The Development Plan

One store. Five years. In writing.

Most candidates tell you where they've been. This page is the development plan I carry into the store that hires me — certifications on dated targets, systems built at every stage, and every step earned in-house. Hire the trajectory, and your store keeps it.

The Road So Far

Stages complete

  1. STAGE 01Complete

    The Sales Floor — Sansone Auto Mall

    Route 1 Auto Mall · Woodbridge, NJ · 15+ units a month

    Fifteen-plus units a month on one of the busiest floors in New Jersey — the turn, the follow-up, the Saturday grind, the customer in front of you. Everything I hold a floor accountable to today, I learned by living it first.

  2. STAGE 02Since 2018

    The Box — Finance / Business Manager

    Flawless Auto Mall (2018–2024) → Woodbridge Ford (2024–2026, store sold) · Finance & Business Manager

    Full F&I command: menu on every customer, lender relationships across every credit tier, e-contracting, same-day packaging, and compliance treated as non-negotiable — while building the dashboards myself, nights and Sundays: the Power BI, SQL, and Python I now use to automate a store's reporting.

2026–2031

The next five years — earned where I'm hired

  1. YEAR 12026–2027

    F&I Command + Automated Reporting

    AFIP Certification (Target Q4 2027) · NJ CAR Compliance Training

    Certify with the Association of Finance & Insurance Professionals — the industry standard for F&I legal and ethical compliance — and complete New Jersey Coalition of Automotive Retailers compliance training. Meanwhile: automate the store's daily activity boards, goal cascade, and funding trackers so managers run on numbers, not gut feel.

  2. YEAR 22027–2028

    The Desk, Certified

    OEM Sales Management Certification — aligned to the store I serve

    The factory's own sales-management certification — incentive structures, allocation, brand standards — putting a formal credential on the desk work a business manager already does. Coaching the floor alongside your sales managers while goal automation runs store-wide.

  3. YEAR 32028–2029

    GSM-Ready

    NADA Academy — General Dealership Management

    The recognized education track for dealership general management: variable and fixed operations, financial statement management, running a store as a whole business. The education gets done on schedule — the seat gets earned when ownership says it's earned.

  4. YEAR 42029–2030

    Proving It

    Results in the seat ownership puts me in

    Grow market share, build the bench in-house, deepen fixed-ops fluency, and keep modernizing — every workflow that can be automated, automated. The store's decisions run on live data because the systems were built to.

  5. YEAR 5Destination · 2030–2031

    General Manager Material

    The whole store

    Variable, fixed, and F&I running on live numbers instead of month-end surprises. That's the operator I'm building toward — and the store that hires me now gets the build-out, and the loyalty, along the way.

Holding me to it? Good. These dates are commitments in writing — this page updates as each milestone lands. Clock starts the day I'm hired; dates shown assume a 2026 start. Last updated September 2026.

The Owner's Scorecard

What owners screen for in a store leader — and where I'm building it

Talk to enough dealer principals and the checklist is always the same six things. Here's each one, mapped to this plan.

  • Financial statement command. The dealership statement is the operator's report card — that's the NADA Academy year (Year 3), stacked on seven-plus years of living the back end of that statement.
  • Every department, fluently. Variable, F&I, and fixed ops feeding each other — the sales floor and the box are already home turf; fixed-ops depth is built into Years 3–4.
  • A track record on sales and profit. Boards, cascades, and Saturday standards exist to make results provable — the scorecard I hand ownership monthly is the same one I expect to be judged by.
  • Leadership that builds a bench. Word tracks, one-on-ones, and coaching that turns green salespeople into closers — the bench gets built in-house.
  • Compliance, cold. OFAC, Red Flags, TILA, advertising standards — AFIP-certified discipline on a dated target that keeps auditors quiet and lenders confident.
  • Technology fluency. Power BI, SQL, and Python already in the toolkit — the rare candidate who builds the store's reporting instead of waiting on a vendor.

Straight Answer

"A five-year plan — so you're gone in three?"

The Question Every Owner Asks

"Backwards. This plan only works inside one store — the dealer who develops me gets a manager they built, not a vacancy and a rerun of the resume pile. I put it in writing precisely so you can hold me to it: every certification on this page gets earned while your deals fund, your floor hits Saturdays, and your reporting runs itself. Growth where I'm planted. That's the deal."

Hiring for the box right now? The hire page covers the practical questions.

Ride Along

Hire the trajectory, not just the resume

Texts answered same day — let's talk about where your store is headed, too.

609-480-6826
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Central New Jersey · Available to dealerships statewide

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