Autoliv Inc. develops and manufactures automotive safety systems for every major automotive manufacturer in the world. The company operates facilities in multiple vehicle-producing countries and maintains technical centers complete with test tracks in eleven countries, more than any other automotive safety supplier.
When MAU first engaged with Autoliv, the client was struggling with a previous solutions provider whose lack of communication and limited on-site leadership was quietly eroding the quality of hires. The issue was most pronounced during night shifts, which had both the largest number of open positions and the biggest gaps in communication, candidate quality, and attrition.
Autoliv needed a partner who could step in with on-site leadership, a better hiring process, and a real plan for turning around attrition. MAU's partnership began in January 2024, after years of relationship-building that started back in 2018.
MAU introduced a series of targeted initiatives starting with a new on-site leadership role focused on third shift — the area with the greatest need. For the first time in Autoliv's history at that facility, third shift had dedicated site leadership presence for the entirety of the shift.
MAU also implemented an associate recognition program (a first for the workforce at that site), rolled out communication tools and metrics that brought transparency and visibility to the hiring process, and improved screening practices to address the underlying quality-of-hire problem.
A meaningful operational change: new hires were now met on their first day by an MAU manager rather than a contingent supervisor. That simple shift removed a task from Autoliv's training resources, let them focus on actually onboarding and training associates, and dramatically improved the first-day experience for new team members.
Understanding the local market and culture and adapting strategies to meet its unique demands was a pivotal element of the success story.
The combined impact of on-site leadership, better hiring, and the recognition program produced measurable results quickly:
Autoliv's improved hiring practices increased the caliber of candidates, which positively impacted production output. The consistent on-site leadership presence during third shift previously an area of major gaps has been a defining element of the partnership's success and client feedback.
MAU remains committed to being responsive and adaptable to Autoliv's evolving needs and ensuring alignment with their strategic objectives.
Attrition dropped from nearly 50% to 15% within three months. Filled 20–30 back-shift openings within the first couple of weeks. Grew from zero to nearly 100 associates in four months.
