This place has made some major changes with its company. - Sales Representative Zeigler Auto Group Employee Review

4.0
17 Feb 2017
Recommend
CEO approval
Business outlook

Pros

You can get really great training from this group. Be it from Grant Cardone or from Mike Van Ryan. Their mind set is to be successful and for you follow. But in reality, you are your own successor. You can only lead the horse to the water. But you can't make him drink it. 2014 was their best years. As far as stocks go. This place has the same effect. Up and down. I would consider working for them again one day. But maybe with some more positive ideas to help along the way.

Cons

Everyone is replaceable. Health related issues or family emergencies are somewhat frowned upon. You basically give you soul to them. But that's the price you pay to make great pay. There is definitely favoritism going on there and certain salesmen are given more sales than others. But hey, it's the car business.

Explore other reviews about Zeigler Auto Group

5.0
2 Jun 2026
Recommend
CEO approval
Business outlook

Pros

Great culture and education for their teams. It is life changing for those who do their very best with lots of opportunities to advance in the future. They truly believe in you.

Cons

There needs to be more stores in Indiana.

2.0
3 Jun 2026
Recommend
CEO approval
Business outlook

Pros

Great company for starting your Service Advisor Career. Culture is high tier, most everyone is very friendly and willing to help you learn and succeed regardless if your success is to their benefit. Internal recognition is a huge part of the culture here and feels very rewarding. Although this is a huge dealer group, the feel of each location is very local and tailored, and there is no "corporate bureaucracy" to deal with at any level.

Cons

Upper management/corporate management is woefully profit focused, and that attitude trickles down. Middle management or location management is often spread too thin and/or too entrenched in their ways to address the policies, attitudes, and people that are an anchor to the companies' success. While some areas have incredible managers with a huge capacity to help their departments succeed; other managers can turn a total blind eye to the problems in their department that in turn ruin opportunities for success for their peers. Change is only fast when the effect on the bottom line is obvious. Change to the recurring issues that don't have an immediate effect on the bottom line are ignored, making it impossible to know what the actual standard for performance here really is.

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