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Tasca Automotive Group

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Don't work here - Sales Associate Tasca Automotive Group Employee Review

3.0
Oct 25, 2016
Recommend
CEO approval
Business outlook

Pros

Lots of inventory, some nice people, owners on site, excellent training program

Cons

These people have a hostile work environment with zero growth opportunity. They have the lowest pay structure of any dealership by far. $230 a week net salary, and a flat fee per car sold ($75 on a $55,000 truck). They do have a bonus plan but it is highly unlikley you will make it until after yoy vae been there for five years plus. To make $50,000 you have to sell over 30 cars a month. Keep in mind the national average is under 12 cars a month. They degrade you, talk behind your back, and could care less about their customers . The highest turnover rate, period. Don't believe their assertion that you can make $100,000 per year. A realistic first year earning potential is in the mid $20,000 range . They place no value on their sales staff nor do they give you support. They run the place by fear and make you feel like you are a loser, are lucky to have a job and can't succeed elsewhere. Overall a negative place to work. Compare pay plans at other places, $400 a week and 25 to 30 percent of the gross profit is the norm. Selling 18 cars a month elsewhere you make $75,000 to $80,000. They make you feel unappreciated and constantly put you down rather than lift you up. If you are in car sales, I encourage you to work any place but here. You can make more money at McDonalds and not work 65 hours a week.

Explore other reviews about Tasca Automotive Group

5.0
Jun 17, 2026
Recommend
CEO approval
Business outlook

Pros

Motivated, hard working staff grate

Cons

Nothing negative to say all positive

1.0
Apr 23, 2026
Recommend
CEO approval
Business outlook

Pros

A lot of false promises

Cons

I received and accepted a written offer for a Used Car Manager position and made career decisions based on that commitment. Throughout the process, I interviewed with multiple GMs (within a two week span) and had direct conversations with ownership where expectations were clearly established. One day before my anticipated start date, I was informed that the role was no longer available and that I would instead be placed into a Finance Manager position—despite having explicitly stated I was not interested in finance. When I followed up with HR, I was told I was still being hired for the original role, highlighting a significant breakdown in communication across leadership. This was not a minor misunderstanding—it reflected a lack of coordination and accountability at a critical stage of the hiring process. Extending a written offer and then introducing conflicting information at the last minute puts candidates in a difficult and potentially damaging professional position. Candidates should be aware that alignment between leadership, management, and HR appears inconsistent, and to proceed with caution when making decisions based on verbal or written commitments.

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