Use only the level of help the dealership needs.
Begin with clarity, correct a defined constraint, or choose an ongoing cadence matched to the store’s execution need. Each engagement is scoped before work begins.
Diagnose first. Correct what matters.
Projects are fixed around a defined question, output, timeline, and success measure.
Dealer Performance Diagnostic
Best for ownership that wants an objective view before committing to major change.
- Discovery, data review, and leadership interviews
- Onsite or remote assessment within scope
- 100-point score and opportunity map
- Training, pay-plan, staffing, and acquisition needs assessment
- Prioritized 90-day action plan and executive readout
Recommended full diagnostic: $3,500–$5,000.
Performance Sprint
Best for a dealer ready to correct one material constraint over four to eight weeks.
- One defined objective and success measure
- Process redesign and management working sessions
- Targeted training within project scope
- Tools, scripts, scorecards, and accountability cadence
- Measured closeout and sustainment plan
Choose the cadence that matches the execution need.
Training, pay-plan guidance, staffing advice, acquisition strategy, and marketing-conversion work deepen with the plan.
Essential Partner
Visibility and discipline for a smaller store or owner who wants a consistent outside view.
- Monthly KPI and financial-performance review
- Two remote advisory sessions per month
- Priority action tracker and leadership follow-up
- Training-needs and pay-plan observations
- Quarterly operating strategy review
Growth Partner
Weekly accountability and onsite work for a dealer ready to improve execution across departments.
- Weekly performance and accountability meeting
- One onsite working day per month
- Manager coaching and role-based training within scope
- Initial pay-plan review and recommendations
- Goal-based staffing and hybrid-role guidance
- Acquisition, inventory, lead, and vendor ROI review
Typical term: 6–12 months. Final cadence, capacity, travel, and response expectations are defined in the proposal.
When the dealership needs leadership—not another report.
Choose embedded operating support or a more robust decision-support system.
Fractional Performance Director
Experienced performance leadership without another full-time executive salary.
- One to two onsite working days per month
- Department accountability and operating cadence
- Ongoing manager and staff development within scope
- Organization, staffing, hybrid-role, and pay-plan guidance
- Acquisition and wholesale oversight—not transaction execution
- Executive scorecard and ownership reporting
Performance Intelligence Partner
Customized decision support for ownership that needs clearer data, faster interpretation, and visible action.
- Customized dashboard and weekly executive brief
- Trend, exception, and opportunity analysis
- Data-informed training and staffing priorities
- Action tracking and management follow-through
- Executive working sessions and quarterly business reviews
- Platform, rooftop, source, and reporting complexity scoped separately
Add depth without bloating the base engagement.
Use these modules when the store needs intensive implementation, added onsite capacity, or work beyond the plan’s agreed limits.
| Module | Typical scope | Public range |
|---|---|---|
| Training Intensives | Sales, F&I, management, or hybrid-role deep dive. | $3,000–$5,000/day |
| Pay-Plan & Role Structure | Economics, incentives, clarity, risks, and recommendations. | $3,500–$7,500 |
| Staffing & Organization | Capacity model, hiring sequence, reporting lines, and hybrid roles. | $3,500–$7,500 |
| Recon & Frontline | Time-to-line workflow, handoffs, escalation, and vendor accountability. | $4,500–$8,000 |
| F&I Optimization | Handoff, menu, lender strategy, product presentation, and coaching. | $4,500–$8,500 |
| CRM & Lead Conversion | Response, scripts, appointments, follow-up, and source conversion. | $4,000–$7,500 |
| Marketing & Vendor ROI | Spend, source quality, merchandising, duplication, and conversion. | $3,500–$6,500 |
| Management Meeting System | Scorecards, meeting rhythm, owners, escalation, and follow-through. | $2,500–$5,000 |
Final price follows scope, onsite time, rooftop count, volume, data complexity, travel, and execution responsibility.
Keep strategy in the plan. Price transaction work separately.
Higher-level plans include acquisition and wholesale oversight. Hands-on sourcing, bidding, appraisals, trades, and disposition create separate workload and responsibility.
Acquisition Advisory
Buy-box strategy, source performance, appraisal coaching, aging review, and wholesale exit planning.
Managed Acquisition
Recurring sourcing support, transaction coordination, buyer accountability, and disposition within agreed limits.
High-Volume / Multi-Rooftop
Broader coverage, greater unit volume, additional sources or rooftops, and a deeper operating cadence.
Also available as a stand-alone service
Advisory: $3,500–$5,000/mo • Managed: $6,500–$9,500/mo • Fractional Used Vehicle Director: $10,000–$15,000+/mo
Unit caps, authority, sources, travel, pass-through expenses, and transaction controls are defined in the proposal. Services do not represent licensed dealer activity unless expressly contracted and legally permitted.
What dealers should know before choosing.
Are public prices fixed?
They are planning ranges. Your proposal sets a clear price based on the actual objective, rooftop count, departments, data, onsite time, travel, stakeholder count, volume, and execution responsibility.
What is included in every proposal?
The objective, locations, departments, leaders, reports, data sources, cadence, onsite days, deliverables, capacity, timing, response expectations, exclusions, investment, and billing schedule.
Is Dealer IQ a marketing agency?
No. Dealer IQ evaluates whether leads, merchandising, vendors, and store execution convert the opportunity already being purchased. We do not create or manage advertising campaigns.
Does Dealer IQ recruit or act as an HR adviser?
No. We provide staffing-capacity, organization, role-design, training, and pay-plan recommendations. Recruiting execution, employment law, HR policy, tax, legal, audit, and compliance advice are outside the standard scope.