How AI and Recruitment is Evolving Across The Automotive Aftermarket

Across the aftermarket, we’re hearing a lot of talk about AI replacing jobs. It makes for strong headlines, but it doesn’t match what we’re seeing every day when we speak with manufacturers, distributors, suppliers and factors.

AI isn’t removing people from the industry. It’s changing how roles work, how decisions are made and how businesses look for the right people. The shift is real, but it’s still driven by humans.

Roles are becoming broader and more connected

Across the aftermarket, we’re seeing roles evolve. Product ranges are more technical, data plays a bigger part in day‑to‑day decisions, and businesses want people who can mix technical understanding with commercial thinking.

Clients tell us they’re feeling this across engineering, product management, technical support, sales, supply chain, marketing, data, software and leadership roles. These jobs aren’t narrow anymore. Businesses need people who can understand information quickly, explain it clearly and work well with different teams.

Because of this, hiring isn’t about finding a like‑for‑like replacement. It’s about finding people who can adapt, learn and grow with the business.

How AI is influencing recruitment and why humans still matter

AI tools are already part of the hiring process. They help map the market, highlight potential candidates and give a clearer picture of salary and skills trends.

But they’ve also created new challenges.

We’re seeing more CVs that look very similar because many candidates now use AI to help write them. It tidies things up, but it also removes personality. That makes it harder to understand who someone really is and what they can bring.

Because of this, we’re spending more time speaking to people directly, both on the phone and face‑to‑face, to get a true sense of their experience, motivation and fit. No AI tool can replace that kind of conversation.

Candidates are also coming up against automated screening systems, which can sometimes filter out strong people before they reach a hiring manager. Automation can help with speed, but it can’t judge potential or nuance.

The message we’re giving candidates is simple: AI can help tidy your CV, but it can’t tell your story. Your personality and real examples still matter most.

Using AI to support good hiring

At Glen Callum Associates, we use AI to support our work, not to replace the human side of recruitment. It helps us reach people faster and understand the market more clearly, but the decisions still come from conversations, experience and judgement.

We’re seeing more businesses adopt AI across commercial, analytical and technical roles. This matches what clients tell us i.e., they need people who understand technology but can still make sound, human decisions.

Looking ahead to the aftermarket of 2030

We’re expecting the aftermarket workforce to evolve, not shrink. Roles will become broader and more connected to business performance. AI will handle data and routine tasks. People will provide leadership, direction and judgement.

For hiring teams, this means thinking ahead. Filling a vacancy won’t be enough. Businesses will need to plan for future skills and build teams that can adapt as the market changes.

As Glen Shepherd, Founder of Glen Callum Associates, puts it: “The real risk to the aftermarket isn’t AI replacing people. It’s organisations failing to evolve their roles, structures and recruitment strategies quickly enough.”

By 2030, the aftermarket will still rely on people but will be supported by smarter tools and better information.

The priority now isn’t predicting change. It’s preparing for it.

If you’d like to explore current opportunities, understand how AI can help you with your career journey, or talk about future hiring plans across the automotive aftermarket, you can reach us at jobs@glencallum.co.uk or 01384485274. 

Feel free to give us a call or drop us a message.  We’re always open to a conversation.