Need a Tech Now? Here's How We Fill Your Bay.

You posted the ad three weeks ago.

You've gotten 47 applications.

One was a guy who drives for Domino's. He saw the salary and figured, how hard can it be to turn a wrench?

One used to help his dad fix cars in the driveway on weekends. He can fix anything you put in front of him. Just don't ask for ASE certifications or professional shop experience.

One went to vo tech school, got stuck at a dealer busting tires for two years, and never made it past that. Good kid. Wrong skill set for what you need.

And the other 44? Didn't respond to your call. Didn't show up for the interview. Gave you a fake number. Or simply vanished into thin air after saying "Yeah, I'm definitely interested."

Meanwhile, your empty bay is sitting there. Quiet. Costing you $1,500 to $2,000 a day in revenue you'll never get back.

Your other techs are picking up the slack. They're getting tired. You can see it. They haven't said anything yet, but you know the look.

And you're back on Indeed at 10 PM, refreshing the applicant page, wondering if this is just what running a shop feels like now.

It's not.

The system is broken. But you're not stuck with it.

HERE'S WHAT'S ACTUALLY GOING ON

About 5% of technicians are actively looking for work at any given time. Those are the only people who will ever see your Indeed ad. No matter how much money you throw at it. No matter how many times you boost it.

Five percent.

The other 95% are employed. Working. Showing up every day.

About 60% of them are happy. They're not going anywhere. Fair enough.

But the remaining 35%? They're open. They'd consider a move. They're frustrated with their dispatching, or tired of working weekends, or sick of the politics at a dealer, or watching private equity change everything about the shop they used to love.

They just aren't looking on job boards. They don't have an updated resume. They're not scrolling Indeed on their lunch break.

They're invisible to you.

And you're invisible to them.

That's the real problem. It was never a technician shortage. It's an attraction problem. The good techs are out there. They just can't see you.

That's what Technician Find fixes.

We're a done-for-you recruiting service built specifically for independent auto and diesel repair shops. We've been doing this for eight years. We've helped hundreds of shops make hires.

HERE'S HOW IT WORKS

It starts with a 90-minute onboarding call where I ask you over 100 questions about your shop. Not surface-level stuff. Deep stuff. What's your culture really like? How do you treat your techs? What happens if they have a problem? Do they work weekends? What's the pay structure? Is there a pathway to ownership? What's the dispatching like?

I need to understand what makes your shop worth leaving a comfortable job for. Because that's what we're asking a tech to do — leave the place they've been showing up to every morning and take a chance on you.

The ad has to earn that.

So we write it from scratch. Two versions — long and short. Written by a direct response copywriter trained by me who's spent eight years learning what language makes employed technicians stop scrolling and think, "Huh. Tell me more."

These ads don't look like anything else on Indeed or Facebook. They're long. They're specific. They tell the story of your shop in a way that makes it feel real — not like a corporate HR template.

One shop owner told us a customer actually made a service appointment after reading the employment ad because it reminded them how well the shop had treated them in the past.

That's the kind of ad we write.

Once you approve the ads, we launch them. Facebook. Instagram. Indeed. And 20+ additional platforms. We run 24 to 48 ads simultaneously. We monitor everything. We optimize constantly.

And when you make a hire, you tell us. We shut it all down. You stop getting charged.

No long-term contracts. No termination fees. No percentage of salary. No reactivation fees.

When you need us, we're there. When you don't, we disappear.

Some shops call us once a year. Their tech leaves, we turn the ads on, they hire someone, we turn the ads off. We don't hear from them again for 12 or 18 months. That's exactly how it's supposed to work.

Here's something else we do that most shops don't think about.

Every applicant who comes through — even the ones who aren't the right fit — we teach you how to squeeze every drop of value out of that interaction.

At the end of every conversation, we recommend you say: "Hey, I know you're going to do your homework on us. I'd like to do my homework on you, too. Can you give me the names of two of the best techs you've ever worked with so I can ask them about the quality of your work?"

Then you call those references. You ask about the applicant. And at the end of that call, you say: "By the way — we're an independent shop, we're doing great things, and we're growing. Are you, or is anybody you know, looking?"

One applicant becomes three opportunities.

We've had shop after shop make hires from those referral calls. It's one of the most powerful tools in the entire process. And most shops never think to do it because they're too focused on the one person in front of them.

Here's what shop owners are saying:

👍 One owner in California received 55 resumes in a week. Fifteen were qualified. He contacted the top candidates and hired the best fit for his business the next day.

👍 A shop in Michigan that had been trying to fill a position since December 2021 — with only three viable candidates in all that time — hired through our service after years of frustration.

👍 A shop owner in New Jersey told us they were "flooded with applicants."

👍 A long-time client in Colorado said that since using the service, they've had a consistent recruit file to draw from every time a tech leaves.

👍 One owner in Texas said it best: "Chris understands that better techs are looking for a better shop. He's helped us present our shop in the best light, and the level of applicants I am now getting are of a higher caliber."

👍 And another owner summed it up simply: "I don't have to worry about finding applicants anymore. That's off my plate."

WHAT IT COSTS

$997 per month. $497 one-time setup fee. $25-$75 per day in ad budget, determined during onboarding.

Optional application filtering for $200/month — our team reviews every application daily and sends you a ranked summary with contact information so you only spend time on candidates worth talking to.

Month to month. No contracts. Pause when you hire. Restart when you need us.

We cap the number of shops we work with at 40 locations at a time. We have strict geographic restrictions so we never pit client against client for the same techs in the same market.

If you need a tech now — comment "FIND ME A TECH" below and I'll DM you.

Or contact our hiring assistant directly: (310) 668-1781.

You can also schedule a hiring strategy session directly with me on our website [Book Your Hiring Clarity Call]

Sign up takes less than 5 minutes. Once you've created an account, someone from our team will reach out to schedule your onboarding call. Within 72 business hours of that call, your ads are live and applications start coming in.

If you're NOT in crisis right now — if you're fully staffed and want to make sure you never have to panic-hire again — ask me about EasyBench. Different service. Different problem. Same goal: making sure you're never staring at an empty bay with no one to call.

—Chris

P.S. Something happens every time we run ads that shop owners don't expect. Tens of thousands of people see them. Existing customers comment things like "You'd be blessed to work there." Techs ask questions in the comments to see if you're paying attention before they apply. And car counts actually go up — because someone sees the employment ad and says, "Hey, can I bring my vehicle in Thursday?"

Your recruiting ads become a marketing campaign for your entire business. We just make sure the ads are good enough to make that happen.

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