DriveTime Automotive Group reviews

Recently, new leadership initiatives have begun shifting the direction of the company. For example, there appears to be a heavy focus on automation and AI investments into my sector of the business, which has created uncertainty for many roles that do not require specialized technical skills or executive leadership experience. Many long-tenured leaders who helped shape the culture have been with the company for 10+ years, but it is unclear if that same level of stability will exist going forward. There has also been a push from HR for employees near a home office to return to hybrid or in-office work. Most newly posted roles now require proximity to a home office, with very few fully remote positions available. This can limit internal mobility for existing remote employees, even when their experience aligns well with the role requirements. Additionally, internal compensation policies appear to favor external hires in some situations. Internal transfers often retain similar compensation unless the move is classified as a formal promotion, which can discourage internal career growth. Overall, policies and structural decisions sometimes feel prioritized over retaining experienced internal talent.