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Mar 21 •
Short-staffed, scrambling, or stuck on hiring?
Here's what I've learned working with 220+ independent shops: Every owner I talk to is in one of three situations. And each one requires a completely different fix. Trying to solve the wrong one is why most owners stay frustrated. Here's how to figure out which one you're in — and what to do about it. 👉 SITUATION 1: “I need a tech. Yesterday.” Your bays are sitting empty. Your backlog is growing. Your best techs are burning out covering the gap. You’ve tried Indeed, ZipRecruiter, word of mouth. Nothing’s working. You need a hire, and you needed one three months ago. → This is what Technician Find solves. I only take 4 hiring clarity calls per week. Not a sales pitch. A diagnostic. We'll look at your market, your ads, and your pipeline and I'll tell you exactly what I'd change. Apply here: [HIRING CLARITY CALL] → Want the details on how Technician Find works? [HERE'S HOW WE FILL YOUR BAY] 👉 SITUATION 2: “We’re okay right now. But I never want to start from zero again.” You’ve been through the panic of losing a tech with nobody waiting in the wings. You swore you’d never let it happen again. But life got busy, and now your bench is empty. → EasyBench exists for exactly this moment. It’s the done-with-you bench-building system that keeps your pipeline warm when you’re not desperate. Details here: [EasyBench] 👉 SITUATION 3: “The problem is bigger than hiring.” You’re doing the revenue. But you’re exhausted. Your team is disengaged. You’re making reactive decisions because you’re running on fumes. The hiring problem might actually be a leadership-energy problem. → Life Calibration helps shop owners recalibrate before the wheels come off. Start with the diagnostic: [LIFE CALIBRATION DIAGNOSTIC TEST]
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.
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2d •
[PODCAST] Tuesday he applies. Friday he’s gone.
A decent tech applies on Tuesday. What has to happen before Friday, or he’s gone? Marcus Cudd asked me that on The Dispatch Podcast. Be honest. Could you answer it? Most owners can’t. Not because they don’t care. Because they don’t have a hiring process. They have a hiring reaction. Tech quits Friday. Panic Monday. Ad goes up Tuesday. Thursday: “Nobody good applied.” Now, The Dispatch is a heavy-duty show. Marcus co-hosts with Buck Monson, President of TruckShop411 and owner of Monson Truck & Trailer Repair. So why am I posting it in a room full of mostly auto shops? Because I work with both. And here’s what most people don’t expect. Different vehicles. Different hours. Road calls at 2 AM. The hiring mistakes? Identical. The diesel tech Buck wants and the A-tech you want work on very different equipment. But neither one is looking. Both are working. And both are watching your shop. What we got into: → Why most tech ads lose the right guy before the third line → Who should make the first call, and who most shops hand it to instead → How a six-bay independent goes up against a dealer’s sign-on bonus → Why good techs leave in the first year, and why they won’t tell you the real reason 🎧 Apple: [The Dispatch Podcast - Finding & Keeping Technicians] 🎧 Spotify: [The Dispatch Podcast - Finding & Keeping Technicians] P.S. Run a heavy-duty shop? TruckShop411 is free for independent truck shop owners. The full video is in their library, and I’m leading a group there on hiring and keeping technicians: TruckShop411.com
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![[PODCAST] Tuesday he applies. Friday he’s gone.](https://assets.skool.com/f/0f2b6c0ee8da4de29d00dd6fddb4b109/cd6ef1d6fc794c069b784290617c41eaacac2995a052421dbf45f2bbd1bdd8ad.jpg)
2d •
Your Referral Bonus Is Missing a Zero
I've told shops to pay a $500 referral bonus for years. It works. Sometimes. This morning I found out I was thinking way too small. I was walking my dog and listening to Alex Hormozi on a podcast. He told a story about a business owner who grew 40X by changing one number. The owner paid his agents $500 for every new agent they brought in. His mentor asked him, more or less: "What does one productive agent make you in gross profit?" "About $250,000." "So you'll spend $500 to make $250,000? What would you pay to make $250,000?" "I don't know. $50,000?" "Then start your bonus at $25,000." He did. $500 to $25,000. His business went from $10 million to $400 million. I'd never once thought about a referral bonus that way. I sat with that number. Then I ran the numbers for our industry. Hunt Demarest is a CPA who works with auto repair shops. When I was on his podcast, he walked through what an empty bay really costs on average across hundreds of shops: $29,500 in sales per bay, per month. About half of that is gross profit. About $15,000 a month. About $175,000 a year. Not revenue. Gross profit. Out of your pocket. His agent was worth $250,000 in gross profit. Your empty bay costs you $175,000 in gross profit. Smaller number. Same math. So let me ask you. Would you pay someone on your team $10,000 to bring you a good tech? $15,000? If your gut just said "no way," mine did too. Then I dug deeper into the math. $10,000 is about three weeks of that empty bay. $15,000 is about one month. You're already paying it. You're just paying it to nobody. So why is $500 hit or miss? Because $500 gets your crew’s attention. It doesn’t get their effort. With $500 on the table, a tech waits for a name to fall in his lap. A buddy mentions he’s fed up with his shop. If it happens, great. If it doesn’t, he forgets the bonus exists. With $15,000 on the table, he goes looking. He racks his brain for every good tech he’s ever worked next to. He scrolls his phone. He makes the call he’d normally never make.
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4d •
🔔 Ring the Bell 🔔
Congratulations to Dream Work Automotive in Charlotte, NC on bringing in a new Service Manager! 🎉 One Service Manager hired. Two more technicians came with him. A good Service Manager does more than keep the shop running. They build relationships, earn people’s trust, and know how to bring a team together. And sometimes those relationships pay off before they’ve even settled into the job. Congratulations to Dream Work Automotive and their growing team! 👏
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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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