Build the automotive workforce you need.
As automotive organisations expand into new markets, technologies and mobility solutions, the challenge is not only training existing employees — it is developing the skills and talent pipelines required for the future.
How we support you
- → Workforce skills-gap analysis
- → Future role definition
- → Competency frameworks
- → Technician development programmes
- → Apprenticeship and graduate programmes
- → Training-to-employment programmes
- → Assessment and certification
- → Academy partnerships
- → International training-centre partnerships
- → Train-the-trainer
- → Local trainer and training-provider sourcing
- → Candidate skills assessment
- → Workforce-development programme design
Where recruitment support is required, candidate sourcing and employment processes can be coordinated with licensed specialist recruitment partners.
Discuss a Workforce Requirement
From skills need to employment-ready talent
Identify the roles, skills and competencies required.
Identify the right academy, technical institute or specialist training partner.
Build or adapt the training programme.
Evaluate technical capability, practical performance and readiness.
Support the transition into employment, potentially together with licensed recruitment and employment partners.
Particularly relevant to
- OEMs entering new markets
- New automotive factories
- Dealer groups facing technician shortages
- EV and mobility businesses
- Importers expanding service networks
- Automotive academies
Typical requirements we support
Most workforce conversations start with one of the following situations.
A new market or network launch
Defining the roles, competencies and training required before dealers open, and building the local capability to deliver it.
A technician shortage
Building a technician pipeline through training-to-employment programmes, apprenticeships and partnerships with local training centres.
The shift to electrification
High-voltage safety, EV diagnostics and EV product capability across sales, aftersales and technical roles.
An ageing or thin management layer
Identifying future managers, defining what the role requires and developing them before the gap becomes critical.
An academy without local trainers
Train-the-trainer, facilitator certification and quality control so programmes can be delivered locally to a consistent standard.
No shared competency standard
Competency frameworks and practical assessment so capability is measured the same way across markets.
Tell us the roles, markets and skills you need to build — we will recommend a workforce development approach.
Discuss a Workforce Requirement