1. We’re working with over 150 of the top dealerships
based in the United States such as Koons, Tokin,
Greenway, Findlay and Cardinale Automotive Groups.
Below is a small snapshot of some of our current
customers. As you can see, we have a strong
foothold in the auto industry. Dale Pollak, founder
of vAuto, is on our board and is a strong advocate
for us.

2. The hiring process for most dealerships starts
with the career site or the application. To optimize
the number of applicants, dealerships are putting
time and resources into improving the candidate
experience during their application process.
We give you a personalized careers page that will
automatically update every time you open a
new position. Candidates will be directed here,
from your job posting, so they can apply and
attach their resume automatically.
Mission Control page
Here is your welcome screen that is an overview
of the current recruiting and hiring landscape at
your dealership. Here, you will see how many
open jobs you have, how many candidates you
have, how many hires you have made, upcoming
interviews and more. Each user will have their
own different dashboard. The dashboard allows
for visibility within the recruiting and hiring that,
up until now, most dealerships have been without.
H I R E O L O G Y
Along with your Dedicated Talent Coach, we give
you the tools and industry best practices to find
candidates.

3. H I R E O L O G Y
After a candidate applies to a position, they will
receive an automatic thank you note and a
Customized Pre-screen Survey which feeds into
Interview Guides and weighted scoring. You can
We have three, customized interview templates
that are built within the scheduling and pipeline
management. The Behavioral Interview guides keep
your interviews consistent and allow your hiring
managers to have all the knowledge of a trained HR
staff at their fingertips. Interview scoring is based
on competency areas for each position and how
you answer True/False questions on job analysis.
The “Compass of Success” gives risk assessments
that are weighted based on job analysis and how
you score candidate across key competencies.
setup knockout questions to kick people out of
the process if they don’t meet your desired quali-
fications. The survey will give the hiring manager a
score based on that candidates likely fit for the role.

4. H I R E O L O G Y
800 different tests from payroll, service department
safety, etc.
We give you a handful of verification tools because
a big predictor of future success is past success.
We recommend giving reference checks, back-
ground checks, hard skills tests, and personality
assessments. All of our tools are available at
an unlimited basis so that hiring managers have
automated data points to help assist them in
making better hires.

5. H I R E O L O G Y
Fully automated reference checks
We give you the transparency into what is working
well for you. The reporting tracks applicant flow,
which sources are most effective, time to fill and
pipeline information.

6. What We Do
Right Process, Right Person
Hireology’s software gives dealerships
a consistent hiring process leading
to lower turnover and better hires.
50% Less Turnover
Hireology collected turnover data
from over 200 hiring managers
who used Hireology to hire
their employees. The results revealed
that following Hireology’s process
can reduce turnover by 50%.
Increase Sales
Hireology helps you build more pro-
ductive teams and improve customer
experience by reinventing the way
talent is selected at the dealership
level.
Build a better team.
"Hireology's technology
gives dealerships a
structured hiring process
that holds managers
accountable to follow it and
hire better people."
Dale Pollak | Founder | vAuto

7. Dealership Feedback
“By using Hireology, our hiring process has improved both in efficiency and
quality. Hireology’s tools make it simple to identify high-caliber candidates
that embrace the same values as the Friendship network.”
Pamela Ragan | The Friendship Family of Dealerships
“Hireology has incredibly streamlined and enhanced our ability to post job
offers and immediately fill those post with quality applicants.”
KR Reinschmidt | Edmark Superstore
www.hireology.com/auto
“Hireology has helped us to become organized and concise in our hiring
processes. The time and energy spent utilizing one hiring interface has
increased our efficiency tenfold. It is a hiring practice paradigm shift that
we highly recommend.”
Randy Athay | Anderson Toyota
How can you measure a
candidate’s success?
Understand your candidates
knowledge, skills, and ability
through Hireology’s Compass of
Success. The higher the score, the
stronger the candidate.