After 7 years of helping shops hire technicians, I've noticed something: Most shops are rusty at hiring because they're not doing it all the time. And that rustiness is costing you great techs and service advisors. @Brian Nerger from Nerger's Auto Express just hired 2 technicians and a service advisor in a month using this system (and helped a diesel tech land his dream job at Caterpillar along the way). Here's exactly what he did differently: Part 1: The Speed-to-Contact Game Changer Brian followed Leigh Anne Best from Mighty Auto Pro's "text-first" system that's absolute gold: The 3-Touch Text Formula: 1. Immediate text (within 30 minutes of receiving resume): "Good afternoon John, my name is [Your Name] with [Shop Name]. Thank you for sending your resume for our Automotive Technician position. After reviewing your resume, [Owner Name] would be very interested in meeting with you. Would you be available this afternoon to come in and talk about this opportunity?" 2. Follow with the job link so they know exactly which position 3. Keep everything in text - creates a trackable conversation history Why this works: Techs are under cars all day. They can't answer calls, but they'll check texts at lunch. Part 2: Stop Being a Resume Snob Brian's breakthrough came when he stopped judging resumes and started having conversations. His new approach: - Call everyone with ANY automotive experience (he even called candidates from past years apps) - Start by asking, "what has you looking for a new opportunity right now?" - Then ask this golden question: "If we were talking a year from now and you look back and had the best year of your life personally and professionally, what would that look like?" - Build relationships, not just fill positions Even when someone isn't a fit, Brian goes above and beyond. He recently helped a diesel tech connect with Caterpillar (where the tech wanted to work) and regularly connects entry-level candidates with Jiffy Lube and Valvoline managers for training opportunities (who end up sending him general repair work).

Big congratulations to MTR Mobile Transport Repair in Colorado Springs, CO for bringing on a new C-Level Diesel Tech with a plan to train him up to a solid B-Tech! That’s how you build a pipeline. Instead of waiting around for a fully seasoned tech, MTR is investing in potential and growing talent from within. That’s the kind of long-game strategy that keeps shops strong, skilled, and ready for anything. Nice work @Eddie Lawrence !

Indeed reps are calling auto shop owners with 'urgent optimization needs'. for their job postings. Here's what they're NOT telling you... Yesterday, one of our clients got the classic Indeed panic call: "Your tech ad has low visibility!" Of course their solution is always to make your ads look like every other shop's ads and pour more money into the platform. I used to chat with Indeed reps all across the U.S. for clients but the calls started sounding like a broken record. "You need to spend $3,500-$4,500/month on Indeed to compete with other shops in your area." Is it any wonder why the effectiveness of Indeed is circling the drain? You have 20, 30 or more shops in your local area all paying thousands of dollars per month to chase the same handful of techs who are surfing job boards because they have just been fired or because they are about to get fired. Now multiply this by each position you are trying to fill and each city in the United States with a decent amount of shops. Get the picture? Great business model for Indeed! Crappy business model for you! Here's the truth Indeed doesn't want you to know: ✅ Those "peer comparison" metrics? They're comparing you to shops spending 10x your budget. ✅ That "low visibility" warning? It triggers even when you're getting quality applicants. ✅ The "10-minute optimization" they promise? It's code for "let me triple your spend." ✅ Buying eyeballs on other platforms like Facebook is much cheaper and you get better quality candidates because they are busy working, not trolling job boards looking for work. Our client saw right through it right away. Why? Because he has proof that his best technicians come from Facebook ads—not Indeed's expensive job board monopoly. The irony? It's the traffic from OTHER sources that creates the job activity Indeed uses to justify their scare tactics. Your Action Plan When Indeed Calls (if you feel compelled to respond): 1. Ask for ACTUAL performance data (applications received, not impressions) 2. Compare your cost-per-quality-applicant across ALL sources 3. Remember: More spend ≠ better candidates 4. Consider this—if their platform worked so well, why the high-pressure sales calls?

@Eddie Lawrence owner of Mobile Transport Repair in Colorado Springs, CO shared this amazing story today on our Life Calibration call about the power of building shop culture... I was doing my regular one-on-ones with my techs last week when John, one of my newer, younger technicians, stopped me cold. "Eddie," he said, "I'm not used to this." I thought he was about to complain. Instead, he continued: "I've never worked for a company that really cares. The fact that we're sitting here talking about my personal goals and plans outside of work... I've never experienced anything like that." That hit different. LESSON: Here's what most shop owners miss: Culture isn't just a buzzword - it's your competitive advantage. When you implement a positive workplace culture through systems like Life Calibration, you're not just reducing turnover (though that alone saves thousands). You're creating something bigger: ✅ Employees who WANT to come to work ✅ Teams that solve problems WITHOUT you ✅ A business that runs smoother while YOU sleep better The math is simple: - Cost to replace a tech: $5,000-$15,000+++ - Cost to build culture: Your time + genuine care - ROI: Priceless (but also measurable in retention, productivity, and your own peace of mind) ACTION: Ready to transform your shop culture? Here's your starting point: 1. Schedule 1-on-1s with each employee - Ask about their personal goals, not just work performance 2. Implement Life Calibration workshops - Give your team tools for work-life integration (not separation) 3. Create regular feedback loops - Monthly meetings where people can share mistakes without fear 4. Empower decision-making - Let your employees own their work and feel valued 5. Track your progress - Measure retention rates, productivity, and your own stress levels Remember: "Building a thriving workplace culture doesn't just drive business success. It empowers the owner to lead a healthier, more joyful, and well-rounded life."

@Eddie Lawrence and his rock star leadership team over at MTR in Colorado Springs, CO just set a new Technician Find record! They hired a new service advisor just 2 days after the ads went live! Folks, this is NOT a promise and it's definitely NOT normal. Lots of stuff has to align to hire this fast including having an amazing leadership team and a well-run shop with a great reputation. I'm proud of my team here at Technician Find for their amazing work and couldn't be happier for the whole team over at MTR who is now fully staffed and ready to make 2025 their best year ever👊🏽