Most shop owners interview for skills. The best ones interview for scars. Here's my favorite question that cuts through the rehearsed answers: "What's a piece of criticism you received in the past that has stuck with you? What was the criticism, and why was it significant?" Why this works: People who grow remember their turning points. They can name the moment. They felt it. They changed because of it. What I'm listening for isn't the criticism itself—it's ownership. Did they take it seriously? Did they understand it? Did they change something? Or do they get defensive? Blame someone else? Minimize it? The best techs I've ever placed weren't the ones with the cleanest records. They were the ones who could point to a specific moment when someone told them something hard—and they listened. Coachability isn't a skill. It's a posture. And this question reveals it in 60 seconds. What about you? What's a piece of criticism you've received that changed how you lead or run your shop? 👇 Drop it below. I'll share mine in the comments.

"I think I let some good ones slip through the cracks." He hadn't been great about responding to comments and messages on his recruiting ads. Shop got busy. He figured if someone was really interested, they'd apply. Here's what most shop owners miss: Your Facebook recruiting ad isn't just an ad. It's a conversation starter. When you run these campaigns, unexpected things happen: → Happy customers comment saying nice things (reply and thank them) → Potential NEW customers ask if they can bring their car in (yes, this happens constantly) → The ads get shared by folks who know techs → Technicians like, comment, or share the ads That last one is where the gold is. Some techs comment to ask a question—they want to see if anyone's actually listening before they apply. Some "like" the post to bookmark it because they're at work. Some share it to send to a buddy. Every. Single. One. Is an opportunity. Look at their profile. Send a message: "Hey, saw you liked our post—are you looking for a shop or just curious?" You'd be amazed how many conversations start that way. The lesson: You're paying for these leads. Every notification is a potential conversation. Don't flush your money by ignoring them. Reply to everything. Engage with everyone. P.S. Speed matters. When someone comments or messages, respond fast. Quality techs have options—they're not waiting around for a callback.

Had a conversation with a shop owner that got my blood pressure up. A competitor—a dealer employee—literally walked onto his property and tried to recruit one of his techs while the guy was on break. Just... showed up. On his lot. Talking to his people. Here's my take: That's not "recruiting." That's trespassing wrapped in desperation. And here's the thing—if they'll do that to you, they'll do it to their own people too. That's not a culture. That's a churn machine. What this shop owner did immediately: → Told the team: "If anyone approaches you on our property, bring it to management. No drama—just info." → Made it crystal clear: "You're not in trouble. We just need to know." → Had a calm, professional conversation with the business that pulled this move: "Do not come on our property again. Contact me directly if you want to talk." No shouting. No threats. Just clear boundaries. But here's the real lesson: The only long-term protection from poaching isn't policies or signage or confrontation. It's culture + clarity + communication. If your techs know what they have, know they're valued, and know you're invested in their future—some guy in a polo shirt wandering onto your lot isn't a threat. He's a reminder of what they don't want. Now I want to hear from you: What would you do if a competitor tried to poach one of your techs—especially on your property? Drop your playbook 👇 - Do you confront the other shop? - Do you set a policy or put up signage? - Do you pull your tech aside and ask what they need to stay? - Do you do nothing and just double down on culture? What's your move? P.S. The shop owner told me his tech brought it up before he even knew it happened. That's when you know your culture is working.

A few weeks back I got off a call with Dennis from Honest-1 Auto Care in Roswell, GA. He didn't wait. While most shop owners are saying "let's revisit this after the holidays," Dennis was planting seeds. And those seeds just turned into a productive conversation with a strong candidate who wants to come to work at his shop. They are working out the details and he's expected to start in January. Think about that for a second. Most shops will come back from the holiday break, realize they're still short-staffed, and then start thinking about recruiting. By the time they write/post an ad, get responses, schedule interviews, make an offer, get one accepted, and wait for the tech to give their two week's notice? It's March. Maybe April. And they've lost another quarter running short-handed. Dennis skipped all that. Because he understood something I shared in my last post: techs aren't hibernating right now. They're scrolling. They're thinking. They're quietly planning their next move for the new year. The shops that start conversations now are the ones with new toolboxes rolling in when January hits. The shops that wait? They're competing with everyone else who had the same "after the holidays" idea. Here's what I've noticed: I've talked with over 20 shops this past month. Good shops. Shops that need help. And most of them are waiting. Which means January is going to be packed here at Technician Find. We'll definitely hit capacity and have a waitlist. So this is my one last nudge before the year ends. If you've been thinking about getting help finding your next tech, now is the time to have that conversation—not January. Drop a comment or DM me "2026" and let's schedule a quick hiring clarity call. December you will thank you. P.S. Dennis runs an independent shop, just like you. He just decided that waiting was costing him more than moving forward.

Most of you aren't going to use it😔 Here's the update: Users can now leave Google reviews without showing their full name. "Jessica Thompson" can become "Jess T." or even "DogMom87." Sounds like a customer-getting thing, right? Wrong. This is a hiring thing. Here's what I've learned from placing hundreds of technicians: Good techs Google your shop before they ever apply. They're reading your reviews. Studying how you respond. Looking for red flags. Deciding if you're worth their toolbox. Think about it—how many times have YOU avoided leaving a review because you didn't want your name floating around on the internet? Your customers feel the same way. And every review you didn't get is one less piece of evidence that your shop is the kind of place a quality tech would want to work. Now the friction is gone. Here's your move: Next time you want a review from a customer, try this: "Hey, do you mind leaving me a quick review? It'll really help me grow my business. And in case you didn't know, you can actually hide your name now when leaving a Google review—in case you don't want your name out there on the internet." Watch how many more people say yes. The shops who tell their customers about this first will stack reviews while everyone else is still posting "We're Hiring" on Indeed. Your reputation isn't just for customers anymore. It's part of your recruiting strategy. How many reviews do you have right now? Drop the number below. 👇