Head of Dealer Success

Job Description

Job Description

Head of Dealer Success

Jacksonville, FL | Full-time | Director / Department Dead | Reports to the CEO

About AmCoat:

AmCoat is the parent of Rhino Shield and Floor Shield, premium exterior wall coating and floor coating brands sold and installed through an independent dealer network across the United States, alongside our own company-owned stores.

Our dealers are independent business owners who have put their savings, their families, and their reputations behind our brand. Our job is to make sure that bet pays off. We are building the platform that makes that repeatable, and we are hiring the person who will own it.

About the Role:

The Head of Dealer Success is responsible for growing our dealer network and turning what wins in our company-owned stores into a repeatable dealer success platform.

This is not a support function. It is the growth engine of the business. You will recruit the right operators, launch them so they cannot fail, and turn field-proven best practices into documented systems, training, and accountability that drive revenue and profitability across the entire network. Our Center of Excellence, dealer recruiting, and the territory map all sit inside this role.

You will not start from a blank page. Ownership has completed a full strategic evaluation of our dealer distribution model. You will inherit that work on day one, help close the questions that remain open, and be accountable for executing it.

The Hardest and Most Important Thing About This Job:

Our dealers do not report to you. They are independent operators, and they are customers. They make our business go. You will have to hold a national network accountable to standards you cannot mandate, using influence, credibility, relationship, and contract. Sometimes you will have to deliver hard medicine to someone who is simultaneously a partner, a customer, and a friend. If you have only ever led direct reports, this seat will be harder than it looks. If you have run a franchise system, a dealer network, or a multi-unit organization, you already know exactly what we mean.

On Level:

This is a director-level, department-head role , peer to Marketing, Sales, Operations, and Product & Supply Chain. We are deliberately looking for an operator's resume in a department head's seat. The person who succeeds here will have carried a P&L, built a function from nothing, and been accountable for outcomes they could not directly command.

If what you want is a title, this is not it. If what you want is the widest scope a department head can hold in a company this size, a national network and the platform that carries our next decade of growth, it is.

What You Will Own:

Dealer Recruiting and Selection:

• Own the recruiting funnel end to end, from first inquiry through qualification, discovery, business plan, contract, and launch.
• Finish and run our dealer evaluation scorecard, including weights, thresholds, hard gates, and disqualifiers.
• Partner with marketing on lead generation, and manage territory availability so we never market into a market that is already taken.
• Enforce selection rigor. We are not filling territories, we are choosing partners. A slow no is far cheaper than a fast yes.
  

The Territory Map and the State of the Network:

• Build and maintain a live map showing every territory in the country as held and performing, held and at risk, available now, or reserved.
• Deliver an honest assessment of the existing network: who our long-term partners are, who is at risk and needs to come up, and who is not going to make it.
• Lead the conversion of single-brand dealers to our full product line where the operator is willing, able, and free to take it on.
  

New Dealer Launch:

• Own the first 90 days: onboarding, training, marketing turn-on, first leads, first jobs, first crews.
• Stay with the dealers you recruit. A new dealer has just wired us a significant amount of money and is quietly asking whether we are who we said we were. Continuity of face is how we answer that.
• Own time to first sale, time to operational competency, and time to break-even.
  

The Center of Excellence:

• Build the playbooks: sales process, estimating, CRM workflows, lead management, production management, customer communication, financing, review and referral systems, territory management, and KPI scorecards.
• Own the dealer operating system, supported by SOPs, templates, benchmarks, and audit-ready standards.
• Deliver training that changes behavior, not training that transfers information: onboarding bootcamps, certifications, field training, and a structured learning platform.
• Own field install quality. For operators too small to staff their own QA, we are the QA function.
• Productize the program so it becomes both a monetizable platform and a genuine recruiting differentiator.
• Prove it fast on a first cohort of early-adopter dealers, with documented before-and-after results, inside your first six months.
  

Performance and Accountability:

• Move the network from reactive troubleshooting to proactive performance management through weekly scorecards, leading indicators, quarterly business reviews, and early intervention.
• Administer our earned-expansion model, where dealers grow their territory by saturating what they already hold.
• Own the design of the metrics, not just the reporting of them.
• Run dealer improvement programs with discipline. Documented, supported, and fair. No dealer is ever surprised.
• Hold the relationship cadence that makes accountability land. Every dealer gets scheduled one-on-one time, and in-market visits are real visits.
  

Network Lifecycle:

• Own dealer agreements, renewals, territory expansions, successions, transfers, and terminations, in partnership with counsel.
• Never surprise anyone. Document first. Stick to the facts, stick to the contract, less is more.

You will not own warranty claim adjudication, order fulfillment, or billing. Those sit with our Head of Product and Supply Chain. You remain the single point of contact for the dealer regardless.

How We Will Measure Success

• Growth in network system-wide sales.
• New dealers added per quarter, at a 0% failure rate.
• Documented, provable ROI for dealers who adopt our programs.
• Time to break-even and time to run-rate for every new territory.
• Dealer retention, and warranty claims declining as a percentage of revenue.

A word on that 0% target. Most companies would set it at five percent. Five percent invites you to take a flyer and see what happens. Zero forces a different level of rigor on every decision, because a failed dealer is a family we let down.

Who We Are Looking For:

An operator, an educator, and a systems builder, with a recruiter's instinct. Someone who has scaled performance through process, training, and accountability rather than charisma, and who can also sit across a table from a prospective operator and sell a vision honestly.

Best-fit backgrounds:

• Franchise or dealer network leader in home services, restoration, remodeling, or coatings and flooring adjacent categories, who built onboarding, field operations standards, and performance management, and who also carried a development or recruiting number.
• Franchise or dealer development leader with real operating depth, not just sales. Someone who has both signed franchisees and been accountable for whether they succeeded.
• Multi-unit or multi-market operator who has run a territory model and understands unit economics at the market level.
• Revenue operations or sales enablement leader who understands production and field execution and can translate what works into training, SOPs, and adoption.
• EOS-literate leader who can run scorecards, IDS, Level 10 rhythms, and quarterly priorities with discipline.

Non-negotiable traits:

• Humility above all else. You will arrive asking what you do not know and inviting the network to teach you. The fastest way to fail in this seat is to show up as the expert on a business you have never run.
• High EQ and real empathy. No us versus them. People do not care what you know until they know that you care.
• Willing to have the hard conversation. Care includes tough medicine, delivered directly, early, and with a path to fix it.
• Obsessed with measurable performance. Scorecards, benchmarks, adoption, compliance.
• Able to turn chaos into simple, teachable systems. Simplicity scales.
• Extreme ownership. You own the network's results without hedging or blaming.
• Sales instinct. Comfortable in a funnel, comfortable closing, comfortable being told no.
• Comfortable with structure and rules , including defending them when a dealer you like asks for a favor.
• Discretion and judgment in contract and legal moments. Fact-based, contract-based, unemotional.
  

Travel: this role requires meaningful travel. Our dealers are across the country and the relationship is built in person.

Our Core Values:

We hire and evaluate against these, and this role is where they are most visible to people outside our company.

• We Do the Right Thing, Always.
• Excellence Is Our Baseline.
• Systems Win. Details Matter.
• We Challenge What Is to Build What's Better.
• We Take Ownership to the Extreme.
• We Take Care of People.
• Our Impact Goes Beyond the Work.

Compensation and Benefits:

• $200k Base [$300k OTE] including performance incentive tied to network growth and new dealer success.
• Benefits summary: health, dental, vision, use-what-you-need PTO program, and 401k.

AmCoat is an equal opportunity employer. All qualified applicants will receive consideration without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, protected veteran status, or any other characteristic protected by law.