SVP Safety & Regulatory Affairs 

Client's Challenge 

Autonomous vehicles, also called driverless, are the center of attention for vehicle and fleet enthusiasts around the world. They can perform all the necessary operations and do not require human intervention. These vehicles are implanted with technology that can detect nearby objects and their distance, sense the surrounding environment, and identify appropriate navigation paths while maintaining strict road transportation. 

Self-driving technology can be considered a breakthrough in science because manufacturers can reduce the number of road accidents with this technology. However, the sound practices of Safety and regulatory leaders must ensure that accidents are minimized.  

According to NHTSA National Highway Transportation Administration ADAS, Automated Driver Assistant Systems included 392 crashes in 2021; 6 of these were fatal, 5 resulted in serious injury, and 41 involved minor to moderate injuries, while 4 involved "vulnerable road-user," such as a cyclist or pedestrian. 

These facts and regulatory voices on capital hill are demanding NHTSA take stronger steps for added regulation. Therefore, autonomous fleet providers must add Safety & Regulatory leaders to their leadership teams.   

Overall, the challenge for organizations to find qualified leaders in the market is that demand is overriding the supply of qualified executives, not to mention the cost for hire is skyrocketing.

Level 5's Solution 

The complexity of this search was enormous for a number of reasons. 1.) The market is in high demand for this type of talent; 2.) The limited number of qualified candidates in the ADAS Safety & Regulatory space 3.) Compensation is at a premium for Safety executives; 4.) Geographic location was outside the desired scope for many candidates, and 5.) the brand was not well known in the Industry. Given those known facts, the Level 5 team and its market presence in the mobility domain identified in excess of 100 qualified candidates. Those candidates included global heads of Safety from tier 1 OEMs around the globe, senior executives from NHTSA and US DOT -The United States Department of Transportation, and other leading executives from similar industries.  

In consultation with the client, we discussed external factors that would impact the search. We then spent an extended period of time developing a compelling executive brief, including a historical view of the market and an analysis of the current landscape.  

Level 5 Partners worked closely with the client to understand the external factors that would impact the search for top-tier candidates. We delved deep into the market's historical trends and current landscape to provide a comprehensive view of the industry. Through our detailed executive brief, we highlighted the key factors driving the market and identified potential challenges that may arise. 

As anticipated, several candidates stood out as highly desirable to the client. These candidates not only met the required skill set but also brought additional value to the table. Despite the abundance of strong candidates, we also identified potential risk factors that needed to be considered in the evaluation process. With our in-depth analysis and strategic approach, we were able to provide the client with a clear understanding of the candidate's strengths and weaknesses, helping them make an informed decision in selecting the right candidate for their organization. 

Impact on the Client 

The Safety & Regulatory position required a candidate who could navigate complex regulatory environments and implement safety protocols effectively. As the organization changed leadership, it became evident that the criteria for the ideal candidate needed to be re-evaluated. The new CEO brought a different perspective and vision for the role, which required a shift in the candidate requirements. 

Through the interview process, it became clear that the initial criteria for the role were too narrow. The rejected candidate provided valuable insights into the market factors influencing the safety and regulatory landscape. This feedback prompted a reevaluation of the candidate pool and a more comprehensive approach to sourcing talent. 

Ultimately, a candidate's rejection strengthened the need for a flexible and adaptable recruitment strategy. The organization's evolving needs required a more agile approach to talent acquisition, one that could respond to changing market dynamics and internal leadership shifts. This experience underscored the importance of ongoing assessment and adjustment in the recruitment process to ensure the organization can attract the right talent to drive its success. 

About Level 5 Partners  

Level 5 Partners is the Industry's first consulting-driven executive search firm, built on vertical industries and led by experienced operating executives and consultants. Our Industry Vertical Leaders come from the commercial sector and are senior members of the global technology and business community. These executives are transformational thought leaders who have maintained a pinnacle stature in their respective Industries. They advise based on current and future economic and geopolitical trends that shape tomorrow. Our advisors are career executives, and all of the executives understand what drives your business. We believe our executive placements are tomorrow's Level 5 leaders.