WELCOME NEW COMMUNITY MEMBERS!
In order to get acquainted and and help fellow community members, please share:
  1. The name and location of your shop.
  2. Your biggest frustration with finding techs.
  3. How you found your last tech.
10
66 comments
• Feb '23
Dietrich's Auto Repair
Southampton NY
Just overall finding someone with experience is hard to horrible.
Have an apprentice that started as an intern and is doing great (18)
One guy has been with me 21 years, c-b man but honest and trustworthy
New guy that came in as "A" tech wanting to be shop foreman. Lets just say that a giant toolbox doesn't make you an "A", but can work with him. Need a tech!!!!
2
• Feb '23
welcome to the community!
I hear you about finding techs with experience. I shot a video on how to find more qualified techs. You can check it out here:
The "giant toolbox" comment reminds me of a saying my Texas buddies use. "Big hat no cattle!"
0
• Sep '23
Urban Classics Auto Repair / Brooklyn, New York
The biggest frustration in finding good techs
has been the huge amount of money I've spent with some of the more well-known hiring sites. Lots of time spent on these sites with few techs to choose from.
That said the last tech we hired was from one of those larger well-known hiring platforms.
2
• Sep '23
welcome aboard!
I certainly have a lot to say about the quality of job sites going downhill and what to do about it.
Here is my latest post on the topic:
Anyways, I'm glad you're here and look forward to your contributions and insight.
2
• Nov '23
Hey , I'm so glad you found us my friend. Welcome!
Kudos for taking on new techs and bringing them along. Our industry needs this badly and not many shops are set up to bring along apprentices and show them the ropes.
Miranda forwarded me your initial comment when you applied for the community and it inspired a social media post that I just added to the community.
Over the past six years I've spoken and worked with lots of shops in your position and I thought it might be helpful if I pulled back the curtain on the mindset shift we employ and how we get results for shops in small towns with limited technician pools to draw from.
You can find the post here:
Thanks for the inspiration and your contribution to the community.
I'm glad you're here and I look forward to helping you in any way we can to get and stay fully staffed so you can grow.
2
• Feb '24
I'm Andrew Green and my shop is OKC Fleet Services. We are planning to open our doors in late March / early April. I've heard finding good technicians is the hardest part of this business. I'm just consuming as much content as possible to help sharpen my ads.
2
• Feb '24
Congrats on the new shop! Finding good techs is an ongoing part of this industry. Good job doing your research in advance. There are a lot of articles in here that support that. This post might give you a starting place.
You can use the search bar to focus on different aspects too.
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• Feb '24
Jim Pappel with Joe's Garage in Eugene, OR
Finding good technicians with experience has been very hard the last few years. Even willing to pay more seems to never get them to commit to switch jobs. We have tried hiring more entry level techs with the hope to train them but lots of people lack the desire to better themselves.
2
• Feb '24
welcome to the community!
I hear you about finding good techs. You really have to dial in what makes your shop unique and then communicate that effectively to the techs in your area via social media.
I created a tool that will help you do a 15-minute shop hiring audit. It's called the Technician Attraction Blueprint and you can find it in the classroom: https://www.skool.com/technicianfind/classroom/84a30045?md=2e72040ba411483a94dbe39121872afb
2
• Oct '24
Independence Car Care Center, Rochester, N.Y.
My biggest problem since covid finding techs is getting quality applicants to apply. I would advertise for a Master or A tech and have oil/tire changers apply or a C tech pretending to be a Master tech and can't answer basic diagnostic questions.
The last 2 techs that I have hired did not apply through my Indeed ad but I recruited them from their resume on Indeed. Both ended up being B techs but have outside drama.
2
• Oct '24
this is a common challenge for many shops, especially post-COVID. Finding quality candidates who not only meet your technical needs but also fit into the team can feel like searching for a needle in a haystack. There are a lot of posts and info in the classroom that might give you some new ideas. And if you have questions, feel free to ask!
0
• Oct '24
Welcome to the community!
I've been reviewing our numbers here at Technician Find in preparation for my workshop at AAPEX in two weeks so this topic is fresh in my mind.
On average only 1 in four or 25% of technician applicants will be truly qualified for any position we post.
Sometimes it feels like they didn't even read the ad!
There are lots of things we do to improve the quality of candidates but at the end of the day, it always comes down to a numbers game.
You need to start with great ads, get those ads in front of thousands of people, and follow-up like a rock star from the first communication all the way through the time that the box drops.
0
• Oct '24
Brittany Blackmon
Blackmon's Garage, San Antonio, TX
Our biggest difficulty currently is finding qualified people, and people that want to show up and work. We have been using Indeed for quite a while and it just isn't working out. We have interviewed several people that we liked, and hired, and they never showed up for the first day. Most of the applicants are not qualified for the position, whether it be lack of experience, invalid driver's licenses, or unable to pass a background check. It seems that since covid, finding good help is next to impossible. We have been around since 1946, and before covid, we had employees that had been here for 7 - 40 years. Now, we really struggle to find anyone that wants to work. We did hire a guy off of Indeed recently that seems to be working out pretty well, but really need 1 or 2 more guys.
2
• Nov '24
we've got your back! I can't wait to dive in and get you some quality candidates.
0
Good afternoon, everyone. My name is Nerces Mavelian, and I represent Autoscope European Car Care, located in Dallas and Plano, TX.
One of our biggest challenges is finding a qualified technician who is reliable, punctual, focused, and committed to using our systems effectively to achieve their daily goals and assignments.
While word-of-mouth referrals have traditionally brought us great results, they've been less successful recently in connecting us with the right candidates. Many of the technicians we encounter lack sufficient experience yet expect high compensation upfront. Unfortunately, this often leads to repeated failures due to overconfidence, resistance to feedback, and a short-term mindset focused on immediate gains rather than steady, long-term growth.
2
welcome! I'm looking forward to helping you solve this problem!
0
Good morning,
My name is Chris Coleman, and I’m with European Autowerks in Virginia Beach, VA. We face several challenges in our hiring efforts, and as I’ve read through similar posts, I’ve noticed that many of us in the industry share the same issues.
One of my biggest frustrations is finding qualified candidates who are open to working on European cars. Technicians with experience in European brands often prefer staying with dealerships because it’s easier to focus on a single brand.
That said, I’ve been fortunate to find motivated entry-level technicians " Insert Firefighter hat here" through platforms like Indeed and our company website. We’ve also utilized WrenchWay as a resource, taking a Glassdoor-style approach to give potential hires a clear view of what we offer, including our shop layout.
2
I'm glad you're here, welcome to the community!
I like the way you're showcasing your offer to techs, this level of shop transparency is definitely helpful for recruiting top talent.
And it shows me that you're looking at the recruiting process through the eyes of the technician which is something that very few shops do.
Unfortunately, as you go up the skill ladder, job boards are less and less useful for generating a consistent flow of high-quality candidates.
Job boards are happy to take more of your money each month but what they won't tell you is that good techs that want to work are working and not trolling job boards.
0
• Jan '23
Meyers Automotive Service in Sturgis, MI.
Biggest frustration is finding quality techs that don't have a bad attitude. If they commit their skills to the customer and their own reputation, the money will take care of itself.
My latest tech came from construction with a good attitude, we put him through the NAPA Apprentice Program. He's been with us 3 years now.
1
• Jan '23
Welcome! I hear you about attitude. Nothing poisons the staff like one bad tech. And I love the NAPA Apprentice Program! What a great way to pick up good techs early in their career.
0
• Jan '23
Tim Raw. Mission City Motors, Mission BC. Biggest problem finding a tech: We have spent far too much money to get the wrong applicants No experience when calling for 4th year or Journeyman. Work experience program from local trade school.
1
• Jan '23
Welcome to the community! Bunk candidates are a huge problem we hear shops are having, even when they pay the job sites for applications! If you've got a program in place that can pair apprentice techs with senior techs (without the senior tech getting penalized for loss of production) this can be a great strategy for getting fully staffed.
0
• Jan '23
Brandon Anderson aardvark automotive - Amarillo, Tx.
diamond in the rough, hard to get the attention of the technician that has experience, quality home life, good attitude that works with my team, and I can get along with on a 50 hour a week basis - hoping to get a few possibles for the bull pin too, tech find helped me get several more applications a day and found a b- tech with a good attitude who started Monday, so far so good too, I have ran out of the good techs I know in my area, looking for better options
1
• Jan '23
thanks for the kind words!
And I hear you about quality candidates that you can get along with. I had a shop owner tell me that hiring employees is like getting married because he spends more waking hours with his employees than he does with his wife😂
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• Jan '23 (edited)
Carlo Sabucco, Sils Complete Auto Care Centre, Oakville, Ontario, Canada.
Frustration; trying to show the light to young techs that training, leadership and career path planning is the future to their success not just another $2.00 at another shop. And that speed + flat rate is the only way to make money. Last Tech Find: Indeed. Well scripted ad I was the hook. Other Techs; referral from industry people to have to check us out and see if spot open to work here.
1
• Jan '23 (edited)
I love these observations, very true!
Long-term strategic thinking is very seldom something that younger folks engage in. I work with a handful of successful shops that actually sit down with their employees one-on-one and help them map out their future goals (personal and professional) and then hold them accountable for progress toward them.
This exercise helps a ton with retention and employee satisfaction.
Also, in my mind speed + flat rate = control over your income. Sometimes we as business owners who strive for control over our destiny and freedom (time and money) forget that our employees often prefer to settle for perceived security.
0
• Jan '23
Jason Neal, C&C Repair, Hurlock Maryland. My biggest frustration is finding a tech with decent skill set an/or with a good work ethic. Last tech find came from word of mouth from tool truck.
1
• Jan '23
Welcome aboard!
Skillset + work ethic = holy grail! Just kidding. They are out there but you have to be clever about how you locate them because they aren't hanging out on job boards.
And you're the first person in a long time who I've heard that the tool truck guy was able to make a connection. You must have a great relationship with him.
Nice work!
0
• Jan '23 (edited)
Performance Motor Works in Northern California. Euro specialty shop. Have 3 techs and an apprentice who is doing very well. Could use 1-2 more techs. Biggest frustration is only receiving poorly qualified candidates with little or no experience. Indeed pricing has become insane! Spent over $2k and came up empty. Found my last 2 techs through word of mouth.
1
• Jan '23
Welcome fellow Californian. I'm glad you are here!
I hear you about getting poor quality candidates, I hear this a lot from shops. I did a training on how to get better quality applications a while back. Here's the link:
I also hear you about Indeed. The only folks who benefit from the pay-per-application model on Indeed are the folks who own Indeed! Social media is a much better place to find good techs who are already working and not scanning job boards.
And word of mouth combined with an eye-catching referral fee is one of the most powerful strategies I know of for finding good techs.
Well done!
1
• Jan '23
  1. Big Dog Fleet Services - South Plainfield NJ
  2. Identifying experienced diesel mechanic candidates
  3. found on ziprecruiter job posting, but getting much traction this time. Been a waste of time
1
• Jan '23
welcome to the community and thanks for being on today's call.
As we discussed on the call, social media (Facebook primarily) is the place to go to find good techs who are already working and not scanning the job boards.
You've inspired me to update my "Finding Techs On Facebook" training. We will cover this on Thursday's Office Hours call.
See you then!
1
• Jan '23
Thank you - I'll be joining you to hear all you have to teach then
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View 1 more reply
• Feb '23
Greitens Auto Service Milwaukee WI - After years of sub par techs , I opted to go to a 4 day work week and higher wages to attract better talent . It worked and everyone loves it including me .
1
• Feb '23
awesome idea! Kudos on thinking outside of the box.
0
• Feb '23
Southside Automotive in Marquette Michigan. I have a 2 bay shop and can't find a decent technician who is dependable.
1
• Mar '23
  1. The name and location of your shop: Craig's Car Care/Lucas Texas/ craigscarcare.com
  2. Your biggest frustration with finding techs: Knowing where to start, the endless sea of places to try and find talent that has the skills, experience and fits into our culture. I have no problem paying a competent service to guide us.
  3. How you found your last tech: I do not remember, our techs have been with us over a decade. I think the tool truck was the best place we last pulled someone in from. This is a platform we have been setting up to act as a platform for those interested or thinking about making a move to learn or about us.https://wrenchway.com/shops/craigs-car-care
1
• Mar '23
Welcome to the community!
I hear you about the "endless sea of places" to find techs. Nevermind all of the empty promises and outdated stuff that used to work that "industry experts" keep pitching.
I love your page on WrenchWay.com. They do a good job with organizing your information, sharing your shop culture and painting a picture of what it's like to work there. Now all you have to do is drive a ton of solid techs to the page to check it out!
3
• Mar '23
I am ready!
1
• Apr '23
Mark owner of aamco transmissions in Zephyrhills florida
Looking for a tech and a transmission builder
My last tech relocated to florida and saw my ad on indeed
1
• Apr '23
welcome to the community!
Great point about techs finding you online when they relocate.
A good thing to do every month or so is google "best automotive repair shop in [YOUR CITY]" or "best diesel repair shop in [YOUR CITY]" and see where your business shows up.
Be sure to do this in a private browser tab or incognito window so your previous search results don't get factored in.
This gives you a general idea of what a tech might see when they are looking for a shop in your area. If you don't show up in the search or if your reviews come up and they're not good, you know you have some work to do.
1
• Apr '23
Joe Ferone from Proper Service of Baldwin Place NY. I have 2 locations and found my last tech by way of referral for the smaller of the two shops and Indeed for the bigger shop. Biggest frustration is finding quality people that want to work and making them realize that I am offering a career, not just a job. Techs know that they are in the drivers seat when they interview and are very selective, so I definitely need to step up my game. Need 2 advisors and 1 tech (C+ - B)
1
• Apr '23
welcome to the community!
Kudos for getting your employees to refer their contacts. It shows that you are running a solid business when your existing employees feel confident having their friends apply.
We've created postcard sized referral flyers for our clients that shops can hand out that include information about the referral fee (if you are paying one) and a QR code that scans directly into the application.
They work like magic if you make a game out of it and challenge your team to hand out 5 per day.
It's funny how when you hand folks something it instantly joggs their memory and they start coming up with names!
0
• Apr '23
Also, frustrating when you interview a tech that is currently working and he goes back to his boss and ends up with a raise and stays there.
1
• Apr '23
I hear you. This happens quite a bit and I'm going to do a training on best practices that I've seen top shops use to combat this. Stay tuned...
0
• May '23
Cyndi, Accurate Auto Center, Cypress/Tomball area in Texas. Finding Techs who are experienced, want to flag 60+ hours per week in a spacious well equipped shop, incredible demographics & no weekends. Walked in.
1
• May '23
I hear you loud and clear! And I know they are out there.
1
• Jul '23
Circle D Transmission | Houston, Texas
Our biggest frustration at the moment is not knowing where to begin - basically, we're overwhelmed with the plethora of avenues we can try. We have a lot of long-term team members and we want to know how to best use our resources to attract someone looking to build their career with us.
Our last technician that we hired came to us because he knew about us through the racing community and he loves working on his own vehicles.
1
• Jul '23
Welcome to the community!
The most important thing we have found about finding good techs is writing a solid ad that invites techs into a story about your shop where they are the hero and you are the guide.
It's great that you have such an interesting story about being a part of the racing community and you definitely want to leverage this fact in your help wanted ads.
Good ads with a compelling story placed in front of lots of techs will get you results.
Take a peek around the community, there's lots of training on each aspect of finding great talent for your shop.
If you get stuck, feel free to ask a question to get quick answers.
0
• Sep '23
Johnson County Automotive (JoCoAuto) Merriam, KS
Probably biggest frustration is relating to younger generation of techs with little to no work ethic and a DESERVE mentality. I worked for every opportunity I got. Can't stand the laziness and the entitlement found in MOST applicants. My last technician did come from an Indeed ad. He is learning and doing well.
1
• Sep '23
I'm glad you're here!
I hear you about the younger generations. They definitely have a different motivation structure than the one I was brought up on.
Stay tuned, I just recorded a podcast today with Chris Jones for Ratchet + Wrench and we talked about attracting and retaining the younger generation of employees.
I'll post a link to the episode when it's available.
1
• Oct '23
Griffin Tire and Auto, Charlotte, NC. Most frustrating thing I have found is applicants actually having the level of experience they claim. Our last technician was found on Applicant Pro.
1
• Oct '23
welcome to the community!
I hear you about techs making bold claims and exaggerating their skill level.
We see this a lot, particularly when large sign-on bonuses are involved.
I was on a podcast a while back with a couple of shop owner clients and we talked about bad hires and strategies on how to avoid them.
Here is the link if you'd like to check it out:
0
• Nov '23
The Mechanix, Skiatook, OK. Most frustrating for me is the lack of applicants. We are in a small town and techs are hard to come by. 90% of the applicants I do get are new, wanting to get into the industry. All of my techs have less than 2 years experience. I NEED to find a good A-Tech! The great part about the techs I have, is their attitudes. They are all excited and willing to learn. They are humble and hungry, just not experienced.
1
• Jan '24
Forrest's Garage located in Gibsonburg, Ohio. Just started to look for another tech. My son is the A tech and we have an apprentice from a local vocational school.
1
• Jan '24
welcome to the community!
I think it's awesome that your son is part of the team but some of my clients who have family in the shop tell me that it depends on the day you ask😆
Kudos for taking on an apprentice. Not many independent shops have the systems set up to make this work. Sounds like you're doing a lot of the right things to keep growing.
Take a peek at the classroom for training on what's working to find good techs and don't hesitate to ask questions here in the group.
0
• Jan '24
My son is awesome! We have a great work relationship. I will definitely check out the classroom
1
• Jan '24
Aaron's Semi Repair in Rock Springs, WY :) We too are on the hunt for another technician. The frustrating thing about looking for technicians is that in our area the people who have worked at the mines as mechanics really are not allowed to do much...but they think they are the real deal. There are so many who want either top dollar or an apprenticeship. I currently have 4 guys under 25 years and 3 are very fresh. I can't take on another fresh guy to my small team. I need someone who can contribute with experience. We found our last tech through an Indeed/Facebook ad that Tech Find placed for us.
1
• Jan '24
so good to see you here!
0
• Feb '24
Mandy Wall with Platinum Garage in Gillette, WY.
Finding qualifed technicians has been our biggest struggle. We never lack applicants, but qualified applicants are few and far between.
The last qualified tech that we hired came from a local shop. They were making a lot of changes that he wasn't happy with. I also got my last service advisor from the same shop for the same reason. Both have been A+++ hires.
1
• Feb '24
welcome to the community!
Kudos for handling the first step, getting a consistent flow of applications. I know it's frustrating when you aren't seeing the qualified techs apply but not getting any applications at all is a much bigger problem!
We use social media and direct outreach to find the techs who are working, not looking but open to new opportunities. There's lots of free training on how we do this in the classroom.
Also, nice job of snapping up employees from local shops that are making changes.
I always tell shops we are working with to let me know if a big corporate chain moves into the area and starts buying up independents. The "my way or the highway" attitude they install provides a perfect opportunity to poach great talent!
0
• Aug '24
1-Autoscope European Car Care - Dallas, TX - Plano, TX
2-Frustrated with finding good techs that want to follow shop processes
3-Found great techs: Walk-ins from other shops without structure and future.
1
• Aug '24
welcome to the community! Take a look around. We have tons of training on what's working to find techs right now. If you have specific questions, feel free to ask.
0
• Sep '24
Cartec Automotive Services, Tulsa Oklahoma
Finding qualified techs who can fix a car and understand serving the customer is ours/theirs #1 priority.
A different head hunting company and reaching out on indeed.
1
• Sep '24
welcome to the community. I'm glad you're here!
0
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Chris Lawson
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