"Can't make it in today." -Your service advisor. The third one this year. You're already doing the math: - You'll work the counter yourself (again) - Cancel your afternoon meetings (again) - Apologize to waiting customers (again) But here's the thought that actually hurts: "Maybe I'm the problem. Maybe my shop is where good employees come to quit." [Stand in your shop tonight after everyone leaves. Feel that? That's not emptiness. That's potential.] Last week, one of the shops we were working with had to turn OFF our ads. Too many qualified service advisors were calling and applying. What finally moved the needle for us was ditching “job posts” and writing love letters—clear, specific invitations to the person who would thrive in that specific shop. How to do it (grounded in a real SA ad that worked): 1️⃣ Start in their world. Open with what great SAs actually live: “You’re the bridge—calm with customers, clear with techs, you keep the day moving.” 2️⃣ State the promise—plain and concrete. “$60k–$100k+ based on performance. Full medical/dental/vision. Up to 21 paid days off. No weekends.” 3️⃣ Show how they’ll win here. “Family-owned, open-door leadership, steady car count, Tekmetric, clean front office, 1:1 check-ins, real path to leadership.” 4️⃣ Lower the friction to raise a hand. Offer human ways to respond: “Apply online, drop a resume in person, text the owner, or email.” 5️⃣ Proof without puffery. If you’ve got it, add social proof: “4.9★ Google rating—see recent reviews.” When your ad sounds like you actually see them, you stop hiring “anyone” and start attracting the right one. And cool stuff starts to happen like having a 20-year veteran service manager say: "This feels like someone finally sees me." Simple words can change everything. The next time you write an ad to attract a top performer, let them know within the first 10 seconds that you understand their world. Then watch what happens.

I'm thrilled to introduce @Christi Warren, who just joined our team at Technician Find as Client Success Manager. Christi brings something special to our community - she's been living the shop life alongside her husband, who's both a technician and shop manager. Those dinner conversations about the tech who didn't show up? The excitement when a great candidate accepts? The frustration when your A-tech gives notice? She's been there for all of it. But here's what really sets Christi apart: she's worked directly with independent shops, helping them onboard shop management software. She's been in your shops, seen your workflows, and felt your pain points firsthand. She attends industry conferences and truly understands the daily frustrations - from software that promises everything but delivers headaches, to the constant juggling act of keeping customers happy while developing your team. One of the many things I love about Christi is her genuine passion for this industry. She's been quietly absorbing technician culture through forums and groups - not as a recruiter, but as someone who genuinely cares about understanding what makes techs tick. She gets why respect matters as much as pay. She understands the difference between a shop that just employs techs and one that develops them. Her husband has given her the real insider's view - the good, the challenging, and everything in between. Combined with her hands-on experience in shops like yours, that perspective is invaluable, and I'm excited for you all to get to know her. Christi will be helping coordinate our recruiting campaigns and keeping things moving smoothly for our clients. But more than that, she's here as someone who truly understands your world from multiple angles. Please join me in giving Christi a warm welcome! Drop a comment below to say hello - I know she's excited to connect with each of you. Welcome to the family, Christi! We're lucky to have you.

Most shop owners are accidentally sabotaging their own hiring efforts—and they don't even know it. One of the things I like to do when I talk to a shop owner for the first time about hiring is to ask them what they've done in the past that didn't work. I also like to ask what worked for them in the past but that's a topic for another post. I just reviewed 62 of my initial conversations with shop owners over the past 3 months where we discussed their failed technician searches, and here's what shocked me: Every. Single. One. Failed because of outdated beliefs about hiring—not because of a "technician shortage." The brutal truth? The shops struggling to hire are playing by 1995 rules in a 2025 market. Here are the 5 hiring myths that are costing you time, money, and great technicians: Myth #1: "Good fit = one perfect interview" Reality: Top techs often test poorly in interviews but excel on the floor. Skills testing reveals truth that interviews hide. Have you ever hired someone who could talk a good game but when you got them in the shop their hands didn't fit the wrenches? Myth #2: "I need an exact clone of me" Reality: Your next A-player probably works differently than you. Complementary skills > carbon copies. Myth #3: "More applicants = better hiring" Reality: Quality beats quantity. One strategic hire beats 50 mediocre ones. Focus on what you say in your ads to attract the right candidates. It's important to 'prime the pump' with a solid flow of applications coming in but after that, it's all about narrowing down your candidates to the solid performers who are a good skill and culture fit. Myth #4: "I'll wait for the perfect tech I don't have to train" Reality: Hire for attitude, train for skill. You can't train ambition, attitude or aptitude. I get it, sometimes you just need someone who can come in, hit the ground running and produce. Just remember, while you're waiting for unicorns, your competition is stealing all of the coachable techs. Myth #5: "Job boards are enough" Reality: The best techs aren't actively looking. Selective, targeted recruiting that markets your shop outside of the job boards beats passive posting every time.

I've been saying this for MONTHS while everyone else was panicking about AI replacing jobs: The trades are becoming the most secure, high-opportunity careers in America. And auto repair is leading the charge. This article just confirmed what I've been telling shop owners all year — while tech workers worry about ChatGPT taking their jobs, OUR industry is virtually AI-proof. Here's the reality nobody wants to admit: → AI can write code, but it can't test drive a car to diagnose that "pinging sound" → For every new tradesperson entering the workforce, there are 20 job openings → Over HALF of skilled trade workers are already over 50 and retiring soon → By 2030, 80 million tradespeople will retire while only 40 million new workers enter → HVAC alone has 100,000+ unfilled jobs RIGHT NOW Shop owners, you're not just running a repair business. You're operating in one of the most secure, essential industries in America. Your technicians aren't just employees — they're skilled professionals in an industry where demand is exploding and supply is shrinking. The article nails it: "AI can replace some office jobs, but it cannot replace the physical work of keeping life running." That's OUR industry. That's YOUR opportunity. The shops that recognize this shift and adapt their recruiting and retention strategies NOW will thrive. The ones that don't? They'll be fighting over an increasingly small pool of talent. Read the full article here: [The Next Millionaire Class? Why America's Future Depends On Tradespeople] What's your strategy for attracting technicians to this AI-proof industry? Let's talk about it in the comments below👇 #AutomotiveIndustry #TechnicianShortage #AutoRepairBusiness #SkilledTrades #FutureOfWork

Just read Chris Jones' latest piece in Ratchet+Wrench, and the numbers stopped me cold. Two-thirds of shop owners worked as technicians before taking the leap. Another 38% were managers. 24% were service advisors. Think about that for a second. The majority of successful shop owners didn't start at the top. They started under the hood, behind the counter, or managing the chaos of daily operations. Which means that ambitious tech or advisor you're struggling to hire? They're not just looking for a job. They could be looking for what YOU found—a path to something bigger. Here's what most shop owners miss when writing job posts: Top talent isn't motivated by hourly rates alone. They're motivated by possibility. When you were a tech, what made you dream of ownership? Probably watching your boss make decisions, seeing the business side, understanding how the numbers worked. Your next A-player wants the same glimpse behind the curtain. Instead of posting another "Experienced Tech Wanted" ad, try this: "Seeking Lead Technician interested in learning the business side. This role includes monthly P&L reviews, customer service training, and direct mentorship on shop operations. Clear advancement path to management and potential partnership opportunities for the right candidate." See the difference? You're not selling a job. You're selling a future. P.S. Huge props to Chris Jones at Ratchet+Wrench for surfacing this data. The full breakdown is worth your time—it includes insights on porter-to-owner paths (6%) and those who started with zero industry experience (17%). Wild stuff. Link to the full article: Numbers: The Path to Shop Ownership What path did YOU take to ownership? Drop it in the comments—your story might inspire someone else's journey.👇