In today’s episode of Training Camp with Adam Marburger, Jeremy Soileau, managing partner of Bolten Auto Group, dives into his journey from oil field laborer to automotive leader. He shares the operational philosophies behind Bolten Auto Group’s success, including intentional hiring, training culture, and progressive scheduling practices that retain talent and promote growth.
Soileau oversees a growing dealership network based in Lake Charles, Louisiana, with three established rooftops and a fourth location set to close in late March. The group includes Bolton Ford, a longstanding business with nearly 50 years in the community, as well as CDJR and Hyundai dealerships across Southeast Texas and the Houston metro area.
His path to the auto industry was unconventional. Originally working in the oil field, he pivoted to college and then sales, taking his first car sales job at a Nissan-Mitsubishi store. From there, his career evolved rapidly. He sold cars for four years, became a used car manager at 24, and built a name for himself in the market before joining Bolton in 2009. His leadership helped grow the group, and today, his favorite role is mentoring others and helping them rise through the ranks.
Soileau emphasized that personal development and self-education have been central to his success. He’s spent the last 15 years training daily, whether through books, podcasts, or industry news. He credits this routine with sharpening his leadership skills and empowering him to pour back into his team.
At Bolten, culture is the cornerstone. Soileau says they don’t accept outside applications; instead, all employees are handpicked or referred. The company prioritizes energy, positivity, and character, often hiring former athletes, restaurant workers, or people from other fast-paced service industries. Their current Bolton Ford store operates with eight managers and 20 salespeople, all selected through this method.
Training expectations are high, particularly for managers. The group sets a standard of continuous improvement and mentorship. He pointed out that staff success stems from leadership’s commitment to hiring great people and letting them thrive.
The dealership also sets itself apart through its work-life balance. Sales teams work alternating weekends, and top performers who hit consistent numbers over a 90-day span earn full control of their schedule, including weekends off. For those who stay with the dealership for ten years, no sales targets are required, and they can set their own schedule permanently. These practices have helped Bolten attract and retain high-quality team members.
“I train every single day, and I probably have for the last 15 years of my life at some level—if it’s reading a book, listening to a podcast, watching CBT News—anything along those lines, I’m educating myself to be just a little bit better.” – Jeremy Soileau
