We don't post jobs. We map passive talent — the technicians, advisors, and managers already producing for someone else — and recruit them directly to your store. Flat fee, 60-day replacement guarantee.
Most dealerships hire when somebody quits. By the time the requisition is open, productivity is already gone. The replacement takes 45 to 90 days to fully ramp, and 30% of them are gone again inside the first year. The math is brutal — and it's hidden across half a dozen line items, which is why most owners never see it clearly.
The best technicians, F&I directors, and service advisors in your market are already employed — and they aren't browsing Indeed. We identify them by name, store, and tenure. Then we reach out directly.
Before we recruit a single candidate, we spend time inside your store. We understand your culture, your pay plans, your physical plant, your leadership style. That's what we sell to candidates — not a generic pitch.
No percentage-of-salary fees. No 22% upcharge that scales with the candidate's success. One predictable monthly retainer gets you unlimited placements across the roles you need filled.
If a placement doesn't work out in the first 60 days — for any reason — we replace them. No additional fee. No fine print. Because we have skin in the game, our incentives match yours: long-tenure hires, not headcount churn.
A half-day at your store. We meet your managers, walk the drive, review your pay plans, and document what makes your store actually different. This becomes the candidate pitch.
We build a target list of every producer in the role you need within a defined radius. Names, current employers, tenure, and reachability — usually 40 to 120 candidates per role.
We contact each candidate directly — phone, text, LinkedIn — with a tailored message about your specific store. No mass blasts. No "hey are you looking?" templates.
Phone screens, reference checks on prior production numbers, motivation calibration. By the time a candidate reaches you, they're qualified and genuinely interested.
We present 3 to 5 finalists per role. You run one interview round. We coach you on the interview structure if helpful. Decision and offer within a week.
After hire, we check in with both you and the placement at 30, 60, and 90 days. We catch friction early, before it becomes a resignation. This is where our retention numbers come from.
A-techs, master techs, and brand-certified specialists. The roles your service drive can't run without — and the ones job boards consistently fail to fill.
Advisors with proven ELR, hours-per-RO, and CSI track records. The single most leveraged role in fixed ops — and the hardest to recruit cold.
Producers with documented PVR, product penetration, and compliance discipline. We don't place "F&I managers" — we place producers.
BDC managers and supervisors with measurable appointment-set and show-rate performance. The people who actually run a BDC — not just oversee it.
Floor leaders, desk managers, used car managers, GSMs. We benchmark candidates on gross, turn rate, and front-end retention before they ever reach your interview.
Operators who own a P&L and have run fixed ops at $1M+ per month. Strategic hires that require a different conversation than a general advisor search.
Mountain View CDJR had been searching for a Service Director for over four months. They had run job postings, paid an outside agency a retainer, and interviewed candidates who looked good on paper but couldn't articulate how they'd actually improve the department. The store was losing money in fixed ops every week the seat sat open.
We mapped 78 service directors and senior fixed ops leaders within a defined radius. Reached out to 22 directly. Pre-qualified 6. Latham Biggs sat across from the dealer principal in a single final-round interview and accepted the offer the same week. He was in the seat 30 days after our intake call.
Single-search engagement. You pay only when we place a candidate who stays past the 60-day guarantee period.
Unlimited placements across all roles. For stores that hire multiple seats per year or operate multiple rooftops.
Share what you're trying to fill. We'll respond within one business day with a market read on candidate availability and timing. No sales pitch — just a real answer about whether we can help.