The Business

Classy Chassis isn’t a typical car wash. The company operates 10 locations across Washington state — five hyper flex, five self-serve, with two high-volume drive-thru oil change centers and three drive-thru Classic Coffee stands. That’s four distinct business lines, each with its own workflows, safety requirements, customer touchpoints and staffing rhythms. Every new hire needs to be trained — but not all on the same things.

For owner and president Corey Campbell, training has always been a priority. As the company grew, the team built an internal program called Classy U — covering core values, leadership, communication, conflict management and even personal finance. The commitment was there. What was missing was a system that could hold it all together.

“As we scaled and grew, whether it was myself or one of my team members doing the orientation, it became harder and harder and it was becoming more inconsistent. You could feel that splintering and cohesion starting to get pulled apart.” — Corey Campbell, Owner & President

Finding the Right Platform

Classy Chassis needed more than a course library. They needed a training system that could serve four business lines from a single dashboard — assigning the right content to the right roles, tracking completion across departments and giving leadership real-time visibility into who’s trained and who’s not.

LEAD gave them that foundation. Built specifically for car wash operations, the platform offered role-specific content that mapped to their actual business — and a flexible structure to support their oil change, coffee and detailing teams alongside it.

“It’s kind of like a Lego set. This is the base level of it, and then you can build and color it how you want to go from there. That’s been tremendously valuable.” — Corey Campbell, Owner & President

The Leadership Pilot

In late 2025, Learning & Development Manager Emily McNeeley saw an opportunity to go deeper. Frontline employees across departments were strong at their jobs, but leadership skills were inconsistent. The confidence to coach, delegate and communicate across teams wasn’t developing on its own.

McNeeley designed a nine-week leadership pilot built on LEAD’s leadership curriculum. Each week, participants completed one LEAD course module, filled out a guided discussion worksheet and came together in a classroom session to apply what they’d learned to real situations.

“I didn’t want to lecture. They had already learned the material. The classroom was about getting creative, talking things out — I was really just a guide.” — Emily McNeeley, Learning & Development Manager

The first cohort included eight team members from the coffee and oil change departments. By week two, participants were leading the discussions themselves. By week nine, cross-department communication had visibly improved — oil change and coffee teams were coordinating coverage, sharing resources and supporting each other through busy shifts without being asked.

“You could really see that confidence come out of them that really wasn’t there at week one. They want to take charge, and they want to work together.” — Emily McNeeley, Learning & Development Manager

The second cohort launched in March 2026 with 19 participants — this time focused on the car wash department, with a few cross-department additions to maintain the diversity of perspectives that made the first round work so well.

Why It Matters

What Classy Chassis built with LEAD isn’t just a training program — it’s an operational system that addresses three of the hardest challenges multi-site operators face.

1. Consistency.

Every department — car wash, oil change, coffee, detailing — receives the same foundational messaging around standards, values and customer expectations. When an oil change employee helps a car wash customer, the experience feels the same. Training created that bridge.

2. Confidence.

New hires get structured onboarding from day one, with clear expectations and trackable progress. Newer team members ramp faster because the system provides continuity — even when a manager’s schedule doesn’t.

3. Scalability.

The platform doesn’t depend on one person to function. If a key team member leaves, the training system keeps running. Content is documented, paths are structured, and anyone with admin access can pick up where things left off.

“You want to make sure that system is so buildable and friendly that anybody can keep it going and keep developing. That was an important part to us.” — Corey Campbell, Owner & President

The Results

Classy Chassis’s engagement data tells the story of a team that isn’t just logging in because they have to — they’re actively building skills and progressing through meaningful learning paths.

Sustained adoption: Monthly participation has held between 72% and 84% for six consecutive months — the kind of consistency that signals training is embedded in operations, not fading after a launch spike.

Completion that matters: Core courses like customer service, safety and professional standards consistently hit 99–100% completion rates. The team’s HF Acid Training alone has been completed by 140 learners — evidence that safety content is being taken seriously, not skimmed.

A certified culture: Over 600 badges and certificates earned across the organization, including 118 Customer Service Ambassadors and 11 LEAD Leadership Certificates from the pilot cohort. Achievements aren’t decorative — they’re tied to real skill progression.

Leadership as a career path: The pilot program isn’t a standalone initiative. Classy is building training scorecards for every position — from wash attendant to site manager — with the leadership curriculum built in as a requirement for advancement. Completing the program is how employees prove they’re ready for the next role.

“We’re trying to be more proactive instead of reactive — to build our bench and feel confident that these are leaders we can count on.” — Emily McNeeley, Learning & Development Manager