Spotlight 13 www.aftermarketonline.net SEPTEMBER 2025 Meanwhile, Glen Callum Associates (GCA) said its most recent quarterly report confirmed a continued resurgence in field-based and officebased roles, along with a sharper focus on skills-based hiring from outside the sector. According to the automotive aftermarket recruitment specialist’s report, Q1 hinted at a return to businesses looking to refine their hiring strategy amid evolving workforce expectations and sector-specific challenges. Now the latest (Q2) report has confirmed the trend. Field-based placements edged slightly ahead at 45%, compared to 43% in Q1, followed closely by onsite/office-based roles at 41% (Q1: 43%). Remote working saw a modest increase to 9% from 5% previously, while hybrid roles slipped to just 5% (Q1: 9%). Kayleigh Bradley, senior recruiter at GCA, said: “We’re seeing a continued swing toward in-person working, particularly in customer-facing sales and technical roles. Businesses are prioritising relationships, face time with clients, and on-site presence to drive performance.” The aftermarket’s appetite for transferable talent also remained strong. While 91% of placements in Q2 were within the core industry, 41% of those hired came from allied sectors, a slight decrease from Q1 (43%). GCA said this highlights the value companies are placing on adaptable skillsets and diverse professional backgrounds. And automotive firms are becoming more strategic with recruitment, according to GCA director Kerrie Richards. “With long-standing skills gaps in sales, operations and technical roles, organisations are increasingly looking beyond the sector to bring in fresh ideas and proven expertise. It’s a smart way to innovate while still filling vital gaps.” Key Q2 placement insights from GCA include: O 82% of roles placed were nonexecutive (Q1: 100%), indicating a slight uplift in senior hiring as market confidence grows. O The dominant job categories remained sales, marketing and operations (82%), followed by technical (9%), and IT/ Data (4.5%), with senior executive/ management also at 4.5%. O 50% of all roles filled were headhunted, reaffirming the competitive nature of the talent landscape. O The south of England emerged as the most popular hiring location. Data from the Q2 report paints a clear picture of an aftermarket industry with an emphasis on commercial agility, technical support, and on-the-ground relationship building. The slight uptick in executive hiring suggests businesses are now also turning attention to long-term strategy, GCA said. GCA continues to support aftermarket businesses with detailed market insight, tailored talent search and a consultative approach to recruitment. Email hello@autotechgroup.co.uk and jobs@glencallum.co.uk for specialist recruitment advice for your company. Aftermarket’s appetite for transferable talent has remained strong Autotech Group CEO Simon King: ‘Need to rethink how we attract and retain talent.’
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