Got this question from a client yesterday. Here's what most shop owners don't realize: Techs aren't hibernating. They're still scrolling social media and hanging out in the trade groups just as much as any other time of year. They're just not moving yet. Which means December is actually the perfect time to start conversations—not close them. Think of it like warming up an engine before you drive. The shops that plant seeds now? They're the ones techs reach out to in January when they're finally ready to make a move. The shops that wait? They're competing with everyone else who had the same "wait until the new year" idea. Recruiting is like marketing—it's never a bad time to do it. And when you really need it, you always wish you started sooner. Are you planting seeds now or waiting for spring?

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).

I just wanted to let you know that I'll be offline, for the most part, until mid-next week. I'm hopping on the 6am flight to Maryland to join up with @Niklas Rahkonen and a powerhouse group of shop owners from the Shop Management Alliance 20 Group to visit @Jorge Gilligan's shop Revolution Motor Works on Friday and Saturday. Then we will be heading up to Boston to visit @Rob Morrison's shop Morrison's Auto Rite on Monday. These guys are rock stars each running multi-million dollar independent shops so it's always a pleasure for me to see how it looks when things are done the right way. That being said, there's always room for growth. We have a bunch of seasoned shop owners on the tour who will be examining each of the major business operating divisions of these shops and give them feedback to help them remove bottlenecks and hit their goals even faster. And you know me, there will be a little bit of helpful AI mixed in to the program to make implementation even easier. The last shop visit we conducted had over 257 years of combined shop management experience in the room giving real world, practical business growth advice. The comments coming out of the event were outstanding! I don't want you to miss out so I'll post pictures when I get back. Btw, if you want to bring this powerhouse growth opportunity to your shop for a visit. DM me and we can set something up for 2026.

More power for building secret AI hiring weapons for independent shop owners. I can't wait!💪🏽

It hit me like a wrench to the skull. There's a part where he talks about the "Life Raft Drill" - when your business hits a rock and starts taking on water. Sound familiar? I've talked to some of you who feel like you are drowning right now. Techs quitting. Profits tanking. You're back under the hood instead of running the business. Here's what Dawson says that made me think of you: "You're the captain of a ship with 15 employees, and you just hit a rock. Your ship is going to sink... But you have a life raft." The problem? When staffing chaos hits, most shop owners try to plug EVERY hole. They're bailing water, rowing, AND trying to steer. That's not leadership. That's panic. Dawson's brutal truth: Some people need to be thrown overboard. Not because they're bad people. But because when you're sinking, you need fighters - not passengers. His "watermark concept" is genius: - Draw a line at your breakeven point - Show EVERYONE where it is - Make it clear: we stay above this line or we ALL sacrifice No more carrying dead weight while your A-players burn out. Look, I help shops find techs every day. But sometimes the answer isn't hiring MORE people... It's getting the RIGHT people rowing in the same direction. Who's plugging holes, who's rowing, and who's just... there? Drop a comment: What's your biggest staffing crisis right now? Let's help those shops that are struggling right now stay afloat. P.S. If you need the full Emergency Business Response guide, DM me. It's pretty bold but every shop owner that is in emergency condition should read this. #AutomotiveLeadership #ShopOwnerStruggles #StaffingCrisis