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Posted

hey all! I'm wondering if anyone knwos of any open source repair software? I'm a fan of wordpress as open source, gimp, open office so on I was hoping to find something to help manage a small shop with invoicing - similar to the big names but open source....anyone know of anything? 

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Posted

None that I've heard of.  If you are running a business, for sure you need an accounting program.  Quickbooks will let you do invoices.    See this topic: 

I'd pull my hair out if I had to use QBs for invoicing.  With a low car count, it would work fine.   Once you add volume, it's not optimal.  My SMS makes my life so much easier and is easily worth the cost.   When I first started, I didn't appreciate the value, but I do now.  I only knew that I needed one.

Posted

Thanks for the info sir. I like quickbooks, lost without it really. Can you recommend anything that sits on my website to give customers an online invoice? I suppose hoping for a cheap wordpress plugin or similar would probably be a long shot! 

Posted

You are asking for advanced features of paid SMS.  Lots of feature innovations are out there.  You'd probably like them.

I'd say embrace the free paper model or raise your rates to buy a modern SMS.   

I print paper invoices, myself.

I don't see people wanting to interact with your website to get their invoices anyway. If you are going paperless, email the invoice to me.   Don't make me login to your website to get my invoices.  

Posted

That makes sense, I guess it is asking for a lot. I haven't actually been on the customer side of a digital vehicle inspection or paperless invoice, do most of them operate through email/text? 

I had another shop about a decade ago with my buddy and it was all paper back then mostly quick books or maybe excel if I remember right. There weren't many DVIs or online invoices available that I remember. I didn't handle the bulk of the paperwork I was working on cars, now I'm planning on doing both. Probably wasn't paying attention to it back then, now there's 100 different sms to choose from.

I'd really like to accept cards online is my main goal. The easier it is for a customer to pay the better, is my thinking.  $400 a month from some of these places for an sms is a big jump from $10 in paper, $50 worth of ink and a $15 QB subscription. The same $400/month would go a long way towards a bigger shop, AC, another lift.

Does anyone get value from $4800/year in software? 

Posted
1 hour ago, WillieB said:

Does anyone get value from $4800/year in software? 

$400/month is a mere 2.66 hours of billable time.   If you are operating alone, then think of the software as a very low cost assistant.  If this software can free you up to make more billable hours, you come out ahead.   Trying to do billing in QB's would take much more of your time.   When it comes time to balance your parts purchases, having all of this done within the SMS is a huge time saver.   Being able to go back to older invoices to review parts and labor and findings is invaluable.   The ability to order parts online is wonderful.    Your goal should be easy to use, and helps you save time.   Time is what you sell.  Protect it at all costs!  

Find a modern SMS with built-in Digital Inspections, even if you don't use it at first.   DVI means that they'll have multiple methods of communicating with your customer as DVI requires robust communications.  Pay the going rate, don't go for cut-rate offerings.   If the software company does not make money, then they can't update their software and provide you with support.   You want them to be healthy.

With a Credit Card terminal, your customers can give you a credit card over the phone.   However, whether text to pay or over the phone, these are the riskier models of payment.  Pay at the terminal is the safest for you.   They pay when they pick up the car.  It's normal. 

Posted

I guess online payment might be overkill. I’m definitely interested in a DVI system. I might be closer to $100/month budget then $400. Good to know it’s worth it though. I’m just starting off, I don’t have much of a customer base established yet.

What do you think of the industry specific website offerings vs someone more generic but local? I’ve used Wordpress before, I’m confident I can make something for my business. I’m not sure what the value of a top dollar website is vs diy? vs industry specific? 

I appreciate your insight, thanks.

Posted

Start with Quickbooks until you run out of time managing it.   Then when you switch, you'll get some time back. 

As for website, you need one to at least prove you exist   Build it yourself if you want, but without significant effort on keyword optimization, you'll not rank high on searches.  So, you need to find another way to be known.  My methods of being known are my sign on the street, advertising and word of mouth.   I don't spend any money on my own website for SEO optimization.  This is a big money battle.   I do spend money on other local websites that get 1st page rankings, well above mine, but this is just another form of advertising.   Make sure that you sign up for Google Local and be sure that all of your NAP information across your website, google maps, apple maps, etc is identical in every way .   NAP i s Name, Address and Phone Number.

Posted

Thanks for the answer, I agree SEO is really important. If you were on a limited budget would you put $400/month into SEO and marketing? or into an SMS? I probably can't afford both at the moment. 

Posted

SEO won't get you known.   It takes forever to show progress.  I'd focus on marketing...  flyers, business cards, attractive pole or building signage, advertising, radio.  Become known.   You need to be known.  Even marketing takes time to really work, but it should show signs (sales) earlier.

  • Like 1
  • 1 month later...
Posted

I stumbled across RepairGorilla.com says it's open source I'm going to install it this weekend. 

  • Like 1
Posted

RepairGorilla seems to have everything I'm looking for, its pretty basic but does the job. Invoicing online with online payments, pdf printable versions, waivers, repair approvals and DVI, not sure what else I could want at the price they charge (free)

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  • Have you checked out Joe's Latest 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.
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