The aftermarket has always been a relationship-driven industry. Good people know good people, salaries are often negotiated through experience rather than adverts, and many appointments happen long before a job ever reaches the open market. It’s a reality we see everyday in our conversations with hiring managers and candidates.
That approach has worked for years. But we’re starting to see the conversation around pay change and from our vantage point in the aftermarket talent market, that shift is becoming hard to ignore.
The EU Pay Transparency Directive is gradually being introduced across Europe, bringing new rules around salary transparency, recruitment processes and equal pay. While each EU member state is implementing the legislation differently, the direction of travel is clear, recruitment is becoming more transparent, and employers need to be ready.
For aftermarket businesses operating across Europe, or recruiting into European markets, this isn’t simply another compliance exercise. It has the potential to change how businesses attract, assess and retain people. We’re already supporting employers who are adapting early, and they’re finding the transition smoother than expected.
One piece of legislation, many different rules
One of the biggest challenges is that there isn’t a single set of rules.
Some countries require salary information to be shared with candidates early in the recruitment process. Others place restrictions on advertising salary ranges. Several countries are also moving towards preventing employers from asking candidates about their current or previous salary.
We’re already seeing businesses assume there is one standard approach across Europe, when in reality every market needs treating differently.
That means hiring managers can no longer rely on the same recruitment process for every country and thus local market knowledge, alongside practical recruitment experience, becomes invaluable.
Pay is becoming part of employer brand
Salary has always mattered, but candidates increasingly expect openness as well.
Many people now want to know what a role pays before investing time in interviews. If businesses refuse to discuss salary until the final stages, candidates may simply move on to employers who are more transparent.
We’ve noticed that businesses prepared to have honest conversations about pay often create a stronger candidate experience. It builds trust earlier and reduces the chances of negotiations falling apart at the final hurdle.
For an industry where experienced commercial leaders, technical specialists and sales professionals remain in high demand, that’s becoming increasingly important.
Internal consistency matters just as much
The legislation isn’t only about recruitment adverts.
It also encourages employers to understand how salaries compare across similar roles and to ensure there are clear reasons for any differences.
Many aftermarket businesses have grown through acquisition or expanded over many years, which can leave salary structures looking inconsistent.
Reviewing those structures now can help businesses avoid difficult conversations later while also improving employee confidence and retention.
Local knowledge will become more valuable
International recruitment has always required an understanding of local markets, but pay transparency adds another layer.
Alongside language, culture and employment law, businesses now need to understand exactly what information can and cannot be discussed during recruitment in each country.
That’s particularly relevant for automotive suppliers, manufacturers and distributors operating across multiple European territories.
Getting it wrong could create unnecessary compliance risks. Getting it right can help businesses attract candidates more quickly and build stronger employer reputations. This is exactly where recruiters or hiring managers with cross-border experience are useful to remove uncertainty and speed up hiring.
Transparency isn’t something to fear
Some employers worry that greater openness around salaries will make recruitment harder.
In practice, we’re seeing the opposite.
Clear expectations tend to lead to better conversations, fewer surprises and stronger long-term hiring decisions. Candidates appreciate honesty, while employers benefit from speaking to people whose expectations already align with the role.
For the aftermarket, where relationships remain at the heart of successful recruitment, transparency is simply becoming another part of building trust.
As recruitment evolves across Europe, businesses that prepare early will be in a stronger position than those waiting until legislation forces change.
Because in today’s market, attracting the right people isn’t just about offering the right opportunity anymore. Increasingly, it’s about being open about it from the very beginning.
