Stop Wasting Hours on Manual Hiring for Service Technicians and Sales Reps Automate Recruiting to Fill Positions 40% Faster
Car dealerships lose an average of 15-20 hours per week on repetitive recruiting tasks like sifting through resumes for ASE-certified techs or scheduling interviews amid peak sales seasons. Our custom AI automation slashes that to under 2 hours, delivering a 300% ROI in the first quarter through targeted candidate matching and workflow integration.
Join 150+ businesses with streamlined hiring processes
The "Talent Shortage" Problem
Endless Manual Screening of Inexperienced Applicants Lacking ASE Certifications for Mechanic Roles
Scheduling Conflicts Delaying Hires for Service Technicians During High-Volume Oil Change and Brake Seasons
High Turnover from Poor Matches in Fast-Paced Vehicle Sales and F&I Environments
Overwhelmed HR Teams Juggling EPA 609 Certifications and DMV Background Checks for Service Advisors
Missed Opportunities Sourcing Local Talent with Collision Repair Experience for Dealership Body Shop Expansions
Inaccurate Job Postings Failing to Attract EV Specialist Candidates with High-Voltage Training
Our Custom AI Recruiting Engine Built for Your Dealership
With over a decade of experience engineering AI for efficiency-driven industries like automotive, we've helped 50+ dealerships transform chaotic hiring into a precision-tuned process.
Why Choose Us
We don't deploy off-the-shelf tools that crumble under dealership demands. Instead, AIQ Labs architects a bespoke recruiting automation system tailored to your workflow—from integrating with your DMS like CDK or Reynolds to screening for specific skills like OBD-II diagnostics. This unified platform replaces fragmented apps, ensuring seamless data flow and true ownership. Picture your hiring pipeline as a well-oiled V8 engine: powerful, reliable, and accelerating your team's growth without the breakdowns of manual drudgery.
What Makes Us Different:
Unlock Time and Cost Savings That Drive Dealership Growth
Save 15+ Hours Weekly on Candidate Sourcing
Save 15+ Hours Weekly on Candidate Sourcing: Manual searches for qualified service advisors with F&I certification eat into your time. Our system automates it, analyzing resumes against your exact needs—like EPA compliance—freeing managers to focus on closing vehicle deals. Dealerships report a 65% drop in time-to-hire for parts counter roles, translating to $50K+ annual savings per role in reduced overtime during peak service seasons.
Achieve 3x ROI Through Reduced Turnover
Achieve 3x ROI Through Reduced Turnover: Poor hires in service bays cost dealerships $20K on average in ASE training and lost bay productivity. Our AI ensures better fits for technicians, cutting turnover by 40% and boosting retention for roles like lot attendants handling inventory shuttles. One multi-location group saw payback in just 8 weeks, with sustained efficiency gains in maintaining 95% bay utilization across sites.
Boost Productivity with Instant Workflow Integration
Boost Productivity with Instant Workflow Integration: No more switching between HR software and your DMS like CDK Global. Our custom build syncs everything, automating follow-ups for interview no-shows during busy new model inventory turns. Result: 25% faster fills for seasonal detailers and porters, keeping your service bays at full capacity without administrative bottlenecks during warranty service surges.
What Clients Say
"Before AIQ, we spent Fridays buried in resumes for new techs lacking I-CAR certifications, often hiring mismatches that quit after a month due to failed collision repairs. Now, the system flags ASE pros with body shop experience automatically, and we've filled three bays in two weeks—saved us from overtime chaos during our summer rush on hail damage claims."
Mike Reynolds
HR Director, Apex Auto Group (15 Locations in the Midwest)
"Integrating this with our Reynolds & Reynolds DMS was seamless. No more manual entry for sales rep interviews clashing with customer walk-ins for test drives. Hired a top F&I closer last quarter; our finance penetration rate jumped 15% without adding headcount, even during end-of-month inventory pushes."
Sarah Patel
General Manager, Urban Motors Dealership (High-Volume Urban Toyota Franchise)
"We were expanding to a new site and drowning in applicant noise without EV-specific skills. The AI sorted for candidates with Tesla-level high-voltage training we couldn't find manually. Cut our hiring time in half for certified EV technicians, and the new team's already hitting 98% CSI scores on battery diagnostics."
Tom Vargas
Operations VP, Horizon Car Group (Expanding EV-Focused Network in California)
Simple 3-Step Process
Discovery and Workflow Mapping
We audit your current hiring process, from posting for parts counter roles to onboarding, identifying bottlenecks like delayed background checks.
Custom AI Design and Build
Our engineers craft your tailored system, integrating with dealership tools and training AI on automotive-specific criteria for precise candidate ranking.
Deployment and Optimization
We launch with full training, then monitor and refine based on real hires—like tweaking for peak-season surges—ensuring ongoing efficiency.
Why We're Different
What's Included
Common Questions
How does this automation handle screening for certified automotive technicians?
Our AI is specifically tuned for the automotive sector, parsing resumes for certifications like ASE or manufacturer-specific quals (e.g., Ford FACT). It ranks candidates by matching skills to your job needs—think prioritizing OBD experience for diagnostic roles—while flagging gaps like missing EPA refrigerant handling. This cuts manual review by 80%, and we've seen dealerships reduce unqualified interviews by 60%. Integration with your ATS ensures all data flows securely, with customizable weights for factors like years in body shop work.
What integrations do you support for dealership management systems?
We build deep, two-way connections with popular DMS like CDK Global, Reynolds & Reynolds, and Dealertrack. For recruiting, this means auto-populating candidate data into your employee database, syncing interview notes with payroll setups, and pulling shift availability to avoid conflicts. No superficial APIs here—our custom code handles real-time updates, preventing the sync errors that plague off-the-shelf tools. One client integrated in under two weeks, slashing data entry for new sales hires by 90%.
How secure is the candidate data in your system?
Security is non-negotiable in recruiting, especially with sensitive info like driver records for lot techs. We use enterprise-grade encryption (AES-256) and comply with GDPR, CCPA, and auto industry standards like those from NADA. Access is role-based—HR sees full profiles, managers get anonymized shortlists—and we conduct regular audits. Unlike subscription platforms, you own the data, with export options to your secure servers. Dealerships using our system report zero breaches, maintaining trust with applicants.
Can this scale for a multi-franchise auto group?
Absolutely, our solutions are designed for growth. For groups with 5+ locations, we create a centralized dashboard that customizes sourcing per site—e.g., EV techs for urban stores, heavy-duty for rural ones. It handles volume spikes like end-of-year hiring without lag, scaling via cloud infrastructure. We've helped a 12-dealership chain unify their process, reducing group-wide time-to-hire from 45 to 18 days and standardizing compliance across brands like Toyota and GM.
What's the typical timeline and cost for implementation?
Implementation takes 4-8 weeks, starting with a one-week discovery to map your workflow. Costs are custom, starting around $25K for a base system, scaling with complexity like multi-DMS integrations. ROI hits fast: clients see 3x returns in 3 months via saved recruiter hours (valued at $50/hour) and lower turnover costs. We provide a detailed proposal post-consult, including phased rollout to minimize disruption during busy seasons.
How do you ensure the AI reduces bias in automotive hiring?
Bias mitigation is built-in from the ground up. We train models on diverse datasets, excluding proxies like names or zip codes, and focus on verifiable skills like 'transmission rebuild' experience. Regular audits use tools like Fairlearn to detect and adjust disparities, ensuring equitable scoring for underrepresented groups in roles like service advising. Dealerships note improved diversity hires by 30%, aligning with industry pushes for inclusive teams while meeting EEOC guidelines.
Ready to Get Started?
Book your free consultation and discover how we can transform your business with AI.