Coleman Auto Is Hiring Finance Managers Spirit Lake, Iowa. Le Mars, Iowa. Streetsboro, Ohio. Seven stores in twenty-six months. We didn't get there by hiring people who were comfortable. Coleman Auto grew from one location to seven in just over two years by betting on Finance Managers who run the box like they own it. We're looking for the next ones. How it works here We hire Finance Managers. We don't hire GMs. Our GMs earned their chairs by proving themselves in seats like this one first. The growth is real, and so is the bar you clear to be part of it. Focus on winning the seat you're in, and the bigger chairs take care of themselves. That's how every GM we have got there. Who we want You want to win where you stand. You're not collecting a title on the way to somewhere else. You want to take an F&I office and make it the best-performing one in the group, then raise your own bar again. You measure yourself by PVR and penetration, you don't flinch when those numbers are on the board next to everyone else's, and you'd rather be challenged than comfortable. Who this isn't for This isn't for someone counting the months to the next promotion, or someone who wants a soft landing and a quiet desk. If "prove it" sounds like pressure instead of an invitation, this won't be your place. What great looks like here This is what our leadership team expects from the people who run our finance offices. Read it closely, because it is the job. 1. Accountability. A great Finance Manager owns every number, no exceptions and no excuses. The best ones don't explain a soft month, they fix it. No blaming the desk, the credit tier, the lenders, or the rate environment. They find the problem, build a plan, and drive execution. Your scoreboard is PVR, product penetration, products per deal, back-end gross, lender spread, funding speed, contracts in transit, and deal files that are clean and compliant every single time. 2. Leadership through standards. Most dealerships don't have a knowledge problem, they have an execution problem. Own Every Menu. That means the full menu on every deal, every customer, every time, regardless of cash, credit union, or how fast the customer says they want to be out the door. It means compliance you never cut a corner on. People perform to the standard leadership is willing to tolerate. Allow skipped menus, sloppy disclosure, or shortcuts on paperwork, and those behaviors become the culture. We don't. 3. Talent development. The best Finance Managers build people. You train the floor on a clean finance turn, you coach salespeople on setting up the box instead of killing it, you review deals, and you build a bench behind you. That development is also how our GM chairs get filled. Your talent is the guarantee Read this part twice, because it is where most candidates self-select out. The people we hire don't need guarantees. Their talent is the guarantee. We are not going to buy your comfort with a number that pays you the same whether you produce or not. If you need a big salary floor to feel safe, we are not your move, and we'd rather you know that now than three weeks into a conversation. If you back yourself to outperform, you'll earn more here than the guarantee crowd ever will. What you get Uncapped earnings tied directly to what you produce, with no ceiling on what a real closer can make in this box. A real path to a GM chair as the group grows, earned the way our current GMs earned theirs. The autonomy to run your office your way, as long as the numbers follow. The chance to build something in a group that is still growing, not babysit a store that peaked years ago. Relocation and signing money are earned, not promised We do pay relocation and signing bonuses. We pay them on performance, over your first 60 days, against benchmarks we agree on in writing before you start. That is deliberate. A check that lands before you've produced anything is just another guarantee, and we don't hire people who need one. Hit your numbers out of the gate and the money is there. That's the same deal you're signing up for on every pay period after, so if the structure bothers you, the job will too. Our stores aren't all in one town, or one state. The right person doesn't treat that as a problem. When the opportunity fits, they start packing a box. Moving decisively is part of the makeup we hire for. How to stand out The people who interview well with us have done this before, and they show up with a plan. When we ask what you'd do with the office, have an answer. Tell us your current PVR and penetration, tell us what you'd attack in the first 60 days, and tell us how you'd win it, not just where you've been. Ready? We're hiring Finance Managers at Spirit Lake, Le Mars, and Streetsboro. Tell us what you've built, the numbers you've put up, and how you'd attack the role. If you're the right one, we'll find the right store. These are real open seats, but this is also an open call. We'd rather have a real conversation than run you through an interview for a job. There's an Apply button below, and most people will use it and wait. The person we wrote this for doesn't wait on a dashboard. They get me on text or in my inbox and make their case. Jay Nelson, Director of Variable Operations 317.486.3272 jay.nelson@colemanauto.com Your move.

Pay:

$120,000.00 - $400,000.00 per year

Benefits:

401(k) Dental insurance Employee discount Health insurance Paid time off Relocation assistance

Work Location:

In person