Good questions deserve straight answers.

Forge is an AI-powered simulation and coaching platform for automotive customer-facing teams. Employees speak through realistic customer situations, review structured feedback and practise again. Managers can use training activity and feedback to focus their coaching. Forge does not replace a CRM, DMS, desking system or the actual customer interaction.

No. The core experience is active conversation practice: the employee responds to an AI-simulated customer rather than simply watching someone else handle the objection. Coaching feedback creates a starting point for the next round of practice.

A team member selects a scenario, works through an interactive customer conversation and receives feedback on the skills demonstrated. The purpose is repetition with a clear improvement target. The specific experience and available scenarios depend on the enabled training program.

Forge is designed for conversational scenarios in which the simulated customer responds to what the employee says. Responses and scoring are AI-generated, so they may vary and should be reviewed as training feedback—not as an infallible assessment.

Voice-based customer simulations are central to Forge. A walkthrough can show the available interaction modes and language options for your deployment rather than assuming every workflow is identical.

Forge currently markets 12 supported training languages. During a walkthrough, confirm which languages and voice experiences are available for the scenarios your team needs. Language availability should be checked for the exact deployment, not assumed for every feature.

Sales scenarios address the first meet-and-greet, discovery, payment and price objections, trade conversations, appointment commitments, the write-up and unsold follow-up. Managers can relate coaching observations to closing ratio, appointment performance and front-end gross without treating those outcomes as guaranteed.

The Service program focuses on customer-facing Service Advisors—not hands-on mechanical repair. It rehearses MPI explanations, unexpected estimates, recommended work, declined services, difficult timelines and keeping customers informed.

No. The objective is clear, accurate communication of legitimate technician findings and informed authorization. Advisors should be able to explain urgency, alternatives and customer choice while protecting trust and CSI.

Parts scenarios focus on fitment discovery, VIN/application questions, online price comparisons, availability, backorders, accurate ETAs, alternatives, wholesale relationships and resolving wrong-part situations. Forge does not replace the electronic parts catalogue or physical inventory controls.

Forge is positioned for individual dealerships and dealer groups. Shared expectations and more targeted coaching can help managers look at comparable behaviours across teams. Exact account structure, group views, permission models and rollout scope should be confirmed during an implementation discussion.

Yes, a department-focused evaluation is a practical way to begin. Sales, Service and Parts have separate walkthrough paths so a manager can assess scenarios relevant to their team before discussing a broader rollout.

Forge includes management-oriented views of simulation participation, progress and feedback. Managers can use those observations to identify conversations worth revisiting and skills worth coaching. The actual dashboard is shown on the Intelligence page and can be reviewed in a live walkthrough.

Not directly. Forge observes and evaluates simulated practice, not every live dealership conversation. It can expose skill gaps that may also matter on the floor, but it should not be presented as proof of why an individual real-world deal was lost.

Managers remain essential. Forge gives employees another place to practise realistic objections between one-on-ones, while managers can spend more of their limited coaching time on specific observed development needs.

No. Improved performance depends on many variables—including market conditions, process adherence, opportunity quality, inventory, labour capacity and management follow-through. Website financial examples are illustrative calculations, not measured Forge outcomes or guarantees.

It is designed to complement dealership onboarding, OEM programs, product education and manager coaching. It addresses the gap between knowing what should be said and being able to say it when a customer pushes back.

Forge is intended to make practice more focused: identify a skill that needs work, select a relevant customer situation and review the next attempt. Confirm the assignment and reporting controls available in your current plan during a live walkthrough rather than assuming every management workflow is enabled.

Begin with a baseline for participation and specific conversation skills. Then track repeated simulation performance and the operational measures relevant to the department, such as closing ratio, appointments, recommended-work close rate, hours per RO or parts returns. Treat correlations carefully and avoid attributing every operating change to training.

No. Forge scores are AI-generated coaching signals. Employers remain responsible for fair hiring, promotion, disciplinary and other workplace decisions. Scores should be interpreted alongside real-world observation and appropriate human judgment.

The scenarios, transcripts, feedback and progress may be processed by JuraVance and its service providers to deliver the training experience. Data retention, access, audio-processing details and contractual obligations are explained in the applicable JuraVance privacy and AI-data notices.

Providers may support conversational reasoning, transcription, speech generation and coaching. The specific provider varies by feature. The current preview provider inventory and the published corporate register require reconciliation before production release; see the Trust & Legal section for authoritative disclosures and status.

No. Forge training records and any private industry credentials are distinct from Ontario salesperson registration, mandatory courses and other government or regulator requirements. Eligibility and recognition depend on the particular program and participating organizations.

Continuity between Career, Academy and dealer programs is part of the intended Forge product direction. Exact account migration, record access and organization permissions must be confirmed for the relevant program rather than assumed to be available today.

Request a walkthrough for the department you want to assess. Review the actual simulation and manager experience, choose the customer situations your team struggles with and agree on a realistic evaluation plan with clear success criteria.

The product is designed around familiar scenario selection and spoken customer conversations. Actual device, browser, microphone and connectivity requirements should be confirmed during setup.

Forge is not positioned as a replacement for dealer management, customer relationship, desking or service repair-order systems. Confirm any specific integrations or data exchanges during scoping; do not assume a native integration exists.

Timing depends on the number of departments and locations, access configuration, user onboarding and the training rollout chosen. A tailored implementation schedule can be established after the scope is understood.

Available plans and commercial terms depend on the selected offering and deployment scope. Request a department-specific walkthrough for current pricing, the included capabilities and any implementation requirements.

Start with one department, a defined group of employees and three to five recurring customer situations. Establish a baseline, set a manageable practice cadence, review feedback weekly with a manager and compare skill development with relevant operational measures. Agree on success criteria before the pilot; do not promise a specific financial uplift.

Bring the department you want to improve, a few common customer objections, the number of locations or team members involved and the operating measures you want to influence. That is enough to make the conversation useful.