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spencersauto

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I'm currently looking to hire a new lead technician and would like to find out what your paying your lead technicians. We are in a small town, population around 4,000. 4 bay shop with one lead tech and one c tech. My lead is leaving after 15 years because his wife is changing jobs. He's been with us since we opened . He's currently being paid $1100 a week salary and averages 40 hours per week. My c tech has been with me 10 months and is paid $13 per hour. Ive got one that applied asking for $35 a flag hour and another $1500 a week. Either I'm under paying or these guys are crazy.  Would also like to know if you pay per flag hour, working hour, salary, or hourly plus commission. 

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AndersonAuto

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15 hours ago, spencersauto said:

I'm currently looking to hire a new lead technician and would like to find out what your paying your lead technicians. We are in a small town, population around 4,000. 4 bay shop with one lead tech and one c tech. My lead is leaving after 15 years because his wife is changing jobs. He's been with us since we opened . He's currently being paid $1100 a week salary and averages 40 hours per week. My c tech has been with me 10 months and is paid $13 per hour. Ive got one that applied asking for $35 a flag hour and another $1500 a week. Either I'm under paying or these guys are crazy.  Would also like to know if you pay per flag hour, working hour, salary, or hourly plus commission. 

Are you able to maintain a good labor gross profit while paying $35 per flag hour? What's your labor GP target?

I would be more leery of the guy wanting $1500 a week than the guy looking for flat rate. At least the guy wanting flat rate knows he can produce enough to make money. The guy wanting $1500 a week could be great, but more likely just has a high opinion of himself and wants to be taken care of whether he gets any work done or not.

spencersauto Enthusiast

spencersauto

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Could we do $1400-1500 a week yes, but I also don't want to be overpaying. I know there is a scale out there what lead technicians are being paid and I want to see what that range is.

AndersonAuto Community Regular

AndersonAuto

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But could you do $1500 a week at a proper GP? What if the salaried tech doesn't produce?

I pay my master techs $32 a flag hour with absolutely no guarantee. That will likely go up shortly, but as a reference point that's where we are. 

autorepairuniversity Apprentice

autorepairuniversity

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Wow... I should come work for you! In my part of the country, I have found that techs make between $13-20 per hr depending on skill level. There is also a lot of shops paying flat rate. I prefer to pay hourly. That being said.. I know first hand how important it is to take care of your employees. Ive been blessed with great guys and would do almost anything to keep them!

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pfseeley442 Explorer

pfseeley442

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My highest paid technician has been $60k per year. We average about $22 per hour. Our labor rate is $90 per hour. My two guys I have now at $20 per hour are averaging 32-35 hours per week. If you are paying that rate I would only go flat rate. That will cover you. If you are paying someone $1500 per week and it slows down that could drain the bank account very quickly. 

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    • Joe Marconi
      The Toolbox is Last to Leave, First is the Heart
      By Joe Marconi in Joe's Blog
         0 comments
      It always amazes me when I hear about a technician who quits one repair shop to go work at another shop for less money. I know you have heard of this too, and you’ve probably asked yourself, “Can this be true? And Why?” The answer rests within the culture of the company. More specifically, the boss, manager, or a toxic work environment literally pushed the technician out the door.
      While money and benefits tend to attract people to a company, it won’t keep them there. When a technician begins to look over the fence for greener grass, that is usually a sign that something is wrong within the workplace. It also means that his or her heart is probably already gone. If the issue is not resolved, no amount of money will keep that technician for the long term. The heart is always the first to leave. The last thing that leaves is the technician’s toolbox.
      Shop owners: Focus more on employee retention than acquisition. This is not to say that you should not be constantly recruiting. You should. What it does means is that once you hire someone, your job isn’t over, that’s when it begins. Get to know your technicians. Build strong relationships. Have frequent one-on-ones. Engage in meaningful conversation. Find what truly motivates your technicians. You may be surprised that while money is a motivator, it’s usually not the prime motivator.
      One last thing; the cost of technician turnover can be financially devastating. It also affects shop morale. Do all you can to create a workplace where technicians feel they are respected, recognized, and know that their work contributes to the overall success of the company. This will lead to improved morale and team spirit. Remember, when you see a technician’s toolbox rolling out of the bay on its way to another shop, the heart was most likely gone long before that.

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