Andrew Goldberg

***Lucid Accelerates EV Delivery Leadership Despite Market Headwinds*** Lucid Group delivered record-breaking results in Q1 2025, demonstrating its ability to scale rapidly despite economic pressures that are challenging the broader automotive sector. -The luxury EV manufacturer achieved its highest quarterly delivery performance ever—3,109 vehicles—generating $235 million in revenue while maintaining a fortress-like liquidity position of $5.76 billion. This delivery surge showcases Lucid's operational resilience and growing market traction, particularly at a time when many automakers are struggling with demand uncertainty. -"We continued to build momentum in the first quarter as we achieved yet another delivery record, further strengthened our market position, and executed against operational priorities," said Marc Winterhoff, Lucid's interim CEO. -The company's unwavering commitment to its 20,000-vehicle production target for 2025 signals confidence in sustained growth momentum. This ambitious scaling comes as Lucid expands its product portfolio with the Lucid Gravity SUV now reaching customer driveways—a critical diversification move in today's challenging market environment. -"We're executing against our near-term goals—driving volume, improving margins, and operating with rigor," emphasized CFO Taoufiq Boussaid. "And we're positioning ourselves for long-term value creation with clear strategic priorities, strong liquidity, and breakthrough products that redefine their categories." Lucid's ability to ramp up deliveries while competitors face headwinds underscores the company's operational excellence and product differentiation in an increasingly competitive electric vehicle landscape. Key Messaging Insight: The delivery ramp-up messaging is critical here. In today's uncertain economic climate, investors and stakeholders are laser-focused on which automakers can execute on production and delivery promises. Lucid's record quarterly deliveries aren't just numbers—they're proof of operational capability when it matters most. This messaging differentiates Lucid from EV competitors struggling with production issues, demand softness, or cash constraints, by emphasizing "record delivery performance" and "building momentum" against the backdrop of a "competitive" and implicitly challenging market, Lucid positions itself as the rare EV company that's gaining rather than losing ground. Data provided by Autobodynews.com #automotivemanufacturing #automotiveengineering #manufacturingengineering #electricvehicles #lucidmotors

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The $100K H-1B Fee: Manufacturing's Talent Strategy Crossroads Friday's H-1B policy change will significantly impact manufacturing operations and engineering teams. Here's what's shifting: Policy Overview: ▪️ $100,000 fee for new H-1B petitions (workers outside the U.S.) ▪️ Effective September 21, 2025 ▪️ Renewals and current U.S.-based H-1B holders are exempt Three Strategic Options for Manufacturers: 1. Domestic Workforce Investment Manufacturers will need to hire more U.S. engineers, process specialists, and skilled technicians. This supports domestic manufacturing jobs but increases labor costs significantly especially for specialized roles in automation, quality control, and advanced manufacturing processes. Expect stronger negotiating positions for candidates with lean manufacturing, Industry 4.0, and robotics expertise. 2. Production Nearshoring Some manufacturers may accelerate nearshoring initiatives to Mexico and Central America. While this reduces labor costs, it requires substantial investment in supply chain restructuring, quality systems, and cross-border logistics coordination not to mention Tariff implications. The complexity could offset initial savings. 3. International Manufacturing Hub Development Large manufacturers like GE, Boeing, and Caterpillar may expand engineering and production facilities in countries with strong technical education systems think Germany, South Korea, or emerging markets in Eastern Europe to access skilled talent while maintaining operational efficiency. Once again though, the expertise may be there at a cheaper cost but any Tariffs imposed on imports could quickly wipe out any savings. Manufacturing Reality Check: Unlike tech companies that can easily shift to remote work, manufacturing requires physical presence, specialized equipment knowledge, and hands-on problem-solving. This makes the talent equation more complex and costly. How is your manufacturing organization preparing for these workforce changes? Happy to speak with anybody looking at options to get ahead of their competition. #Jenrick #hiring #manufacturing #visachallenges

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Yesterday's White House announcement that a 25% tariff on vehicles produced outside the US will come into effect on April 2nd has rocked the auto industry. Fears that these levies will threaten the acceleration of EV adoption are warranted. But could shifting focus to software-driven efficiencies enable EV deployment? In our latest blog we look at how the industry is preparing. Read it here: https://gag.gl/QnT4mA #tariffs #SDV #EV #connectivity

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🚗🤖 𝗪𝗔𝗬𝗠𝗢 𝘅 𝗧𝗢𝗬𝗢𝗧𝗔: 𝗔 𝗡𝗘𝗪 𝗖𝗛𝗔𝗣𝗧𝗘𝗥 𝗜𝗡 𝗔𝗨𝗧𝗢𝗡𝗢𝗠𝗢𝗨𝗦 𝗗𝗥𝗜𝗩𝗜𝗡𝗚 Waymo and Toyota Motor Corporation have signed a preliminary agreement to explore a strategic partnership focused on two major goals: 🔹 A new autonomous vehicle platform – potentially powering future ride-hailing fleets 🔹 Integration into personally owned vehicles (POVs) – bringing Waymo’s self-driving tech directly to consumers Woven by Toyota, the automaker’s innovation arm, will support with advanced software and mobility expertise. Both companies share a bold vision: safer roads, increased mobility for all, and a world with zero traffic accidents. This move marks another step in Waymo’s shift from R&D to real-world, scalable applications – and it could reshape how autonomy shows up in both commercial and personal transport. #autonomousvehicles #mobility #waymo #toyota #adas #autonomousdriving

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Hiring Market I had a conversation yesterday with an extremely strong automotive account manager. He's targeting a compensation number in the $185K+ range and wants to work for a Tier 1 Automotive Supplier, and wants to work remote or hybrid. I think this candidate is more than worth it, a real go-getter, and he mentioned others in the market were getting this offering. It's definitely possible, but not likely, based on the market today. Most Tier 1s are cracking down on inflated compensation offerings these days. They are also bringing people into the office, for 4 to 5 days a week. This is especially painful for people who hired into positions that were fully remote at time of hire, just a few years ago. As the market picks up, more companies will offer higher wages, and more flexibility with work location. If you're looking for a new position, you probably will not get everything that you want, in this market today. But that doesn't mean you shouldn't take a great opportunity below your compensation or location target, especially if it means the opportunity for growth down the road. Starting out chilly at 15 degrees today, moving up to 34 degrees later in the day. Some sun peaking through as well. Make it a great day, everyone! #SCNrecruiting #recruiting SCN - Search Consulting Network

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How’s the job market? This is probably the most common question I’m asked as a recruiter. When I was at the CITT TAC Holiday Get-Together last week I must have been asked about the job market ten times. Right now at SCL Search, we are really, really busy. We have 10 job openings, plus I have another 2 client meetings this week, which could take our total number of searches to 12. Typically we run about 5-6 job openings at a time, so 10-12 is a lot. Does this mean the job market is hot? Not necessarily –a quick search tells us that the unemployment rate in Canada has been trending upward throughout 2025, reaching 7.1% in August, and the number of job vacancies has fallen to a low not seen since March 2020, a 28% decrease over the past year. So apparently, the job market is pretty bad right now. So why is SCL Search so busy? There are a couple of reasons:  at SCL Search, we work exclusively in supply chain and logistics, so what we see happening in this sector may not be an accurate reflection of what’s happening across the entire Canadian job market. Further, we are only impacted by what’s happening in a very small segment of the market. If we have just 3-4 clients, each hiring multiple roles, that’s enough to keep us really busy. It doesn’t matter if the rest of the supply chain sector isn’t hiring, if we happen to be working with a few companies who are. So my short answer to the question about the job market is, I hear the job market is slow. But at SCL Search we’re really busy. What’s been your experience? How’s the job market from your perspective?

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GM's new Chief Product Officer, Sterling Anderson - recently hired from Aurora, has reaffirmed the company's commitment to autonomous driving. However, unlike their abandoned robotaxi play (Cruise), they will now focus on developing ADAS/AD features for passenger vehicles. Having retained members of the Cruise team for this project, they announced a new recruitment drive to build a new team of autonomy experts at their Mountain View location and will even try to rehire some of the Cruise team who were impacted by layoffs in order to achieve their goal to "accelerate autonomy at scale on personal autonomous vehicles.” It will be interesting to see if ex-Cruisers who were impacted by layoffs would now consider returning to GM... https://lnkd.in/epJG2ZdE

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Consumer hardware is heating up again. Nothing’s $200M Series C at a $1.3B valuation helped push Q3 deal value up 190% Quarter over Quarter, breaking a four-year decline. For law firms, this signals renewed demand for Emerging Companies / Venture Capital talent, distressed M&A expertise, and cross-border/IP support as hardware startups scale—and fail. The window is open for firms with strong tech benches to lead. https://lnkd.in/eTK97Kns

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🚗 Big moves from Tesla in the autonomous vehicle space! Elon Musk just announced that Tesla is on track to launch its first robotaxi trial in Austin, Texas by the end of June. The initial pilot will include around 10 self-driving vehicles in geofenced areas, with plans to ramp up to 1,000 vehicles in the coming months. What’s more interesting? Tesla is shifting focus away from launching a more affordable EV to prioritize robotaxis and the Optimus humanoid robot—a clear bet on autonomy shaping Tesla’s future value. Still, challenges remain. Tesla’s FSD (Full Self-Driving) software is under review by the National Highway Traffic Safety Administration NHTSA following reports of accidents in low-visibility conditions. Meanwhile, Tesla is exploring licensing its FSD tech to other automakers. The robotaxi rollout may face regulatory and technical hurdles, but if successful, this could redefine how we move in urban spaces. 📈 Tesla stock ticked up slightly on the news—investors are paying attention. 🚦 All eyes on Austin. #AutonomousVehicles #ElectricVehicles #Innovation #SmartMobility #FutureOfTransportation #Automation Capstone Search Advisors #recruiting

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𝗝𝗮𝗻𝘂𝗮𝗿𝘆 𝗶𝘀 𝗻𝗼𝘁 𝗮 𝗻𝗲𝘂𝘁𝗿𝗮𝗹 𝗺𝗼𝗻𝘁𝗵 𝗳𝗼𝗿 𝗹𝗮𝘁𝗲𝗿𝗮𝗹 𝗽𝗮𝗿𝘁𝗻𝗲𝗿𝘀 If you’re even thinking about a lateral move in 2026, the decisions you make right now will quietly shape your outcome. In today’s market, lateral partner recruiting is no longer about reacting to a recruiter’s call. It’s about being intentional early — before the market gets crowded, before firms lock their strategic hiring budgets, and before the strongest platforms quietly fill their priority gaps. From a recruiter’s perspective, the partners who get the best outcomes aren’t the ones with the loudest books of business. They’re the ones who take time in Q1 to: • Pressure-test how portable their client relationships really are • Map their full client ecosystem — sponsors, portfolio companies, boards, lenders, regulators, and repeat counterparties • Identify which firm platforms would actually accelerate that ecosystem • Understand how compensation, credit, and cross-selling will affect their long-term growth By the time most partners start “looking” in the spring, the most strategic seats are already spoken for. The best lateral moves are built quietly and thoughtfully — not rushed when frustration hits. If you’re contemplating a move this year, the right first step isn’t a résumé. It’s a strategy. Happy to have a confidential conversation with anyone who wants to explore what that could look like. Gloria Sandrino Ata Farhadi Evan Jowers Yuliya Vinokurova #LateralPartners #LegalRecruiting #BigLaw #AmLaw100 #AmLaw200 #ClientEcosystem #PartnerStrategy

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Rivian is carrying out another round of layoffs affecting around 4% of its workforce as the electric-truck maker tries to conserve cash in a world pulling back from electric vehicles. More than 600 people are slated to lose their jobs, people familiar with the matter said. 📰 The Wall Street Journal: https://lnkd.in/eMySbWam

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The reality of being a sales leader in Detroit’s automotive supply chain If you’re leading sales at a Tier 1 or Tier 2 supplier in Detroit right now, you’re not “selling.” You’re running a risk-management and alignment machine. Most people outside the supply chain don’t see the daily grind: You’re accountable for revenue, but you don’t control the timeline. OEM decisions move in phases, programs shift, and a single change in scope can reset months of work. You’re negotiating margin in a world that punishes mistakes. One missed assumption in a cost model, one unclear warranty term, one tooling detail that wasn’t nailed down early, and you’re carrying it for years. You’re selling through a matrix, not a person. Purchasing wants price. Engineering wants performance. Quality wants zero risk. Program wants speed. Finance wants predictability. You’re the one stitching it together. You’re managing churn you didn’t create. Supplier consolidation, PE rollups, spin-offs, and territory redraws can wipe out a relationship map overnight. You’re living in the gray area between “commercial” and “technical.” The best sales leaders aren’t just relationship people. They can talk APQP timing, launch risk, PPAP realities, and what a late engineering change does to cost and capacity. A few examples I hear constantly from Detroit sales leaders: A program looks “green” until the RFQ comes back with a new requirement that forces a redesign and resets your internal approvals. A customer pushes for annual price-down while simultaneously adding complexity, reporting, and service expectations. A quality issue from a plant you don’t even manage becomes a commercial negotiation you have to own. A competitor wins not because they’re better, but because they were in the room earlier and shaped the spec. And the hardest part? You still have to keep your team motivated when the scoreboard doesn’t move for months.

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THIS WEEK IN REC TECH ...powered by Dalia & Jobcase, Inc. * HiringBranch launches screening tool * HiBob launches HR community * UKG adds venture funding * ADP buys compensation mgmt tool * VeroSkills lands $5M for blue collar staffing LISTEN: https://lnkd.in/e8VQf8T9 SUBSCRIBE: https://lnkd.in/e5bvD5E8

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UNEMPLOYED IN THE AUTOMOTIVE INDUSTRY. Is being unemployed a factor in your interviewing success? The answer is YES. Here's why and what you can do about it. We are a solid month into 2026...the year of the car industry implosion. (I have explained in other posts and I'll address in future posts.) I have 36 years in the automotive industry with the past 24 helping automotive professions transition to a new role with a new company. This is the third time hardcore trauma has set in to our beloved industry in my recruiting career. 2026 has proven a time for patience and empathy. I spend half of my time working with candidates who are unemployed (mostly out of work for more than two months). I want to be crystal clear that this coaching activity is NOT part of running a recruiting agency. This is NOT trained by the recruiting insiders to recruiters and EVERYONE SHOULD HAVE SERIOUS CAUTION WHEN GETTING ADVICE FROM ANY RECRUITER! Job hunting is especially difficult for those who are jobless. The reason is simple yet complex: You're interviewing with the boss, otherwise called the Hiring Authority over the position. These Managers are as unique as the hundreds of bottles of wine you'll find in the wine aisle at Kroger. You have no idea what you're getting until you uncork it. These Managers are motivated to identify the very best matched candidate to their immediate need. There is simply no possible way for any candidate to guess what these factors are. It's the job of the candidate in the interview to flesh out these needs and compliment them with their background experience. Yet, the unemployed have a further hurdle: The stigma of being out of work. This is a universal dilemma. How can you attempt to overcome this in a practical way? How can the Manager be convinced to set aside the unemployment spurt and choose you as the top candidate? Manager's collectively are looking for three things that aren't on your resume and you won't be able to talk through it. You must SHOW them. Manager's universally want to see these things: Proof of exceptional work ethic (you'll do anything for the company), positive attitude, and, most importantly, that you are naturally organized. Take a binder of supplies with you to the interview that YOU THINK satisfies those three objectives. This includes copies of your resume, all of your education proof, copies of the job description (HIGHLIGHTED BY YOU), and print-outs from the target company website (HIGHLIGHTED BY YOU). These are your talking points and evidence in the interview. Make sure the Manager sees this. Make it obvious you prepared. Do NOT pump yourself up saying "I'm gonna talk myself into this job"! Reinforce your goal by embracing your history and experience and have a succinct method of expressing this. You must say that you are "excited about the job and eager to move to the next step"! The rebound in automotive is inevitable. There's no time to wait. Keep hunting! Today!

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Predicting recruitment trends for buy-side technology hiring in 2026. If you want more detail HMU 1) The enforcement of 2-3 year non-competes in certain funds will lead to mass resignations and a push of buy-side talent into sell-side or out of industry 2) Funds will go closer to evergreen person/skill needs and engage good candidates on more speculative basis, with multiple potential teams interested 3) The 'single-job, here's a jd, send a cv' will erode in more widespread skills hiring but remain in niche skillsets 4) Traditional 'skills and experience' will be come more malleable and transferable 5) Significant reduction in effectiveness of Linkedin from both talent aquisition and job acquisition perspective 6) Significant decline of 'direct apply' model replaced by buy-side talent teams direct recruiting/targeting people through multi-platforms 7) Simultaneous emergence of AI-based talent agents/tech + re-emergence of well connected agencies as critically important (good, small agencies only though) 8) Companies beginning to re-assert specific culture of their business and an acceptance of difference. Move away from generic 'we're just really lovely people' in current company marketing 9) Comp levels continuining to rise whilst volume of jobs available declining 10) New job titles being created with a centering on the conduit in whatever variation. Brave new world. As its the weekend here’s a photo of the new red light set up at home. Cos I’m deep in the red light atm

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