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The Scary Reason Ford Just Recalled Thousands Of SUVs

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The Scary Reason Ford Just Recalled Thousands Of SUVs

Ford Expedition SUV in white.

Jonathan Weiss/Shutterstock

Ford has issued a recall for 39,013 Navigator and Expedition SUVs due to a fire safety risk. In an official statement, the company notes that the units eligible for the recall “pose a risk of under hood fire.” What’s odd — and truly astonishing — is the fact that the fire risk remains present regardless of whether the engine is off and the vehicle is parked. 

As such, Ford has asked owners of the aforementioned SUVs to park their vehicle outside so that it doesn’t burn down their garage or nearby cars in a parking lot. Moreover, owners of the affected SUVs have been asked to park their vehicles away from buildings citing fire risks. Based on complaints filed before the NHTSA and Ford’s own investigations, the fire usually starts at the back of the engine compartment covering the vehicle’s passenger area.

Ford says they are yet to zero in on the specific cause of the hood inferno risk in their SUVs. So far, there have been 16 reported cases of Navigator and Expedition vehicles catching fire, but the company only started to investigate them in March of 2022. A few weeks ago, Ford also recalled over 730,000 SUVs and pickup trucks over fire risks.

Which Ford vehicles are affected?

2018 Lincoln Navigator on show floor.

Raymond Boyd/Getty Images

Ford says that the vehicles affected by this recall are its Expedition and Navigator SUVs in the U.S. built between December 1, 2020, and April 30, 2021. Owners of the aforementioned models are encouraged by Ford to go to the NHTSA.gov/recalls webpage and submit their 17-digit vehicle identification number (VIN number) to check if their vehicle is affected by the recall. Vehicle owners can also opt to call Ford’s toll-free line (1-866-436-7332) for details.

It is worth noting that 14 out of the 16 incidents in which the aforementioned vehicles caught fire involved SUVs owned by rental companies. Ford says that owners reported that their vehicle was parked and turned off in 12 out of 16 cases, three fires started while the vehicle was turned on and driving, and one fire started when the vehicle was parked, but the engine was still running. In addition to a public release to the press, Ford will be reaching out to the affected user base via email and messages within the FordPass and Lincoln Way apps.

Even though there’s only been one reported incident of a customer getting injured, Ford hasn’t asked users to stop driving their Navigator and Expedition SUVs. Ford has advised all affected vehicle owners to get in touch with their nearest dealership and get their vehicles assessed for fire risks.






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Confessions of an in-house creative strategist on feeling unfulfilled, difficulty in returning to agencies as the ‘pay is less’

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Confessions of an in-house creative strategist on feeling unfulfilled, difficulty in returning to agencies as the ‘pay is less’

The war for talent between agencies and brands’ in-house agencies has cooled. Even so, for adland talent who’ve made the move in-house, some say they are looking to go back to agencies after feeling creatively stifled. It’s not the easiest strategy to execute.

In the latest edition of our Confessions series, in which we trade anonymity for candor, we hear from an in-house creative strategist about their experience, why they want to go agency-side now and how pay is keeping them from doing so.

This conversation has been lightly edited and condensed for clarity.

What’s the in-house experience like?

I’ve been in-house for about a year. It’s very one-sided. The difference between agency and in-house is that with agencies, there [are] a lot of opinions and ideas [outside of the brand message] that go into creative. With in-house, you have the brand’s message and all creative is reflective of the brand’s message. With in-house, regardless of trends in the market, it’s a lot of ‘we’re going to stick to this one way of doing things’ mentality. It’s a lot of opinions about what the creative should be based on what it has been before. It makes it hard to introduce something fresh. It makes it hard to hire or be a new hire. If you’re not actually going to adhere to advice from new hires, what’s the point in getting new people? Are you just bringing people on board for a second opinion? That’s what it feels like.

Sounds like you don’t have the creative control you desire.

It feels like more of a second opinion role than to get something to manage or control. [Where I am now] it feels like we’re leaning more into what [our strategy] used to be than thinking about what we could be. That’s a big issue with in-house. With agencies, like I said, there’s a lot more trial and error. With in-house, a lot more of this is what we’re doing, these are the funds we have and this is what has worked in the past. In reality, a lot of what worked in the past, when you put it back into the market, it’s not going to work anymore. 

Why do you think it’s more challenging to get to a new creative strategy in-house?

With agencies, you have multiple perspectives. You’re working on multiple brands. You can see something working for another brand and talk to your client about it. You can pivot. You have the background and perspective to [pitch that pivot]. When you’re in-house, you only have the knowledge of your brand and what’s working for you. 

Are you looking to go back to agencies? 

Personally, I am looking to go from in-house to agency but I get paid a lot more being in-house than what I’ve been offered at agencies. I’ve been in interviews with agencies where they’re telling me that I’ll be learning [programs I already know how to use] so that’s why the pay is less than what it should be. There are agencies I’ve interviewed with who ask me to move to New York for less than what I make now and make that work. [With inflation,] there’s no reason why salaries aren’t also increasing. 

So you’d like to make the jump creatively but it’s hard when the compensation isn’t up to what in-house offers? 

It’s hard. I’ve been lowballed, too. They’ll post a salary for a position, go through the interviews and then offer less than what’s listed on the salary description. What was the point of putting the salary range there? I feel like people are putting salary ranges on job descriptions just to attract people with the experience that they are looking for but by the time they make the offer, it’s not what they said it would be. It’s offensive.

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