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Pinned
Jan '23 •
WELCOME NEW COMMUNITY MEMBERS!
In order to get acquainted and and help fellow community members, please share: 1. The name and location of your shop. 2. Your biggest frustration with finding techs. 3. How you found your last tech.
Pinned
Jan '23 •
THE ULTIMATE TECHNICIAN AD CHECKLIST
Use this proven checklist to create help wanted ads that grab attention, make your shop stand out and generate a consistent flow of applications on demand.
Pinned
Jan '23 •
🎉 HOW TO GET THE MOST VALUE FROM THIS GROUP 🎉
Our mission is to provide proven templates, strategies, training and top-level networking that help independent auto repair shops hire quality staff faster. ⚡ 🙌 We are thrilled to have you here! 🙌 We don't want you to end up with a business that's unprofitable or stuck because you can't find good quality staff and it’s why we created this community. 💪 It’s time to get after it! 💪 Over time, we will share with this community, everything we do on a day-to-day basis to generate 300 - 500 applications per week from high-quality technicians, service advisors, managers and every other staff position. These tools, strategies and techniques have allowed us on average to help over 100 shops per year to find good technicians and many other high-culture employees. We want to share everything we have learned and are currently implementing with you but more importantly, we want you to share what's working for you with the group! 🚀 [STEP 1] GETTING STARTED The best place to start is by downloading THE ULTIMATE TECHNICIAN AD CHECKLIST and following it each time you write a new ad for techs. You can find it here — https://www.skool.com/technician-find-8752/the-ultimate-technician-ad-checklist?p=b1f805e9 🚀 [STEP 2] PAY IT FORWARD There's 1 thing we ask of you since you’re new here to this community… Invite 3 fellow shop owners. That’s it. 👊 Send them this link to join our community 👉 https://www.skool.com/technician-find-8752?invite=75f4593ab2fe414e94bf8369b004efb4 This community is dedicated to taking the pain out of finding high-quality employees so you can build a high performance team and grow your business without limits… We share everything from: ✅ How to properly craft an irresistible help wanted ad that attracts high-quality employees
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5d •
🚨 He caught a competitor poaching on his lot.
Had a conversation with a shop owner that got my blood pressure up. A competitor—a dealer employee—literally walked onto his property and tried to recruit one of his techs while the guy was on break. Just... showed up. On his lot. Talking to his people. Here's my take: That's not "recruiting." That's trespassing wrapped in desperation. And here's the thing—if they'll do that to you, they'll do it to their own people too. That's not a culture. That's a churn machine. What this shop owner did immediately: → Told the team: "If anyone approaches you on our property, bring it to management. No drama—just info." → Made it crystal clear: "You're not in trouble. We just need to know." → Had a calm, professional conversation with the business that pulled this move: "Do not come on our property again. Contact me directly if you want to talk." No shouting. No threats. Just clear boundaries. But here's the real lesson: The only long-term protection from poaching isn't policies or signage or confrontation. It's culture + clarity + communication. If your techs know what they have, know they're valued, and know you're invested in their future—some guy in a polo shirt wandering onto your lot isn't a threat. He's a reminder of what they don't want. Now I want to hear from you: What would you do if a competitor tried to poach one of your techs—especially on your property? Drop your playbook 👇 - Do you confront the other shop? - Do you set a policy or put up signage? - Do you pull your tech aside and ask what they need to stay? - Do you do nothing and just double down on culture? What's your move? P.S. The shop owner told me his tech brought it up before he even knew it happened. That's when you know your culture is working.
2d •
Just got off the phone with a client who admitted something painful.
"I think I let some good ones slip through the cracks." He hadn't been great about responding to comments and messages on his recruiting ads. Shop got busy. He figured if someone was really interested, they'd apply. Here's what most shop owners miss: Your Facebook recruiting ad isn't just an ad. It's a conversation starter. When you run these campaigns, unexpected things happen: → Happy customers comment saying nice things (reply and thank them) → Potential NEW customers ask if they can bring their car in (yes, this happens constantly) → The ads get shared by folks who know techs → Technicians like, comment, or share the ads That last one is where the gold is. Some techs comment to ask a question—they want to see if anyone's actually listening before they apply. Some "like" the post to bookmark it because they're at work. Some share it to send to a buddy. Every. Single. One. Is an opportunity. Look at their profile. Send a message: "Hey, saw you liked our post—are you looking for a shop or just curious?" You'd be amazed how many conversations start that way. The lesson: You're paying for these leads. Every notification is a potential conversation. Don't flush your money by ignoring them. Reply to everything. Engage with everyone. P.S. Speed matters. When someone comments or messages, respond fast. Quality techs have options—they're not waiting around for a callback.
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Proven templates, strategies, training and top-level networking to help independent auto repair shops hire quality staff faster.
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