO BOOST YOUR INCOME with any level of experience over 8 years.

As always, before you accept a job, make sure you know if the company is HEALTHY. Otherwise, you may have hit the end of the compensation road.

COVID AND AI - OUR BRAVE NEW WORLD

Wed, 30 Sep 2026 18:56:30 GMT

COVID AND AI - OUR BRAVE NEW WORLD

I love learning about history. One of the many rabbit holes I've jumped down has to do with pirates operating in the Caribbean several hundred years ago. The game changer for battles on the seas relied on the advent of gunpowder for cannons and small arms and the other side was that the pirates had to be skilled with swords. Swords and gunpowder overlapped simultaneously. This required incredible leadership of strategies to conquer the foe or die in mile deep water.

Some cultural changes virtually happen over night. We've lived through two of those: COVID and AI.

COVID changed the workplace for many professionals in a flash. Office collaboration was replaced by home-office virtual meetings and so many adopted the convenience to conducting their business minus the normal human interaction. Professional jobs became a daily checklist with little "quality control". Performance became a self-driven responsibility possibly with a performance review sprinkled in once or twice a year (or never). Most people considered this a blessing.

And how about those in charge of hiring for their companies. Same situation. Manager needs a new person and relies on HR to search out candidates.

In the meantime, AI quickly advanced and clever developers were able to integrate automation technologies into the professional world. For so many professionals, tasks such as burning through an inbox awaiting responses were all completed in a flash with a couple keystrokes.

On the recruiting and HR side, having a super smart computer evaluate candidate resumes was simply too much temptation in the hiring world. Candidates filling out applications now see the full brunt of AI communicating with AI making decisions on interviewing.

The upside that COVID and AI have offered is one of personal convenience. COVID demonstrated that many companies would tolerate masses of remote employees untethered to conduct business as they see fit. AI has replaced "menial" tasks and sometimes hard work to offer a vanilla (just enough) responses to tasks leaving the professional unbothered by the output.

Your automated, sketchy, pleasant, thin, and obvious brainless response for an application to a new job most likely was never reviewed. The same system we rely on to give us quick answers to basic circumstances is now the same system that categorically ignores your efforts to find a new job.

We're clever humans. We'll figure this out.

THE NON-THREATENING APPROACH TO GETTING A RAISE

Wed, 30 Sep 2026 18:53:52 GMT

THE NON-THREATENING APPROACH TO GETTING A RAISE

I remember working at Ford as an Engineer. Each year there was "merit increase" time. I was one of 15 Engineers in my department under one supervisor. At that time, he would fill out an ACT/SAT type questionnaire for each Engineer and the results would rank everyone and "fill in" the "level" of the increase. Typically it would be something like 3.7% or 4.1%. Nothing to sneeze at but this type of corporate approach didn't really offer any real means at negotiating a raise. You got what you got.

For those who aren't in large corporations with a built-in system, most of us either plan our future there or essentially hope for a salary increase. Here's are some time-tested suggestions that will give you a true answer.

First, you have a boss and that is the person you must target. Think it through as if your presenting a screenplay to Christopher Nolan. Don't wing it.

First, tell your boss that you would like to set aside 15-30 minutes at a time convenient (FOR THE BOSS) where you can secure solid one-on-one time, face-to-face.

The plan is to highlight your accomplishments which should be specific and realistic. This may even include things built-in to your job that you've learned and mastered. Or maybe it was a successful project that you saw from beginning to end. You should have three excellent examples.

Let your boss know in this meeting that your intent is to navigate the company in pursuit of a higher salary and you are ready to step-up and seek to accomplish whatever objectives can get you to your goal. Outline your progress succinctly and with confidence.

Now understand, this is a completely new task the boss is experiencing with one of the employees. Your expectation must be that there may be some time for your boss to reply and not an immediate response. This shouldn't take any longer than about 10 days for you to get specifics on what the company would do.

Now that the ball is in someone else's court, how do they respond: (1) No response, (2) They help create a career path through potential professional advancement, or (3) you could get a bump.

All three of these responses let you know clearly where you stand as an employee.

You have nothing to lose!

How to Find an Auto Engineer Recruiter in Detroit 2026

Thu, 27 Aug 2026 18:04:44 GMT

An auto engineer recruiter is a specialised consultant who identifies, vets, and places high-calibre technical talent within the automotive industry. In Metro Detroit, these experts bridge the gap between complex engineering requirements—such as EV propulsion and autonomous systems—and the skilled professionals necessary to drive modern industrial innovation forward.

What does an auto engineer recruiter actually do?

The role of a specialised recruiter extends far beyond simply matching resumes to job descriptions. In the fast-paced ecosystem of Allen Park and the wider Metro Detroit area, an auto engineer recruiter acts as a strategic talent partner. They possess a deep understanding of the mechanical, electrical, and software components that define today’s vehicles. By maintaining a vast network of active and passive candidates, they can pinpoint individuals with specific experience in chassis design, thermal management, or embedded software development.

For businesses looking to hire technical talent , these recruiters provide an essential filter. They conduct technical screenings that most generalist firms cannot, ensuring that every candidate presented has the requisite skills to thrive in a high-pressure R&D environment. This expertise is particularly vital as the industry shifts towards software-defined vehicles, requiring a blend of traditional mechanical engineering and cutting-edge computer science.

Local expertise in the Metro Detroit automotive hub

Geography plays a significant role in technical recruitment. Metro Detroit remains the global epicentre for automotive innovation, but the local labour market is highly competitive. A boutique recruiting firm focused on this region understands the nuances of the local talent pool. They know which engineers are looking for new challenges and which companies are expanding their industrial automation footprints.

Recruiting in areas like Allen Park requires a presence that understands the history and the future of the 'Big Three' alongside the burgeoning startup culture. Whether it is automotive engineering recruiting for a Tier 1 supplier or finding a lead designer for a new mobility venture, local recruiters provide the cultural and technical context that national firms often lack. They understand the commute patterns, the salary benchmarks specific to Michigan, and the prestige associated with different engineering departments across the region.

How can a recruiter speed up your hiring cycle?

Time-to-hire is a critical metric for any engineering department. When a project is in the prototyping phase, every week a position remains vacant represents a delay in the product launch. An auto engineer recruiter streamlines this process by:

Accessing a pre-vetted database of engineering professionals.
Utilising advanced sourcing tools to find passive talent.
Conducting initial cultural and technical interviews.
Managing salary expectations and offer negotiations.
Providing market insights to ensure competitive positioning.

By handling the top-of-funnel activities, the recruiter allows hiring managers to focus on final evaluations and project delivery. This is especially important in technology recruiting , where the demand for specialized skills often outstrips the available supply. A recruiter who lives and breathes the industry can identify a 'unicorn' candidate who might not even be actively looking for a new role but is open to the right opportunity.

Technical specialisations in modern automotive hiring

The complexity of modern vehicles has led to a fragmentation of engineering roles. A decade ago, a mechanical engineer might have handled a broad array of tasks; today, the industry requires niche experts. A high-performing recruiter must stay abreast of these specialisations to be effective. Key areas of focus currently include:

Electric Vehicle (EV) battery systems and charging infrastructure.
Advanced Driver Assistance Systems (ADAS) and sensor fusion.
Vehicle-to-Everything (V2X) communication protocols.
Lightweight materials and sustainable manufacturing processes.
Industrial robotics and automated assembly line integration.

Understanding these sub-disciplines allows a recruiter to speak the same language as the candidates. When a recruiter understands the difference between CAN bus and Ethernet protocols, or the intricacies of PLC programming in industrial automation recruiting , they build immediate credibility with the engineering community. This rapport is essential for successfully closing high-level placements.

What should you look for in a boutique recruiting firm?

Choosing the right recruitment partner is as important as choosing the right engineer. Boutique firms often offer a more tailored experience compared to large, high-volume agencies. When evaluating a partner in Metro Detroit, consider the following:

Industry Specificity: Do they focus exclusively on technical and engineering roles?
Network Depth: Can they demonstrate a history of successful placements in your specific niche?
Communication Style: Are they conversational and transparent about the challenges of the current market?
Vetting Process: What specific technical tests or interview methods do they employ?
Local Presence: Do they have physical ties to the Michigan engineering community?

Strategies for sourcing passive engineering talent

The most talented engineers are rarely scouring job boards. They are usually well-compensated and deeply involved in their current projects. To reach these individuals, an auto engineer recruiter employs sophisticated headhunting techniques. This involves more than just LinkedIn outreach; it requires attending industry conferences, participating in local engineering meetups, and maintaining long-term relationships that may span decades.

A boutique firm excels here because they treat candidates as long-term partners rather than one-off transactions. By providing career advice and staying in touch even when a candidate isn't looking to move, the recruiter becomes a trusted advisor. When the perfect role at a premier Detroit firm finally opens up, the recruiter knows exactly who to call and how to frame the opportunity to pique their interest.

The future of engineering recruitment in 2026

As we look toward the remainder of 2026 and beyond, the intersection of automotive engineering and artificial intelligence will define the recruiting landscape. Recruiters are no longer just looking for 'car people'; they are looking for software architects who understand physics. The integration of AI into the design process means that engineers must now be proficient in generative design tools and virtual simulation environments.

Recruiting firms must adapt by becoming more tech-savvy themselves. Utilising AI to analyse market trends and predict talent shortages allows a firm to be proactive rather than reactive. However, the 'human element' remains irreplaceable. The ability to judge a candidate's leadership potential or their ability to work within a specific team dynamic is a skill that only an experienced recruiter can provide. For those seeking a new role, exploring careers through a trusted recruiter can open doors that are invisible to the public.

Summary of key engineering recruitment takeaways

Finding the right auto engineer recruiter is the first step toward building a world-class technical team in Metro Detroit. These specialists offer the technical depth, local market knowledge, and sourcing capabilities necessary to navigate a complex hiring environment. Whether you are an employer seeking to innovate or a candidate looking to advance your career, a dedicated recruiter provides the roadmap for success.

Focus on recruiters with specific expertise in automotive and industrial sectors.
Prioritise local Detroit knowledge to tap into the regional talent ecosystem.
Leverage recruiters to access passive candidates who are not on job boards.
Ensure your recruitment partner understands the shift toward EV and software systems.
Use a boutique firm for a more personalised, high-touch hiring experience.

For more information on the current state of technical hiring in Michigan, you can browse our blog or visit our service area page to see how we support the Allen Park community. Engaging with a specialist today ensures you are prepared for the engineering challenges of tomorrow.