A New U.K. Race Car Boasts Zero to 60 in 1.4 Seconds. And You Can Buy One in the U.S. Next Year.

The fastest cars you can buy are all electric. Cars with zero-to-60 times under two seconds are the Rimac Nevera and its close relative the Pininfarina Battista, the Tesla Model S Plaid Edition, and the Lucid Air Sapphire.

Now, add one more: the British-made McMurtry Spéirling. At a Silverstone track event in December, Mat Watson of the YouTube channel Carwows drove the electric, rear-wheel drive Spéirling PURE model to 60 miles an hour in 1.4 seconds, with zero to 100 in 2.63 and a quarter mile in 7.97. The PURE is a racer in an edition of 100, but McMurtry said it will eventually be producing a street-legal version.

The price in the U.K. for the handmade PURE is £895,000, and in the U.S. around US$1 million. McMurtry Automotive was founded in 2016 and based in England’s posh Cotswolds region of Gloucestershire. Managing Director Thomas Yates comes from Formula 1, and the company’s focus is on race-bred technology. Testing, in secret, occurred in the U.K. at tracks such as Castle Combe and Donington Park. The first reveal to the public was at the Goodwood Festival of Speed in 2021, with racers Derek Bell and Alex Summers giving demonstration runs. The next year, the PURE set a hill climb record at Goodwood (going up in 39.08 seconds).

Miller Motorcars of Greenwich, Connecticut, which also handles Ferrari, Bugatti, Maserati, Rolls-Royce, and other luxury brands, announced it was taking on McMurtry in January. The record-breaking car was shown by its battery supplier at CES in Las Vegas earlier this month, but will also be making an appearance in Greenwich, with an open house Feb. 3. The West Coast dealer is O’Gara Motorsport, and the star car was in California at Thermal Raceway earlier this month for a demonstration.

The record-setting McMurtry Spéirling PURE on display at CES this year.
Jim Motavalli

Evan Cygler, director of special projects at Miller, tells Penta he was “completely dumbfounded” to encounter the rear-wheel drive McMurtry PURE in England. “They purposely came out with a finished car at Goodwood to break a record, and achieved the goal,” Cygler says. “The sound of it is incredible, as is the tiny size. We are passionate about our business, so we told them that if there was an opportunity to sell these cars, we’d love to be involved.”

Miller will support these track-only cars with its own track days at Connecticut’s Lime Rock Park, Cygler says. “It is less than two hours away and a fun place to host our customers for a day,” he says. “The Spéirling PURE is a cool weekend racer, and definitely something different. Whether you are into EV products or not, you have to love this.” Miller expects to get one or two PURE cars in 2025, he added. McMurtry will also host customers at private track events in the U.K.

The Spéirling reportedly offers 1,000 horsepower and 1,033 pound-feet of torque from two electric motors. Keeping it on the track are a pair of huge turbines (adapted from Formula 1 and Can Am) located behind the single occupant that extract air from under the car and produce more than 4,000 pounds of downforce. The battery is relatively small at 60 kilowatt-hours, but the carbon fiber-bodied car is so light at approximately 2,200 pounds that it has an estimated 300 miles of range (driven lightly, and on the forgiving European WLTP cycle). Top speed is around 200 mph.

The battery pack in the PURE prototype uses Molicel cells that can fast charge in 20 minutes, with rapid cell cooling. A charge can get the car around Silverstone track for 10 laps. Customer cars will use next-generation cells that are still in development.

The cockpit of the Spéirling PURE is a tight fit, and entry is made easier by a removable steering wheel. The single occupant sits on the rear fender and swings his or her body through the narrow opening, then drops into place. It’s a racer’s view forward, with no infotainment or anything else extraneous to ultra-high-speed driving. The Spéirling PURE may not be useful for getting groceries, but it offers the ultimate acceleration experience.

Steven Clark had the unpleasant task of firing a 24-year-old—twice. Once was in a brief conversation with the new hire, who’d showed up late or not at all four times in his first week at a construction job.

Then Clark had to do it all over again, this time with the guy’s mother.

She called him a few hours later, pleading to give her son another chance. When Clark told her no, things got heated before he ended the call.

“I said, ‘Look, you know, this is between us and your son. He’s the employee,’” says Clark, who is chief operating officer of a Fairbanks, Alaska-based staffing firm.

Gen Zers make up nearly one-fifth of the adult workforce, and bosses and recruiters say it often feels like the nervous parents who hovered over them through childhood and college are right alongside them. What began as the occasional parent ride-along to a job interview coming out of the Covid era is now full-on career “co-piloting,” said Jasmine Escalera, head career coach at résumé templates service Zety.

More parents are calling up hiring managers, applying for jobs on their adult child’s behalf, and even showing up—or lurking just off-screen—on Zoom calls to help navigate difficult conversations or go over benefits packages.

“The first time it happened, I was appalled,” says Clark, who has fielded calls from parents asking why their child didn’t get a job. “Since then it’s become more of a here-we-go-again reaction.”

Human resource professionals have expressed outrage on social media.

“Parents should not be calling employers to check on their application status or ask questions on behalf of their child,” says Lynne Alba, a director of talent acquisition and physician recruitment at a large health system on Long Island, who vented about the phenomenon in a Tik Tok video she reposted on LinkedIn.

At a recent job fair, a mother approached Alba with her daughter’s résumé, explaining that she wanted to work as a nurse. “While I appreciated that she was trying to help, I intentionally shifted my attention to her daughter. No matter what Mom said, I wanted to hear directly from the candidate,” says Alba.

Some parents who step in say it’s a challenging job market for young people, and that they would only intervene in extreme circumstances—social anxiety, a toxic boss, unfair treatment. There’s also a gray area of intervention that some see as an extension of the parental advice and networking help that’s been happening for generations.

Rick Wainschel last year published a post on LinkedIn asking his network to help his daughter, a recent college graduate, find a corporate entry-level position.

Wainschel, a vice president at an automotive marketing technology company, says he doesn’t think his outreach qualifies as helicoptering. “Well, maybe a little,” he said, before quickly adding he was being half tongue-in-cheek. “It was really merely just to help her get a network established. I just think the work world is a challenging place.”

Wainschel’s post, which was OK’d by his daughter on the condition he didn’t embarrass her, didn’t lead to a job but did result in productive conversations, he said. She found a job with a credit union on her own shortly after.

Recruiters and other HR types say aggressive parental involvement signals a lack of independence and raises fears that mom and dad will be checking in regularly if their kid gets hired.

What’s more, they say, such interference rarely, if ever, works.

The phenomenon is becoming so commonplace it made the agenda of human resources organization SHRM’s national conference in June. When James Harrell asked a room of 250 professionals if they ever had a parent calling on behalf of a young employee or coming to an interview, more than half raised their hands.

“The first time it happened to me, I got high up on my soapbox and I shook my fist,” Harrell says. “The 15th time I said, ‘OK, well, I gotta figure out how to do something differently.’”

Harrell helped run an apprenticeship program for high-school students while he was the human capital management chief for the San Antonio Independent School District. To run interference, the district introduced a “signing day” when parents could come and ask questions.

After a Gen Z employee at Nation’s Best Holdings, a chain of hardware and home goods stores, didn’t get an “exceeds expectations” designation on his performance review last year, HR chief Amber Little got a call asking why.

It was one of a number of calls from parents her office has picked up recently about issues ranging from negative feedback to understanding which health insurance plan to choose. Little has even noticed parents are now calling in sick for their adult kids.

“Instead of coaching them, they do it for them,” Little says. When it happens, she adds, “we encourage them to tell their child to come talk to us and we will walk them through it.”

A Zety survey of more than 1,000 Gen Zers found 20% had a parent attend a job interview with them.

“You get a sense it’s all hands on deck for some families,” says Keith Wolf, managing partner of recruiting firm Murray Resources in Houston. His office has received emails from parents seeking jobs for their children, and Wolf says he’s always wondered if the kids even knew.

Paul “PB” Branson, who graduated from the University of Missouri-Columbia in May, bristles at the thought. The 22-year-old says while he understands their anxiety, parents shouldn’t be joining their children’s job interviews or contacting employees on their behalf.

“That trend,” he says, “has really hurt my generation by creating this kind of stereotype that we need our hands held.”