Dealership training software and the best LMS for car dealerships

Dealership training software runs from a published $119 a month for up to 40 users on TalentLMS to $6.91 per user a month on iSpring at 100 users, and CompanyLMS Business is $7 per learner seat a month or $3.50 billed annually. Large dealer groups on a Cornerstone-style suite are quoted privately.

Our arithmetic on CompanyLMS published rates, billed annually at $3.50 per seat a month: 25 employees is $1,050 a year, 60 employees is $2,520 and 150 employees across three rooftops is $6,300. Billed monthly at $7 the same three cases pay $2,100, $5,040 and $12,600. Put that next to one lost hire. When a salesperson leaves in month four, the store has paid for recruiting and ramp time with little return, so a structured first 90 days is the cheaper line item. Check how each vendor counts someone who left in March, because a roster that turns over often can pay for seats nobody uses.

A dealership needs dated proof that each employee completed the training their role requires, because the finance office, the service shop and the sales floor each carry different obligations. The list varies by state and franchise, but it commonly includes:

• Customer data protection. Dealers that arrange financing are treated as financial institutions under the FTC Safeguards Rule, which expects security awareness training for staff who handle customer information. The rule text is in 16 CFR Part 314.
• Shop hazard communication. Service and body shops that use chemicals must train employees under 29 CFR 1910.1200, and new technicians need it before they start.
• New hire basics. Store policies, the CRM and desking workflow, and the delivery checklist. See employee onboarding software for how a path starts on the hire date.
• Manufacturer programs. Brand portals issue their own certifications; keep a note of who holds which one in the same record so renewals do not surprise you.

This is general information, not legal advice, so confirm your state requirements with your own counsel.

Put the store process in short self-paced courses with quizzes, assign the path on the hire date, and use the sales manager's time for floor coaching instead of repeating the same walkthrough.

In CompanyLMS a new salesperson gets the path for their role: store policies, the lead handling steps, the quote and delivery checklist, then a quiz on each. The manager sees a completion percentage on day three instead of discovering gaps in week four. Build the lessons from the documents you already hand out, in Course Studio, so the content matches how your store actually sells. A finance manager gets a different path, and a porter gets a third. Keep the pass marks honest, because a record that shows a 100 percent pass rate on a trivial quiz will not help in an audit.

Pick by headcount and by whether you want to buy generic courses or teach your own process, because every option here can assign, track and report.

• Lowest published sticker for one store under 500 people: TalentLMS user bands.
• A group of 100 or more with courses already authored in PowerPoint: iSpring.
• A large group with a talent team and a long procurement cycle: Cornerstone by quote.
• Onboarding, privacy and safety courses built from your own documents at a published per-seat price: CompanyLMS.

If your main gap is sales role-play or call coaching, that is a separate product category, and you can run it next to an LMS that holds the records.

For a store that wants onboarding paths by role, privacy and shop safety renewals on schedule, and a record it can export, yes, and the price is visible before you talk to anyone.

Where it is not the right pick: if you need a finished catalog of automotive sales courses, buy that from a specialist and keep your own process and compliance courses here. Start with the free trial of the paid product to build one path for a new hire and see the records. Group buyers can compare the multi-location setup on our best LMS for franchises page.