Every open position is costing the store money.

I grew up in the car business. My mother worked on the corporate side for an OEM, my father was a top-performing salesperson and sales manager, and I learned the road to the sale early. In 2001 I joined a multi-franchise group and worked my way up: sales, internet sales manager, business development director, then finance and business manager. The higher I climbed, the clearer it got: growth came from filling the open positions with new people, training them before they picked up bad habits, and letting that competition push the veterans.

That is when I fell in love with recruiting. I founded DealershipRecruiting.com in 2012 and grew it on repeat and referral business, then took the same work in house at Gurley Leep, where it became 782 hires in 31 months.

In 2026 I rebuilt the firm as a product. Most recruiters charge a percentage of the hire’s first-year pay, so the better the hire, the bigger the bill, and the price is not known until the offer. DealershipRecruiting.com charges one flat fee per position, shown before you buy: $2,500 for a sales consultant, $3,500 for a service advisor, $7,500 for a certified technician, $20,000 for a factory elite technician. A dealer builds an order online, pays through Stripe, and gets an intake call within one business day. If a hire resigns or is let go for performance or conduct within 90 days, the firm searches for and presents a replacement at no additional fee.

The site is a working product, not a brochure. Dealers build an order across departments and check out once; the example order on the homepage (five sales consultants, two BDC representatives, a service advisor, a certified technician and two lube technicians) totals $30,500, against about $72,990 a month the five empty sales desks alone would lose at national benchmarks.

Behind the storefront: a catalog of 195 dealership positions in 13 departments, each with what it pays and one flat fee; an open position calculator that lets a dealer plug in their own units, hours and coverage to see what each vacancy costs; six articles that walk the math for the sales desk, the service bay, the BDC, the advisor chair, the quick lube lane and the wrong hire; a training practice built on a network of automotive trainers; a jobs board for candidates; and the terms, guarantee, EEO and accessibility pages a dealer group’s counsel expects to find.

Every recommendation on the site is a LinkedIn recommendation quoted word for word, from hiring managers and hires at Fisker, Sony Honda Mobility, Rivian and Lucid, and the first-party results are labeled as mine, not as industry benchmarks. The firm operates as a DBA of Sherwood Recruiting LLC.