Quantcast
Jump to content

Where to find techs and advisors

totalautocare

By totalautocare
in Human Resources, Employees

 Share

Recommended Posts

totalautocare Enthusiast

totalautocare

Posted
Posted

We've placed ads and spent $1000's between monster. Com, indeed. Com and Craigslist and we simply cannot find experienced techs or writers. Suggestions?

 

We simply can't find them. It's like hide and seek.

 

Thoughts? Strategies?

 

Sent from my SM-T800 using Tapatalk

meowpox Enthusiast

meowpox

Posted
Posted

We are currently having the same issue. It's been crazy busy at our shop, we're booked 2 weeks out. So we started searching the beginning of this month.

  • Our facebook job ad was super popular, and tons of people shared it and tons of people tagged mechanics. But not too many resumes were actually submitted.
  • Also have ad on indeed.com....which was free but only started getting traffic when I "sponsored" the ad for $5/day. Still no applicants
  • Craigslist got a couple bites but no one qualified.
  • Tried autoservicejobs.com which was recommended on this forum and this one is getting some traffic but no applicants.
  • Monster --have not done this because says its $290 for 30 days. Not sure if this will even work.

We've interviewed several people. Found two awesome techs...both by personal referral and not by job ad. Offered both techs more than they're making now, but they both had commute issues and I think leaving their stable job for a new shop (we've only been around 1 year and 4 months) was too risky.

 

I'm new to this and have to say...this search is pretty frustrating. Maybe I'm just being impatient.

Jimbob661 Contributor

Jimbob661

Posted
Posted

Talk with the tool truck guys and managers at your parts vendors. I even paid a bounty to one of my tool guys who referred me a tech I ended up hiring. I told him I would make it worth his time if he sent an applicant to me that I hired and saw he was going to work out.

mmotley Proficient

mmotley

Posted
Posted

Talk with the tool truck guys and managers at your parts vendors. I even paid a bounty to one of my tool guys who referred me a tech I ended up hiring. I told him I would make it worth his time if he sent an applicant to me that I hired and saw he was going to work out.

How much were you paying for finding employees?

Jimbob661 Contributor

Jimbob661

Posted
Posted

Once I was sure the guy would work out, I gave him $200. Might be high, but the guy is productive and does good work! Well worth the cost to me!

weighit Enthusiast

weighit

Posted
Posted

How about looking in another state? Sometimes hunting out of your own area might pay off. Once i was working in Detroit and someone in Chicago contacted me. He paid for me to fly in for an interview, offered at least 10% more than I was making, would pay for the movers to move me and gave a $1,000.00 advancement check towards the cost of deposits on the new apartment. That was to be repaid over the course of the fisrt year. He said he was having a hard time finding qualified applicants in that area and was willing to pay for help outside his area. Of the 20 or so mechanics I bet 5 or 6 were from other states. Some areas of the USA are probably better at having employees willing to leave and move to another area especially if they can not only make more, but learn and become a better tech.

meowpox Enthusiast

meowpox

Posted
Posted

How about looking in another state? Sometimes hunting out of your own area might pay off. Once i was working in Detroit and someone in Chicago contacted me. He paid for me to fly in for an interview, offered at least 10% more than I was making, would pay for the movers to move me and gave a $1,000.00 advancement check towards the cost of deposits on the new apartment. That was to be repaid over the course of the fisrt year. He said he was having a hard time finding qualified applicants in that area and was willing to pay for help outside his area. Of the 20 or so mechanics I bet 5 or 6 were from other states. Some areas of the USA are probably better at having employees willing to leave and move to another area especially if they can not only make more, but learn and become a better tech.

 

Good idea but wondering how you would go about looking for out of staters...would you just list your job ad under the other state? and how would you pick where to post or which state to look in?

 

This month was the first time we actually had a hiring process and put ads for mechanics. We got a couple of out-of-state and out-of-country applicants. But there were a couple things that we had to think about.

  • We are in the SF Bay Area, which I think in 2015 became the #1 most expensive place to rent in the US, so we have to make sure we can provide a pay that is reasonable. which also means we have to make sure that person is worth it....but then how can you know this for sure until they actually work in your shop for a while? You really have to take big leap of faith. Then we were thinking how much pressure that is because we wouldn't want to put anyone in a bad living situation. Definitely a big decision. I think people want to live here but they look at the rent prices and are like NEVERMIND. lol
  • One of our reasons for denying applicants who were qualified (on paper) but coming out of state was because someone who is already involved in the car scene in CA can bring in more potential customers (from old jobs) or have contacts in the community (vendors and organizations etc)...meaning they have more to bring to the company than just being able to work well on a car...as opposed to someone just moving to the area, not familiar with the scene, the local organizations, etc. But if there was someone extremely qualified, we'd still be open to the idea. This was just out thought process.
bstewart Collaborator

bstewart

Posted
Posted

How about looking in another state? Sometimes hunting out of your own area might pay off. Once i was working in Detroit and someone in Chicago contacted me. He paid for me to fly in for an interview, offered at least 10% more than I was making, would pay for the movers to move me and gave a $1,000.00 advancement check towards the cost of deposits on the new apartment. That was to be repaid over the course of the fisrt year. He said he was having a hard time finding qualified applicants in that area and was willing to pay for help outside his area. Of the 20 or so mechanics I bet 5 or 6 were from other states. Some areas of the USA are probably better at having employees willing to leave and move to another area especially if they can not only make more, but learn and become a better tech.

 

With recent advances in technology, you shouldn't even have to fly anyone in until you've done at least 1 or 2 Skype interviews.

A good friend of mine took a job in Australia after doing multiple Skype interviews with his future company (not auto repair).

They gave him several "signing bonuses" contingent on a 4 year contract (if he breaks the contract he has to pay back a portion of the bonuses).

  • 2 months later...
carolinahigear Collaborator

carolinahigear

Posted
Posted

We hired a guy named Ricky. Was supposed to be at shop the next day to start work. Never showed. At 8:20 I told my assistant that "Ricky lost that number." The next two hires never showed so we called them "Ricky." The next hire is named Kyle and he was our top producer his first month.

 

Moral of this story.....there are lots of "Rickys," but sometimes you have to go through them to get a Top Producer!!!

 

If you don't understand "Ricky lost that number", ask Gonzo or Xrac!!!

mspecperformance Mentor

mspecperformance

Posted
Posted

This is not sage advice, just kind of my brain turning. We all do the same stuff to attract people. Ads, craigslist, etc. One idea that I liked was running a contest with your tool guy. Sponsor some sort of free raffle for $250-500 gift certificates in exchange for phone numbers and e-mail addresses of techs. I haven't ran one of these but I would assume this would at least net you a lot of good prospects. Another avenue that us owners have to explore is really hitting the streets and meeting people. Shake lots of hands. Go to places with great customer service reps. This will at least get some people to look you up and/or call.

 

The second part is where its vital to become a salesperson and a master at marketing. I know most of you guys out there are not natural sales people. You lean on the technical side and the people side can get a little muddled. What I mean by sales and marketing is that you have to build an image and reputation that will make good prospects want to come to you. All people are attracted to success and align with organizations that call to them. If your shop has a stellar reputation, great online reviews, great looking website, nice clean facility then you will get calls. The second part (salesperson) is to sell the prospect on who you are, what you are about and why should they come work for you. I am pretty good at this part and I have to tell you, every person I have interviews and sold them on our culture and our organization has been amped to start work immediately.

  • Like 1
  • 5 weeks later...
skm Community Regular

skm

Posted
Posted

why are you guy not hiring around me LOL ? ASE master tech, L1 State inspection license and Master emissions license 25 years experience still working at the same shop. Way under paid! lol

eeeautoservice Newbie

eeeautoservice

Posted
Posted

When hiring a technician, always try to check their certifications and online reviews. Many mechanics will try to offer parts or services you may not need. Checking online reviews will give you an idea of what the shop reputation looks like. Stay aware shop owners, its not like the older days when we could rely on anyone.

 

Heres an example of how i stay connected with my local audience. I wrote an article on how customers can trust us for Auto Repair in Tracy CA

dfrisby Collaborator

dfrisby

Posted
Posted

When hiring a technician, always try to check their certifications and online reviews. Many mechanics will try to offer parts or services you may not need. Checking online reviews will give you an idea of what the shop reputation looks like. Stay aware shop owners, its not like the older days when we could rely on anyone.

 

Heres an example of how i stay connected with my local audience. I wrote an article on how customers can trust us for Auto Repair in Tracy CA

I'd recommend some spell check and grammar review first. Second, any shop can tell you how good and honest they are. I think you would have better results not talking down other shops and just focusing on your shops principals. By talking down about other shops in area, and telling how great your shop is, my first instinct is to be suspicious. You have 1 "customer review" and because it's also written in improper English, just as the rest of the page, I suspect that the author is one and the same. As a consumer, I'd see this page as one giant red flag and take my work elsewhere.

 

Just make a page for customers r

 

Sent from my SM-N920V using Tapatalk

dfrisby Collaborator

dfrisby

Posted
Posted

Sorry, two year old cut me off short. Just make a simple page with actual quotes and statements about your business. Your audience will trust what your customers say about you far more than what you say about you.

 

Sent from my SM-N920V using Tapatalk

dfrisby Collaborator

dfrisby

Posted
Posted

I just read your other articles, and I think your intent is good. After reading them, I have to strongly recommend getting somebody to proofread them. The AC article is the best, with useful information for the consumer. I'd recommend continuing with articles like that about brakes, cooling system, maintenance, driveline noises and such. Don't create distrust for the industry with negative comments about other shops. Just keep it about the positive things your shop provides.

 

Sent from my SM-N920V using Tapatalk

  • 2 weeks later...
bluewater182 Explorer

bluewater182

Posted
Posted

The problem finding seasoned techs has been around for years. Best way to find someone (for me) have been Tool Trucks and ATG Training classes. If they are driven enough to learn, they will probably fit in with your business. If you have the time, do not forget your local Trade or Vo-Tech school, get to know the instructors, get involved with their advisory board! My local schools LISTEN to their advisory board ( you can give input on curriculum). If you want to teach them your way, why not start there? My master Tech was a graduate, and I am molding him to the way I want it done, He has achieved his Ase Masters and has been a solid guy. He was the Auto tech Instructors "pick of the litter".:)

  • 4 weeks later...
tirengolf Collaborator

tirengolf

Posted
Posted

Spent 2 hours on the phone yesterday with a local shop owner that has retail shop in my area as well as a nationally syndicated radio program . He had 2 of his four techs leave him in 4 weeks , really unethical stuff. The tech industry is in serious trouble as we speak. How many years will this go on, the instant gratification these guys want today is unreal. I really interact with my customers which in tern my customers interact with my techs. I recently had a GM master tech work 3 weeks with me, 32 years with GM , only 2 shops , over 600 GM classes, poor guy is lost out in the real world. Had to fire him after only 3 weeks. Just seems like these guys can't get past the glory days of the stealership years they had. The large dealerships trend appears they are firing the high paid guys and replacing with lower paid techs. The dealership high paid days over. The dealerships in our area have gone to a Team Leader program with 4 parts changers below them. Shoot I had rather be behind and do it all myself. Our business is very good in our area , people are starving for ethical shops. I have been aware of the tech shortage reading all available resources possible, guys it looks dismal. Will this shortage get better ??? Am I missing something , maybe I just don't get it, maybe all those years of low paid techs has caused this or is it just evolving society. This has become a very serious issue to me. You guys have a good weekend. David

Create an account or sign in to comment

You need to be a member in order to leave a comment

Create an account

Sign up for a new account in our community. It's easy!

Register a new account

Sign in

Already have an account? Sign in here.

Sign In Now
 Share
Go to topic listing

  • Available Subscriptions

    See all Subscription Plans

  • Have you checked out Joe's Latest Blog?

    • Joe Marconi
      The Technician Shortage Is Our Fault, And It's Time We Own It
      By Joe Marconi in Joe's Blog
         0 comments
      The Technician Shortage Is Our Fault, And It's Time We Own It
      Nearly every day, I hear shop owners complain: "There's a technician shortage. We can't find qualified people. There's no one out there." If that's true, then who's to blame?
      The industry? The schools? The government? I don't know how you feel, but who promised us an endless supply of qualified technicians?
      Another common complaint is that young people do not want to work in the trades. Well, if that were true, then why are other trades such as HVAC, electrical, and plumbing growing? What are they doing that the automotive industry is not? 
      Here's the reality we need to face: We do have a problem, but we shouldn't look for someone or any entity to rescue us. Not the government. Not the trade schools. Not the recruiting companies. No one owes us a workforce. If we want great people in our industry, it's up to us. At some point, we need to own up to the truth: Building a pipeline of qualified technicians is our responsibility.
      In this blog article, I will break down the key reasons we are in this situation today and what we, as an industry, can do to solve the technician shortage. Are you ready to look in the mirror?
      Have We Pushed Technicians Away?
      Let's take a look at flat-rate pay. True flat rate, which pays a technician only for the hours they produce, is a controversial pay plan that emphasizes high production levels and creates a competitive work environment that, if not properly controlled, can lead to increased mistakes and a decline in morale and team spirit. Additionally, the stress and physical demands placed on technicians as they age are not favorable to long-term employee retention. What do we do with technicians as they grow older into their fifties and begin to slow down? 
      I have heard all the arguments and pros and cons of flat-rate pay, and I am not going to judge any pay plan. Let the facts speak for themselves. True flat rate has changed in most areas around the country and has evolved into a pay plan that gives technicians some pay guarantee.
      Many shop owners have learned that team morale, along with the opportunity to earn income, is important to technicians and to the company's long-term success. But let me ask you: how many technicians have left or been pushed out over the years because of the old flat-rate pay system?
      Another issue is the workplace environment. I remember being grateful to be hired as a young technician at a local repair shop. While very thankful, the work environment was not ideal. The shop owner kept the bay doors open year-round (I am from New York) unless it rained or snowed. He felt that if the bay doors were closed, customers might think we were closed for business. We had no heat and no hot water. Many of the jobs were done outside, year-round,  in all types of weather. The starting pay was minimum wage, with no benefits, sick days, or vacation pay. 
      Now, again, I need to point out that I was truly grateful for the opportunity this shop owner gave me. I learned a lot working there, and the experience was pivotal in my career. But looking back, I wonder how many people were discouraged by these working conditions?
      While the physical demands of the repair workplace are daunting, perhaps even more critical is the culture. Too many of my generation shop owners preached the mindset of "my way or the highway." We were the business owners, after all. We started our companies, took all the risks, and provided jobs. Why shouldn't we be the ones to set the ground rules our way?   
      Many of us found over the years that the "my way or the highway" mentality was a sure way to isolate employees and make them more likely to look over the fence for greener grass. In other words, it led many technicians to seek employment elsewhere, where they felt they could be appreciated and recognized for their hard work. The issue, however, was that there wasn't much green grass around. Disappointment after disappointment, bouncing from repair to repair shop, eventually led to despair. So, I ask you: were workplace conditions a contributing factor in today's technician shortage?
      Another factor that we are all well aware of is the complexity of the modern automobile. When I started, the work was mostly physical, and you were required to master essentially three vehicle models: General Motors, Ford, and Chrysler. Let's fast-forward to today. The evolution of automotive technology, along with the extensive training and tools required, has outpaced the typical technician's pay compensation, with no clear career path. Again, leading to frustration and insecurity about the future.
      Here is the bottom line: people don't leave their job; they leave their experience. We must do a better job. 
      The News Isn't all Bad; Your Next Steps to Fix the Technician Shortage
      To fix the technician shortage, it will take a combined effort from everyone in the automotive industry, particularly automotive shop owners. Shop owners are in the perfect position to make the greatest impact, not only on their businesses but also on the future automotive workforce.
      First, shop owners must become better leaders and understand that their ultimate success is directly dependent on the people they assemble around them. Any shop owner who mistakenly believes they can build an empire solely on their abilities is destined for serious disappointment. Business owners who think like this will eventually plateau. Without the collective contributions from a team of qualified people, your business will stall; it will not continue to grow.
      Create a workplace that attracts top talent: a clean, professional, well-equipped facility designed to support productivity, teamwork, and a career, not just a job. Build a great reputation in your community by getting involved locally. Become the auto repair shop that people take notice of as "the" place to work.
      Next, shop owners must become more financially knowledgeable. Knowing your numbers and what you need to achieve for a strong bottom-line profit is essential to paying technicians the money they need and deserve. Profit will also allow you to compete with other trade industries by providing a benefits package that has real take-home value and security.
      When it comes to culture, this is where the rubber hits the road. People crave recognition, praise, and a sense of purpose. Despite what you hear, people are not just money-motivated. Once people feel secure in their financial situation, retaining and motivating technicians can only be achieved by connecting with them on an emotional level. You cannot show enough appreciation. Give out praise for a job well done as if your business depended on it, because it does.
      As technicians age, we need to have a place for them. Expecting a 58-year-old to perform like a 35-year-old is unrealistic. We need to be more focused on career pathing. Provide training, skill development, and coaching to develop leaders and mentors within our older workforce. While their bodies may have slowed, the knowledge they have gained is priceless. 
      Our future is dependent on young people entering our industry. We need to give more young people opportunities. Every shop owner across the country should consider hiring an apprentice, then build an apprentice training plan and career path for them. If every shop did this, we could solve the technician shortage within five years. Get involved with the trade schools and high schools in your area. Look into the NAPA Apprenticeship Program. Don't sit on your hands with this one. Do it today.
      Lastly, don't get left behind. Commit to ongoing training for all your employees. Keep up to date with tools and equipment tailored to your business model. Don't try to be all things to all people and all vehicles. Identify your core profile customer and the vehicles they drive, and become an expert on those vehicles and the services you offer.

  • Similar Topics

    • Changing The Industry
      Episode 271 - Training New Techs & Building a Lasting Automotive Business With Charles Mitchell
      By Changing The Industry
      Episode 271 - Training New Techs & Building a Lasting Automotive Business With Charles Mitchell
    • carmcapriotto
      From Guesswork to Process: Modern Diagnostic Strategies for Auto Repair Shops [RR 1093]
      By carmcapriotto
      Thanks to our Partners, NAPA Auto Care and NAPA TRACS Watch Full Video Episode Recorded live at the 2026 TST Big Event, Carm Capriotto sits down with automotive trainer Ken Zanders to discuss the importance of ongoing technical education, building efficient diagnostic processes, and adapting to rapidly evolving vehicle technology. Ken explains why too many shops still rely on a chaotic “grocery list” approach to repairs and how a structured diagnostic strategy can dramatically improve technician efficiency, profitability, and customer trust.
      What You’ll Learn
      Why inefficient diagnostic habits directly reduce technician productivity, shop profitability, and overall earning potential. The importance of following a structured diagnostic workflow instead of guessing and replacing parts. How electronic relative compression testing with a lab scope and amperage probe can reduce diagnostic time from hours to minutes. How modern vehicle technologies like GM’s Vehicle Intelligence Platform (VIP) and Over-The-Air (OTA) updates are changing diagnostics and repair procedures. Why continuous education is no longer optional for automotive professionals working on today’s advanced vehicle systems.
      The biggest takeaway from this episode is that repair shops cannot afford to operate in constant chaos and guesswork. A reactive “grocery list” approach to diagnostics leads to wasted time, unnecessary parts replacement, lower profits, and poor customer outcomes. To succeed in today’s increasingly complex automotive industry, shop owners must create a year-round training strategy that helps technicians diagnose efficiently, think critically, and continuously improve their skills. Structured processes, modern testing methods, and ongoing education are no longer advantages; they are necessities for survival and growth.
      TST Big Event: https://tstseminars.org/
      Ken Zanders, Dorman Training
      Don’t Base Your Success On Probability – Ken Zanders [RR 822]: https://remarkableresults.biz/remarkable-results-radio-podcast/e822/
      Thanks to our Partners, NAPA Auto Care and NAPA TRACS
      Learn more about NAPA Auto Care and the benefits of being part of the NAPA family by visiting https://www.napaonline.com/en/auto-care
      NAPA TRACS will move your shop into the SMS fast lane with onsite training and six days a week of support and local representation. Find NAPA TRACS on the Web at http://napatracs.com/
      Connect with the Podcast:
      Visit the Website: https://remarkableresults.biz/
      Subscribe on YouTube: https://www.youtube.com/carmcapriotto
      Follow on Facebook: https://www.facebook.com/RemarkableResultsRadioPodcast/
      Follow on LinkedIn: https://www.linkedin.com/in/carmcapriotto/ Follow on Instagram: https://www.instagram.com/remarkableresultsradiopodcast/ Join Our Virtual Toastmasters Club: https://remarkableresults.biz/toastmasters Join Our Private Facebook Community: https://www.facebook.com/groups/1734687266778976 Join our Insider List: https://remarkableresults.biz/insider All books mentioned on our podcasts: https://remarkableresults.biz/books Our Classroom page for personal or team learning: https://remarkableresults.biz/classroom Special episode collections: https://remarkableresults.biz/collections Buy Me a Coffee: https://www.buymeacoffee.com/carm   The Automotive Repair Podcast Network: https://automotiverepairpodcastnetwork.com/ Remarkable Results Radio Podcast with Carm Capriotto: Advancing the Aftermarket by Facilitating Wisdom Through Story Telling and Open Discussion. https://remarkableresults.biz/ Diagnosing the Aftermarket A to Z with Matt Fanslow: From Diagnostics to Metallica and Mental Health, Matt Fanslow is Lifting the Hood on Life. https://mattfanslow.captivate.fm/ Business by the Numbers with Hunt Demarest: Understand the Numbers of Your Business with CPA Hunt Demarest. https://huntdemarest.captivate.fm/ The Auto Repair Marketing Podcast with Kim and Brian Walker: Marketing Experts Brian & Kim Walker Work with Shop Owners to Take it to the Next Level. https://autorepairmarketing.captivate.fm/ The Weekly Blitz with Chris Cotton: Weekly Inspiration with Business Coach Chris Cotton from AutoFix - Auto Shop Coaching. https://chriscotton.captivate.fm/ Speak Up! Effective Communication with Craig O'Neill: Develop Interpersonal and Professional Communication Skills when Speaking to Audiences of Any Size. https://craigoneill.captivate.fm                                          Click to go to the Podcast on Remarkable Results Radio
    • Drivi
      How many empty bays do you have each month? Could AI actually help fill them?
      By Drivi
      Hey everyone,
      I'm building a tool that helps auto repair shops plan preventive maintenance automatically — it predicts when each customer should come back, sends reminders, and helps keep the shop busy year-round.
      But before I go any further, I’d rather hear it from real shop owners:
      How many hours or bays do you usually have sitting empty every month?
      What percentage of your work is planned maintenance vs emergency jobs?
      Do you use any system right now to remind customers about service? How well does it work?
      What would make you not trust an AI system that claims to schedule customers automatically?
      I’m not here to pitch vaporware — I want to understand how shops actually think about preventive work and downtime.
      If a few of you are curious, I can share a short demo and would love your honest feedback.
      Thanks for sharing your experience — it’s worth way more than any market research report.
    • nptrb
      Why Tax Season Feels Like a Surprise Every Year (Even When You Know It’s Coming)
      By nptrb

      Premium Member Content 

      This content is hidden to guests, one of the benefits of a paid membership. Please login or register to view this content.

    • carmcapriotto
      The “Monster” in Your Head Is Costing Your Shop Money [RR 1086]
      By carmcapriotto
      Thanks to our Partners, NAPA Auto Care and NAPA TRACS Watch Full Video Episode In this episode of Coffee with Carm and a Coach, host Carm Capriotto sits down with Greg Bunch, business coach and Founder at Transformers Institute and owner of Aspen Auto Clinic, to unpack the mindset barriers that quietly limit leadership and growth in auto repair.
      At the center of the conversation is the “monster” voice that is wired for survival, not success. While it once kept us safe, today it often holds leaders and advisors back from difficult but necessary actions: addressing underperformance, having honest conversations, or confidently recommending needed work. Left unchecked, that fear can cost shops hundreds of thousands, even millions, in missed opportunities.
      Greg shares five foundational pillars for effective leadership:
      Wisdom: Surrounding yourself with the right voices and guidance Knowledge: Understanding your numbers and facts without emotion Understanding: Knowing what those numbers actually mean in your business Diligence: Doing what needs to be done, even when it’s uncomfortable Right Choices: Staying aligned with your values, no matter the pressure
      Together, Carm and Greg explore how business is ultimately an emotional math problem, a constant balance between data-driven decisions and the human side of leadership. They also challenge listeners to become perpetual students, actively seek honest feedback, and confront the habits that hold them back.
      The episode wraps with a powerful reminder: long-term success comes from “slow dimes,” not “fast nickels.” Doing the job right, every time, builds trust, safety, and sustainable profitability.
      Greg Bunch, Aspen Auto Clinic, Transformers Institute. Listen to Greg’s previous episodes HERE. https://transformersinstitute.com/ Thanks to our Partners, NAPA Auto Care and NAPA TRACS Learn more about NAPA Auto Care and the benefits of being part of the NAPA family by visiting https://www.napaonline.com/en/auto-care NAPA TRACS will move your shop into the SMS fast lane with onsite training and six days a week of support and local representation. Find NAPA TRACS on the Web at http://napatracs.com/ Connect with the Podcast: - Follow on Facebook: https://www.facebook.com/RemarkableResultsRadioPodcast/ - Join Our Virtual Toastmasters Club: https://remarkableresults.biz/toastmasters - Join Our Private Facebook Community: https://www.facebook.com/groups/1734687266778976 - Subscribe on YouTube: https://www.youtube.com/carmcapriotto - Follow on LinkedIn: https://www.linkedin.com/in/carmcapriotto/ - Follow on Instagram: https://www.instagram.com/remarkableresultsradiopodcast/ - Visit the Website: https://remarkableresults.biz/ - Join our Insider List: https://remarkableresults.biz/insider - All books mentioned on our podcasts: https://remarkableresults.biz/books - Our Classroom page for personal or team learning: https://remarkableresults.biz/classroom - Buy Me a Coffee: https://www.buymeacoffee.com/carm - Special episode collections: https://remarkableresults.biz/collections - The Automotive Repair Podcast Network: https://automotiverepairpodcastnetwork.com/ - Remarkable Results Radio Podcast with Carm Capriotto: Advancing the Aftermarket by Facilitating Wisdom Through Story Telling and Open Discussion. https://remarkableresults.biz/ - Diagnosing the Aftermarket A to Z with Matt Fanslow: From Diagnostics to Metallica and Mental Health, Matt Fanslow is Lifting the Hood on Life. https://mattfanslow.captivate.fm/ - Business by the Numbers with Hunt Demarest: Understand the Numbers of Your Business with CPA Hunt Demarest. https://huntdemarest.captivate.fm/ - The Auto Repair Marketing Podcast with Kim and Brian Walker: Marketing Experts Brian & Kim Walker Work with Shop Owners to Take it to the Next Level. https://autorepairmarketing.captivate.fm/ - The Weekly Blitz with Chris Cotton: Weekly Inspiration with Business Coach Chris Cotton from AutoFix - Auto Shop Coaching. https://chriscotton.captivate.fm/ - Speak Up! Effective Communication with Craig O'Neill: Develop Interpersonal and Professional Communication Skills when Speaking to Audiences of Any Size. https://craigoneill.captivate.fm                         Click to go to the Podcast on Remarkable Results Radio


  •
    Joe Marconi

    Marketing Strategies To Attract and Retain Your Ideal Customers

    By Joe Marconi, in Automotive Marketing,

    1 comment 7,924 views
    Joe Marconi

    Every shop owner tracks gross sales. But is that really the number you should be focused on?

    By Joe Marconi, in Joe Marconi's Tips and Articles,

    0 comments 1 35 views
    nptrb

    Mid-Year Reset: What Your Auto Shop’s Numbers Are Telling You

    By nptrb, in Automotive Management,

    0 comments 9 views

  • Our Sponsors

Main Sections

More Sections

Discussion Forums

×
×
  • Create New...