For auto financiers, AI tools, transparency key to attracting Gen Z talent

Auto lenders must embrace AI-based tools and provide transparency to attract and retain younger talent. Gen Z employees have “never known a world in which they haven't had an iPhone” and they expect to be able to in their personal lives also in the workplace, Paige Smith , chief people officer at Ford Credit , said during a panel session at the recent 2026 AFSA Vehicle Finance Conference. [caption id="attachment_58359323" align="alignleft" width="232"] (From left: Ford Credit's Paige Smith, Huntington Bank's Claire Rake, SCUSA's Chris Mitcham, and American Honda Finance's Trang Baker at AFSA Vehicle Finance Conference/Auto Finance News)[/caption] Claire Rake , credit analyst at Huntington Bank , said she uses digital tools for planning in her personal life and looks for ways to use them professionally. Rake joined the bank in August 2025 after completing internships in 2023 and 2024. “When you're used to using [AI and digital] tools for your everyday life, you expect your companies to integrate that into your daily processes,” said Rake, who was a high school senior when the pandemic shut down offices and businesses. “When you're used to using [AI and digital] tools for your everyday life, you expect your companies to integrate that into your daily processes." -- Claire Rake, Huntington Bank Younger employees coming into businesses are willing to try new technologies and “expect to be given tools to do their job well,” Trang Baker , strategic planning manager at American Honda Finance , said during the session. “There are some companies who limit it, and that is disheartening for somebody who is [a] digital native and uses it in their personal life,” she said. “It's important that companies are willing to stretch a little and willing to embrace new technology , as opposed to being afraid of change.” Companies should use AI tools as accelerators rather than replacements and continue to teach the fundamentals of using those capabilities, especially as employees come in who can learn quickly, Chris Mitcham , head of corporate development at Santander Consumer USA , said during the panel. “In particular with AI, even though they are more digital native, it doesn't necessarily mean they know how to use it professionally,” he said. AI can also pose challenges in hiring, such as candidates who use AI during the interview process, Baker said, adding that companies must be mindful of the tools candidates are using and how questions are framed. “We typically do a video interview as our first round. ... As we're asking questions, a lot of candidates are repeating the question very slowly while scanning [the screen],” she said, noting that there is “a lot of AI usage during video interviews.” Sourcing Gen Z talent Auto lenders must also be creative about finding younger, digitally savvy candidates. American Honda Finance has developed relationships with local colleges to source talent, Baker said. “These new college grads are coming into the workforce with a lot of the technical skills that allow them to really hit the ground running from Day 1,” she said. “That's been a good thing to see where we can focus more on training about the industry and the company culture, as opposed to what you're doing day to day.” It remains key to be transparent about day-to-day responsibilities during the application process, especially with Gen Z candidates who value long-term goals and opportunities, SCUSA’s Mitcham said. “Particularly with auto finance and those who may not be familiar ... explain that breadth of opportunity to young candidates coming into the market,” he said. “It’s important so they can see there's more than just this job I'm doing now; there's opportunity to take it further. ... Gen Z wants to do more than execute. They want to contribute.” Gen Z candidates are also looking for genuine conversations rather than the same “sales pitch” to multiple applicants, Ford Credit’s Smith said. “They're skeptical, they're smart, they're going to sniff you out. They're looking for authenticity,” Smith said, noting that transparency in hiring and explaining expectations is crucial. Transparency alongside work-life balance is important to Gen Z employees who are coming into a hybrid work environment, Huntington’s Rake said. “Gen Z still understands the importance of building relationships, coming into the office and being productive when you're around your colleagues in the office,” she said. “What it boils down to is the work-life balance and having more autonomy over your life decisions. Can I work from home this day when life happens?” When it comes to retention, lenders are going to have to work harder and make it clear how employees are contributing individually, American Honda Finance’s Baker said. “Especially for the younger folks, they want to see that the company trusts them to make decisions." -- Trang Baker, American Honda Finance “Especially for the younger folks, they want to see that the company trusts them to make decisions,” she said. “They have great ideas [and] fresh perspectives. Capitalizing on that is going to be what keeps someone at one company versus another.” Auto Finance News will present multiple invaluable events for industry professionals in 2026, starting with Auto Finance Summit East and Auto Finance Capital Summit in May. To see event agendas and register, visit autofinance.live .

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For auto financiers, AI tools, transparency key to attracting Gen Z talent

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