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:

I'm running a side experiment with @Brian Nerger to augment his current technician hiring campaign... Ever wonder what would happen if you built your entire hiring strategy around a single, ideal technician? We're doing it now. Meet Jason Reeves. He's not real… but he might as well be. This little experiment changed how I think about recruiting and I can't wait to report the results. 👇 Curious? Take a look at Jason's "Wanted Poster" and tell me what stands out to you. (And yes—you probably have a Jason out there looking for you too.)