Navis Auto Partners: automotive executive search and advisory
Behind every suit, a driver. Executive search and advisory for leaders who drive progress.
Navis Auto Partners is a retained automotive executive search firm for dealer groups, OEMs, EV and mobility companies across Canada and the United States.
Why leadership decisions compound
Research consistently places the cost of a failed senior hire at a minimum of 3× annual compensation. That floor does not account for what compounds after — competitive ground lost, cultural drift, and the full cost of the search that follows.
Unlike firms that brief generalist recruiters on your industry, Navis was built from inside automotive. We have run the operations, attended the 20 Groups, and built the relationships directly. We know who performs and who presents well. We know which leaders are quietly ready for a bigger stage and which ones have already peaked.
- 3× — minimum cost of a failed senior hire, accounting for severance, search fees, and lost productivity across the gap period.
- 12 months — the critical window. Most leadership failures become visible within the first 12 months; our guarantee and integration process are structured around it.
- 91% — Navis retention rate. Our placed leaders remain in role beyond 12 months at more than double the automotive industry average for externally placed executives.
- Under 21 days — from mandate initiation to a curated shortlist of pre-assessed, network-sourced candidates.
Search models
Contingent search (3-month guarantee)
For organizations with a defined candidate profile and clear role specifications. You pay only upon successful placement. Best suited for Director-level and below, or roles where an internal process is already in place.
Retained search (6–12 month guarantee)
Our flagship engagement model. Fully exclusive, deeply consultative, and built for the hire that cannot afford to fail. We embed into your organization, map the competitive landscape, and surface leaders that no job board will find. A structured three-phase approach with dedicated resourcing, real-time reporting, and a 12-month placement guarantee.
Executive advisory (12-month guarantee)
For organizations undergoing transformation, succession planning, or building out an entirely new leadership layer. We advise on structure, compensation benchmarking, and long-term leadership architecture. Typically engaged by dealer groups with five or more rooftops, OEMs, and mobility-first organizations.
The roles we fill
- Chief Executive Officer — enterprise-level operators for multi-brand, multi-rooftop groups.
- Chief Operating Officer — scalable operations, cross-functional alignment, and accountability.
- General Manager — the most consequential hire in any dealer group.
- VP of Sales — revenue leaders for the traditional sales floor and the EV consultative model.
- Director of Fixed Ops — service and parts leaders who protect gross, grow CSI, and manage technician culture.
- VP of Finance & Insurance — high-trust, high-compliance F&I leaders.
- VP of Engineering / CTO — for OEMs, EV manufacturers, and mobility-first organizations.
- Chief People Officer — people strategy for automotive organizations.
Sectors we serve
Dealer groups (franchised new vehicle groups, independent and pre-owned networks, luxury and exotic dealers, powersports and RV dealers, direct EV retail, auto auction and remarketing, buy here pay here networks), vehicle repair networks, OEMs and suppliers, supply chain and logistics, commercial vehicles, heavy equipment, EV and mobility, automotive finance, automotive technology, and insurance and risk.
Case studies
All engagements are confidential. Organizations and candidates are anonymized.
General Manager, multi-rooftop dealer group — Mountain West, USA
Retained search. 12 locations, $380M revenue. Shortlist in 11 days; placed in 18 days from mandate initiation; still in role at 26 months.
Chief Operating Officer, EV charging infrastructure — United States
Retained C-suite search for a Series B company after two failed independent searches. Still in role at 19 months.
Succession planning, family-owned dealer group — Ontario, Canada
Executive advisory for a second-generation transition across 8 locations. The principal exited on schedule; the group has since grown to 11 locations.
The Navis Standard
- Network-first sourcing: we reach leaders who are not on the market.
- Success profile assessment: every candidate is evaluated against a model of success in your operating environment, not a job description.
- Curated shortlist: three to five pre-assessed candidates with a written rationale for each.
- 90-day active integration: counter-offer management, onboarding alignment, and early performance check-ins.
- Automotive depth: our consultants have held positions inside the industry.
- Precision within 21 days: a qualified shortlist in under 21 days.
Frequently asked questions
What types of roles does Navis place?
We operate across two tiers. At the executive level we place General Managers, Dealer Principals, Chief Operating Officers, Regional Vice Presidents, Fixed Operations Directors, and Group-Level leadership including succession mandates. At the senior management level we place Sales Managers, Service Managers, Parts Managers, Operations Managers, Production Managers, and Maintenance Managers — typically within active client relationships.
What is the difference between contingent and retained search?
A contingent search means you pay only when a placement is made. A retained engagement means we work on an exclusive, priority basis with an initial investment at mandate acceptance — appropriate for group-level roles, succession mandates, or any search where confidentiality and depth of access to passive candidates are critical. Most of our mandates are retained.
How do you find candidates who are not on job boards?
Our sourcing is network-first. Our consultants have spent decades inside the automotive industry, attending 20 Groups, working directly in operations, and building personal relationships with leaders across North America.
What does the 12-month guarantee actually cover?
On retained engagements, if a placed candidate exits voluntarily or is terminated for performance within 12 months of start date, Navis conducts a full replacement search at no additional fee.
How long does a typical retained mandate take?
We deliver a curated shortlist within 21 days of mandate initiation. Total time to accepted offer is typically 21 to 35 days depending on complexity, scheduling, and notice period.
What size organizations do you work with?
Single-point independent dealers, multi-rooftop dealer groups, OEM-adjacent organizations, and private equity-backed automotive platforms.
Do you work exclusively on retained mandates?
No. We accept both retained and contingent engagements. For any role at Director level or above, we strongly recommend a retained approach.
How do you handle succession planning mandates?
Succession is not a standard GM search. It requires identifying candidates who can operate at a high level now and grow into expanded ownership or leadership responsibility. These engagements are always retained.
Let's talk
Organizations can initiate a confidential search, and executives can join the Navis network, through the contact form on this page. All mandates are treated as strictly confidential.