When a "Great" Candidate Might Still Be a Bad Business Deal. "If it doesn't work for the business, it doesn't work for anybody." -Chris I had a conversation with a shop owner this weekend that I can't stop thinking about. He found a tech who checked almost every box: → European and exotic car experience → Worked at two shops known for phenomenal quality → Sharp diagnostic skills (impressed the shop foreman in the interview) → Family man, stable, asked great questions in the interview → Even owned his own shop before, so he gets the business side The guy wanted $115K salary. Straight salary. No flat rate. No hybrid. And the shop owner was ready to say yes. Then we started peeling back the layers. The first yellow flag: "I need all my vacation and sick days available immediately—10 days—because my wife is having a baby in February and we don't have anyone else to watch the kids." Okay, understandable. Life happens. The second yellow flag: "I can't come in for a working interview. I don't have any personal days left at my current job." Wait. You have 10 personal days where you are... but none left? Where did they go? The third yellow flag: "The shop is slow, that's why I'm leaving." But when the owner texted him during work hours, the response came hours later with "sorry, been slammed." Slow... but slammed? Here's what hit me: This shop owner—like a lot of us—was already mentally problem-solving how to make it work for the tech. "Maybe I can front him the days.""Maybe I can start him at full salary during the 90-day period.""Maybe he just needs a chance." And I get it. When you've been grinding for months trying to find someone, and a candidate finally shows up who seems like the answer... you want to believe. But I asked him a question that stopped him cold: "What happens to the whole shop if he starts, goes on paternity leave, takes his sick days, and you're paying $2,200/week for someone who hasn't turned a wrench in 60 days?" Silence. Here's the thing nobody tells you about hiring:

Hi everyone, Last week I mentioned that I would be delivering the presentation that AAPEX recently rejected “2025 Technician Hiring Breakthrough: Using AI to Attract and Retain Top Talent.” Their loss is your gain! The date has been set and I’m excited to have you join me. Here’s what you’ll get during the session: - How to use AI to write job ads techs actually respond to - Smart ways to reach techs who aren’t even looking - Custom GPT tools that handle many hiring tasks for you—fast By the end, you’ll walk away with plug-and-play AI tools you can start using the same day to attract better talent and stop spinning your wheels. Webinar Details: Date: Tuesday May 20 Time: 9 AM Pacific Time / Noon Eastern Time Zoom Link: https://us02web.zoom.us/j/9821325055 This could be the edge that finally takes the pressure off your hiring. See you there! Take care, -Chris P.S. Here is the event link in skool if you want to add it to your calendar: https://www.skool.com/technicianfind/calendar?eid=ba66584063784c2f8603eb39d69ece15

This custom GPT will help you create a simple, personal and heartfelt note from the owner that will resonate with automotive technicians. For use in social media posts, job ads and passive + active recruiting. We are getting increased conversions on ads that have this brief note from the owner in them. We are also testing it as a stand-alone social media post along with a picture of the owner for passive recruiting and building the bench. DM or reply "ACCESS" to gain access. https://www.skool.com/technicianfind/classroom/2a12f4f6?md=d58929eb244942cca2c12367e27f34e6