Element Recruiters operates on a retained executive search model designed specifically for automotive dealerships and multi-store groups. Our process prioritizes confidentiality, precision, and long-term placement success.

1. Role & Compensation Calibration

Before outreach begins, we align with ownership on:

• Scope of responsibility

• Financial oversight expectations

• Reporting structure

• Compensation structure (salary vs % of net profit vs hybrid)

• Long-term growth trajectory

Clear role definition prevents mismatched hires and short-term turnover.

2. Market Mapping & Candidate Targeting

We conduct a structured mapping of the candidate market within:

• Geographic region

• Dealership size and type

• Brand alignment

• Multi-store experience

• Financial complexity level

This phase identifies both active and passive candidates who meet technical and cultural criteria.

3. Confidential Executive Outreach

Most of the leaders we place are not actively seeking new roles.

We conduct discreet, professional outreach that:

• Protects dealership confidentiality

• Screens for motivation beyond compensation

• Evaluates long-term career alignment

Our goal is not movement — it is alignment.

4. Deep Vetting & Evaluation

We evaluate candidates beyond resume review, including:

• Financial statement fluency

• Net profit management experience

• Manufacturer reporting familiarity

• Leadership track record

• Cultural and ownership alignment

Structured interview frameworks are used to assess both operational capability and long-term retention potential.

5. Shortlist Presentation & Advisory

Clients receive a curated shortlist of qualified candidates along with:

• Compensation benchmarking insight

• Cultural fit observations

• Leadership strengths and risks

• Interview guidance

We advise, not just introduce.

6. Offer Structuring & Negotiation

Executive placements require careful alignment between:

• Base compensation

• Variable incentives

• % of net profit structures

• Relocation considerations

• Long-term incentive alignment

We assist in structuring competitive offers that protect both ownership and candidate interests.

7. Integration Support

Placement does not end at acceptance.

We remain engaged during the first 90 days to:

• Support leadership transition

• Ensure role clarity

• Address early-stage friction

• Protect long-term retention

Our objective is sustainable placement, not transactional recruiting.