TREAD Staffing brings over 20 years of recruiting expertise and nearly a decade of automotive recruiting know-how. We understand the skill sets that are required to make a team successful. The most valuable thing in any company is time! Therefore, we take on the work of sourcing, meeting with community partners, building relationships and vetting job seekers so you only interview top candidates. As a veteran owned business, we bring integrity and an unyielding work ethic to the recruiting process; we are not satisfied unless you are! Contact us today and learn why dealerships are choosing TREAD Staffing for their business needs.

• Reduced month-over-month turnover for 15 consecutive months and reduced annual turnover organization wide by 10.02% through training, sourcing higher caliber candidates & implementing new processes • Saved the company over $50,000 a year in online advertising by eliminating redundant efforts and identifying poor performing sources• Developed two nationally recognized veterans recruiting initiatives designed to attract & retain veteran job seekers• Created the first DOL & VA approved apprenticeship program for automotive technicians in the State of Texas• Developed company’s first college recruiting & internship program • Implemented company employee referral program which increased employee referred hires from an average of 8 per month to 18, becoming the #1 new hire source and the top source of retained employees• Decreased open requisitions by half from 89 to down to 39 open reqs in 6 months• Vetted and applied new Applicant Tracking System & pre-employment test that has enabled managers to make better hiring decisions • Developed and administered “HUFFINES Interview Training Course” for entire management team• Advise hiring teams & executive leadership on the importance of resumes sources, best practices and provide recommendations on candidates

• Developed standard recruiting key performance indicators (KPI) for team to determine metrics and keep accountability. This resulted in providing a more sustainable pipeline of candidates• Provide direction and leadership for recruiting team through strategy, realistic goals and standard procedures to keep 7 regional branches at headcount • Implemented a standard recruiting process which decreased the time-to-fill companywide from an average of 66 days to 36.8 days• Develop and maintain relationships with all department heads to advise on staffing matters and ensure recruiting team is providing exceptional customer service• Conduct weekly training with recruiting staff and monthly training with hiring teams to improve areas of opportunity• Handle all vendor relationships to include but not limited to applicant tracking system, on-line assessments, advertising firms, job boards • Developed short and long term strategic recruiting plan which has been proven to reduce turn-over and increase quality applicants to all positions• Took a lead role in the re-organization of the company’s on-boarding process• Re-wrote company job descriptions to create a uniformed message company-wide• Revamped web presence in applicant tracking system as well as with vendors to make candidate experience more appealing

• Maintain headcount for all sales and operations positions• Work with executive management to establish monthly goals and plans to increase staff and decrease turnover • Decreased sales turnover from 23% to 8% over 5 months• Implemented monthly reviews for all sales personnel which assisted in lowering turnover• Increased interview to hire rate from 32% to 76% through sourcing and qualifying candidates prior to background check creating an average savings of $1000 per month in background check fees• Created applicant workflow to streamline the hiring process• Conducted regular hiring manager level training on best interview practices, behavioral based interviewing techniques and employment law• Developed company’s on-boarding process• Increased recruiting presence on social media sites

• Created company’s Talent Acquisition Department and increased it into a staff of 5 recruiters responsible for filling highly skilled national and international positions• Restructured company’s recruiting policies and procedures and wrote company recruiting handbook, which established roles and responsibilities while streamlining the hiring process company wide • Implemented an on-line behavioral based selection tool known as AccuHire into the recruiting process which increased employee retention by 25%• Developed candidate and workflow tracking tools in order to monitor each recruiter’s development, recruiting activities, and key metrics • Established corporate training program that educated staff on recruiting best practices, encouraged senior personnel to enhance their abilities, and taught the entire corporate hiring team employment laws and behavioral based interviewing techniques • Coordinated with executive management on a daily basis to establish future needs, report on progress of open requisitions, and discuss new opportunities for company growth• Improved company’s sourcing network to include social media, Military Service transition offices, multiple diversity sources, and colleges and universities • Maintained accountability of Talent Acquisition Department funds and consistently came in under budget• Responsible for daily operations of employees on various Department of Defense contracts ranging from help desk support to Intelligence community efforts around the globe• Conducted market research on labor market, advertising, and industry intelligence• Administered employee’s annual reviews to provide realistic goals and recommendations for future career development • Cultivated new business through meetings with partner companies and government representatives in order to keep with company’s strategic goals• Authored company incentive plans for both employee referrals and successful business leads

• Oversaw full spectrum recruiting and retention process of Mid-Atlantic region consisting of 5 offices • Managed staffing process for both exempt and non-exempt employees ranging from entry level personnel to senior level staff• Influenced Regional Manager to accept new hiring process which was responsible for decreasing turnover for all assigned offices and lowering regional costs• Volunteered for and lead various committees to improve candidate sourcing, overall employee retention, and applicant tracking system implementation • Created community sourcing strategies and interviewed qualified applicants which lead to the development of a national partnership for the company with the United States Army Reserves to employ service members and their families• Responsible for conducting reference and criminal background checks as well as extending offers of employment and new hire orientation• Maintained applicant tracking system and candidate flow for open requisitions• Developed partnership with hiring managers region-wide through implementation and training of recruitment process• Consult with Regional and Branch Manager(s) to evaluate succession planning, analyze turnover patterns, analyze headcount budget to determine staffing needs for multi-unit organization • Identify training and development needs for supervisory staff in regards to recruiting, staffing and retention programs • Participate in process improvement strategies nationally to implement company-wide best practice in regards to staffing, recruiting and retention processes• Responsible for internal recruitment and interviewing for management/regional level positions• Represented company at Job Fairs, Open Houses, and Employment Seminars

• Sought qualified applicants for enlistment into the United States Army• Administered interviews with applicants to find the best career path to suit their needs and goals• Presented to groups varying in size regarding numerous Army programs• Interacted with community leaders to help build public relations• Responsible for advertising and promotions• Conducted market research on salary and job market• Prepared applicant’s enlistment packet while maintaining their privacy• Initiated paperwork for applicants who required Department of Defense Security Clearances• Maintained responsibility for government property such as car, laptop & cell phone