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Who we are

Leading The Way In Tire Industry Recruitment

Tire Talent is a boutique search firm that specializes in tire, auto, truck, OTR, farm and ag, and the rubber industries. With over 30 years of experience in talent acquisition, we are your trusted partner for reliable and skilled professionals you can depend on.

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Why Work With Us?

Industry Focused Icon

Industry Focused

We are a dedicated Talent and Recruiting firm that specializes in Tire, Auto, Truck, OTR, Farm & Ag, and Rubber industries.

Tested and Proven

Tested and Proven

With years of industry experience helping our clients recruit top talent, we’re known for doing one thing well – delivering results.

Community

Community

We’ve built a community of active and passive candidates who are interested and passionate about their careers.

Connecting you with quality

Connecting You With Quality

In our industry, hiring managers face the challenge of quickly forming high-quality teams. With numerous job openings and a full schedule of other duties, finding the best talent remains a daunting task. At Tire Talent, we recognized this need for a specialized service tailored to our industry's unique demands. We bridge the gap between employers and both passive and active qualified candidates. This ensures hiring experiences and facilitates informed hiring decisions for all parties involved.

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> 90%

Client Retention

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5:1

Roles To Recruiters

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1,000+

Successful Searches Completed

Industry Challenges

Our Team Helps You Overcome Tire Industry Challenges

team help

Every Rockstar has a great agent who’s behind the scenes lining up shows and setting the stage for success. We don’t want to be your recruiter – we want to be your agent, and we’ll work tirelessly to set the stage for you to be successful in your career.

We're not here to simply place a candidate and vanish into the ether. Our aim is to cultivate a lasting partnership with you. As specialists in the tire industry, our expertise runs deep, ensuring that we understand your needs inside and out. Just as you entrust your finances to a financial advisor, we invite you to entrust your career journey to Tire Talent.

Testimonials

What Our Client Say

“The process flowed very smoothy and efficiently. The response time, in terms of follow up, was prompt and it was very user friendly. They were focused on candidates that were qualified and had the requisite experience and tools that we were looking for. The pre-qualification work that’s done upfront by Tire Talent is very good and helpful.”

Mike Blackburn

Director of Sales

“It was clear they were connected, they know the key players, they work with the stakeholders, and they have built those relationships over time which became very valuable in our search process. Tire Talent is an organization you can certainly rely on and talk to about the true issues within the bringing on tale.”

Mike Turturice

Director of Human Resources

“Tire Talent was referred to me by Pirelli’s main Human Resource department. Mike knows the tire business which is key to our success. We tried two roles to start with Tire Talent and it was very fast. We wasted no time with candidates. I am very happy the process is very efficient and very fast.”

Aleksandar Gramatikov

CEO, Prometeon

“I had the pleasure of working with Mike and his team for many years, and consistently deliver top-tier, A-player candidates. Their professionalism, insight into the Tire Market has always helped me find the right candidates for the positions I was looking for in the company I was working. I appreciate that Mike runs his business with a strong ethical foundation. In other words, you can count on Mike and his team to always be truthful and deliver on his commitments with excellence. I will continue to use Tire Talent's services and would recommend them to anyone who wants to grow their own team by partnering with Mike and Tire Talent.”

Douglas Kershaw

Head of Operations at Ferentino Tire USA

“Mike and his team have engaged with our organization in order to understand our culture, values and objectives. This has enabled them to specifically target talented individuals that align with all 3 of these – many of whom have become valuable members of our team. We have valued our partnership with Mike and his team for many years now and look forward to many more to come.”

Rachel Revilla

Regional HR Director

“From the very beginning, they showed a great interest in understanding my skills and professional goals. Thanks to their guidance and personalized advice, I was able to improve my profile and highlight my strengths. Their constant follow-up throughout the selection process made me feel valued and supported. I am very grateful for their help and would not hesitate to recommend them.”

John Jairo Duque

Sales Manager

“The opportunity I wound up taking was presented to me within 24 hours. I can’t imagine a better service in any industry like yours. I am forever grateful for that. The professionalism is bar none one of the best— through interview coaching, through the overall process you were extremely clear about what would happen next. It almost seemed like you were coaching both parties which created a great relationship in the end.”

Jeremy Guy

Director of Sales

“The Tire Talent group is a working team environment where they are actively keeping the candidates they’re in contact with in the loop. It’s a true partnership between their organization and the candidate. In the past, LinkedIn is a good location to identify opportunities and networking from your past experiences. The huge uptick with Tire Talent, is that they are not searching for an opportunity— they are searching for the right opportunity. The communication piece was a great thing throughout the process. When Tire Talent would receive information from the employer, they were very proactive on providing that information and feedback. The communication was excellent, everything that was setup was on-time and executed accurately.”

David Miller

MidWest TBR, Farm & AG Regional Sales Manager

“Like all career changes or job hunting efforts, you find yourself part of the sea of many other people looking. One of the things Tire Talent did was took my talents and magnify them. They were able to, byway of the knowledge they had of employers that were looking for certain types of recruits, match my talents with what they were looking for. It was very effective, professional search method. Rachel’s follow up, intuitiveness, and dogged nature seemed as if she was keeping me on the front burner of ‘Things To Do’ and had my best interests at heart the whole time. Again, because of Tire Talents focus and knowledge in the tire industry, they knew what it was I was looking for and that was refreshing and professional in nature the way they do business.”

Mike Zayatz

North East US Territory Account Manager

Our Blogs

Discover Our Latest Blogs

2025 Tire Talent: Tire Industry Employee Survey Takeaways

2025 Tire Talent: Tire Industry Employee Survey Takeaways

March 13, 20255 min read

Employee retention is a critical challenge in today’s workforce, especially in industries like the Tire Industry. To understand what truly matters to employees, Tire Talent conducted a 25-question survey with 343 responses from professionals ranging from C-Level executives to lower level positions. The results reveal powerful insights that companies can use to improve retention, engagement, and overall workplace satisfaction.

The Key Drivers of Employee Retention

When employees were asked what makes them stay in their current company, three major themes emerged: loyalty, security, and stability. These factors ranked higher than even salary and flexibility, signaling that employees seek long-term assurance in their careers. While fair pay and work-life balance remain essential, fostering a sense of commitment and reliability within an organization can be even more powerful for retention.

These findings suggest that beyond competitive compensation, companies must build a workplace culture that promotes trust, long-term career security, and a sense of belonging.

The Hidden Problem: Unclear Goals and Career Growth

One striking discovery was that 55% of employees feel they lack well-defined job goals. When asked whether their job had well-defined, concise, and clear goals, the average response was 3.3 out of 5. While this suggests some level of structure, it also indicates that a significant portion of employees experience uncertainty.

Employees who scored low on this question (as low as 1 or 2) are more likely to be disengaged, frustrated, and ultimately, more inclined to leave. Without clear objectives, motivation drops, and retention suffers.

Moreover, employees rated their sense of career growth at 3.1 out of 5 and how valued they feel within their company at 3.3 out of 5. To improve these areas, companies must focus on transparent communication, frequent feedback, and structured mentorship opportunities. Recognizing employee achievements and celebrating milestones can also boost engagement and loyalty.

Salary Satisfaction: A Retention Risk

Compensation remains a significant factor in job satisfaction. Employees rated their salary satisfaction at 3.0 out of 5, while their perception of whether their salary keeps up with inflation was 2.9 out of 5. Alarmingly, 55% of employees stated they would consider a new job if it was something that really excited them.

For companies aiming to retain top talent, competitive compensation and regular salary reviews are essential. Organizations should benchmark salaries against industry standards and provide clear career development paths that link pay to long-term growth opportunities. By proactively addressing compensation concerns, companies can reduce turnover and strengthen workforce stability.

Work-Life Balance and Flexibility

Employees rated their overall work-life balance at 3.9 out of 5, showing room for improvement. While flexibility is a priority for many, when asked whether they would prefer higher compensation or more flexibility, 80% chose compensation over flexibility.

This finding highlights that while work-life balance is important, financial security ultimately carries more weight for most employees. Companies should aim to provide a mix of both—offering competitive pay while also fostering an environment where employees feel they can maintain a sustainable work-life balance.

The Role of Leadership in Employee Retention

Strong leadership plays a crucial role in retaining employees. The survey revealed that leaders received a rating of 3.3 out of 5 when it came to living out company values. Additionally, employees rated the accuracy of how well the hiring process reflected company culture at 3.2 out of 5.

To enhance leadership effectiveness, companies should prioritize open communication, strong managerial training, and clearly aligning company values with hiring practices. When leadership is transparent and supports employees, retention rates improve significantly.

The Future of Work: Technology and AI in the Workplace

As technology continues to evolve, employees have mixed feelings about its impact. The survey found that concerns about AI and job security averaged 2.1 out of 5, while the use of AI for efficiency in work averaged 2.5 out of 5. Employees rated their company's ability to keep up with technological advancements at 3.0 out of 5.

While AI adoption is growing, companies must provide employees with the necessary resources and training to adapt to technological changes. Investing in upskilling programs and digital transformation initiatives can help ease concerns and improve overall workplace efficiency.

Key Takeaways for Employers

  • Retaining Talent - Employees prioritize job security, stability, and loyalty. Ensuring competitive compensation, clear career growth opportunities, and strong leadership will significantly improve retention.

  • Defining Job Expectations - Clear goals, transparent communication, and well-structured objectives are essential to keeping employees engaged and motivated.

  • Competitive Compensation - Salary satisfaction remains low, and many employees are open to new job opportunities. Regular salary benchmarking and linking pay to career growth are key retention strategies.

  • Work-Life Balance Matters - While compensation is a top priority, offering flexibility and a healthy work-life balance will enhance employee satisfaction.

  • Strong Leadership Drives Retention - Employees value leadership that aligns with company culture and provides continuous support and development opportunities.

  • Embracing Technology - Companies must stay ahead in technology and AI adoption while ensuring employees feel prepared and secure in the evolving work environment.

For businesses looking to stay ahead in the competitive talent market, these insights serve as a roadmap for creating a workplace that attracts, engages, and retains top talent. By addressing these key areas, companies can strengthen their workforce and build a more resilient and motivated team.


Mike Cioffi is the founder of Tire Talent, a boutique recruiting agency dedicated to our industry. You can reach him directly at [email protected] if you have any questions about this article.

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