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Are You Considering Mobile Services & Repairs?

Joe Marconi
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Transmission Repair Experienced

Transmission Repair

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Posted

Free pickup and delivery is a lot better that mobile service.  No investment in a mobile service vehicle, etc.  Uber to their house, pick the vehicle up.  Deliver the vehicle after the service and Uber back to the shop.  Since most customers live within a 5-mile radius, Uber is cheaper than using 2 employees to pick up and deliver.

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Transmission Repair Experienced

Transmission Repair

Posted
Posted

Both Uber and Lyft have corporate account features for pickup & delivery and/or customers.  Vehicles are too complex today to offer mobile repairs.  Light maintenance is the only thing that is technically feasible for mobile service; beyond that is a no-go.  We were a transmission and drivetrain repair only type of shop that offered free towing.  90% of the time customers would come in to pickup their vehicle and pay.  10% of the time we would take 2 employees and deliver it because Uber and Lyft weren't even dreamed of back then.

 

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tomkatv10 Apprentice

tomkatv10

Posted
Posted

Yes, I was starting to plan that out when Covid hit so it was tabled, but it’s back in play for 2023 planning. I am in a town with a lot of cars and a decent amount of auto repair facilities. We are probably the number one or two independent in regards to volume and revenue and growing steadily, but growth has been bottlenecked due to amount of bays and parking. There are no more facilities zoned for repair in the immediate area. When I moved here, my plan was to conquer this town one car at a time. Only way to get into the other shop’s territories to get those cars is to drive to them. So mobile will be part of the expansion into those territories. We be selective about what we do and what we drive back to the shop. It’s really just about expansion without another brick and mortar 

 

 

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Transmission Repair Experienced

Transmission Repair

Posted
Posted
28 minutes ago, Joe Marconi said:

Wow, now that is an issue that is worth discussing: How do you set up a process that keeps track of your mobile employees?

If you Google it, there's tons of time tracking apps for your phone.  Admittedly it won't keep employees from loafing, but that's handled by matching working hours to billed hours.  

 

 

 

 

 

bantar Community Regular

bantar

Posted
Posted
On 9/4/2022 at 8:28 AM, Joe Marconi said:

Wow, now that is an issue that is worth discussing: How do you set up a process that keeps track of your mobile employees?

Well, I have a friend that builds an application for Service Industry businesses...  Anyone that schedules repairs, has cars/trucks on mobile jobs, etc. (Carpet Cleaners, Handyman, etc)   His product is called ServiceMinder.io   It tracks driver locations, plans the routes, handles invoicing, etc.   It's probably overkill for a small mobile team.   I'd have to guess that there are other such products on the market.   Probably search for mobile worker tracking app.

In the old days before GPS, you'd see the telephone linemen (and many others I'm sure) taking a nap on the side of the road, and no one knew that they were not "on the job".   Now, with GPS, you are on a leash.   I'm betting that it also reduced the revenue on the golf courses too.   Some people like siestas and some like to play.  

The new GPS technology reminds me of a story that a friend told me about another new technology that started back in 1974.....  Direct Deposit.   Many people would get a check on Friday, cash it and then bring home, let's say 80%, pocketing the other 20% for fun money.   The wife didn't know how much the husband really made.    He said his team was livid about having to use Direct Deposit.   It worked out well for those wives as their husbands FINALLY received that long over due "raise".  😁    Technology is both great and evil depending on context.

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bantar Community Regular

bantar

Posted
Posted
On 9/10/2022 at 3:27 PM, Joe Marconi said:

Even with tracking your employees, I still say that only a limited select few services can be performed on the road.  Technology and the necessary tools are just a few of the driving forces that makes it very difficult for mobile repairs. 

Agreed.  Multiple times now, I've had a customer say that they called out a mobile mechanic and he tells them what is wrong and then says that you need to take it to a real shop for work.  The implication is that this is not a candidate for mobile repair.  Then, we get to start all over.  Seems like a wasted and expensive first step. 

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  • 3 weeks later...
GetStartedAuto Newbie

GetStartedAuto

Posted
Posted (edited)

Mobile technician here!

I'll start by saying I love this site! My name is Jarvis and I started Get Started Auto Repair in Las Vegas, Nevada in February of 2021. I joined this site last year and haven't posted yet, since all of the posts are from shop owners and I was a bit intimidated to bother posting since I'm just a mobile guy. That being said, this topic is right up my alley, so I thought I'd provide some insight on the mobile tech experience.

It seems the concensus or possibly even the misconception regarding mobile techs are the work will need to be simple or only a few types of repair jobs can be performed. Here are just some of the jobs I've completed successfully at the customer's location:

  • Strut and shock replacement
  • Steering rack replacement
  • Steering column replacement (and EPS recalibration)
  • AC compressor replacement, AC condenser replacement, AC refrigerant hose replacement - including refrig. evac., recovery & recharge
  • AC system cooling issue diagnostics (leak testing etc)
  • Fuel pump replacement (inside of gas tank)
  • Fuel injector & pressure pulse dampener replacement (after a series of diagnostic tests)
  • Starter replacement
  • Brake rotor, pads & brake drum/shoe replacement
  • Timing belt replacement
  • CV axle replacement
  • Exhaust system replacement (from cat converter to flex pipe to resonance pipe down to the muffler)
  • Engine performance & driveability diagnostics (using bidirectional scan tool & an oscilloscope, with a few self-made tools)
  • Headlight replacement (on vehicles requiring removal of  bumpers and other components)
  • Thermostat replacement, coolant flushing & air bleeding
  • Oil pump rebuild (on GM engines where timing cover has to be removed and engine partially raised)
  • Knock sensor code diagnostics, testing & wiring harness repair
  • Transmission removal & replacement

These are just a few repairs that come to mind that I've completed on a customer's site, within an hour and no more than 3 hours (except the tranny swap -- I'll never do that again!). The trick is to know your limitations when the quote request or referral comes through. I research ALL quote requests briefly, to get an idea of the labor rate average and what the job will entail to complete. If the quote request states they have white smoke coming from the tailpipe and their coolant is disappearing daily, I tell the prospect it's likely they have a blown head gasket and that job is outside of our scope to do since it's a job that may not be finished in one day. And as a mobile tech, I don't take on any job that won't allow me to have the customer's vehicle fully assembled and ready to roll on the same day (unless more parts are needed and I planned a return visit).

As far as sending them to a "real repair shop," I would never use the term "real" because that downplays what we offer and my value as a tech. But I do like to be able to tell a customer "while we can't perform the repairs on the diagnostic we gave you, feel free to contact our partner, XXXXXXX auto shop and tell them Jarvis sent you for a great deal and customer experience."

I'm still in the process of finding an actual shop I can refer customers and prospects to when the work is beyond my scope, but the same reason I got into this as a mobile mechanic is the same reason I haven't yet found one -- lack of trustworthiness among so many in the industry and it's tough to find one you can trust without actually experiencing their services as a customer.

 I do think once a tech gets some experience offering mobile services, the natural progression is to open up a brick in mortar, simply because you start to see the limitations posed by being mobile, which the number one concern being scalability (or lack thereof). As well as dirtbag prospects who feel they can get over on you because you're a "mobile guy." Until they realize you have processes and procedures in place to make them as accountable as a brick and mortar would.

Hope my little $.02 brought a little perspective to those of you who may not know how a mobile repair company operates and the types of repairs that can be done on the road. And I'm glad to see a mobile conversation on the site. I'll definitely be trying to post more as time allows and people engage.

 

Edited by GetStartedAuto
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Jonathan Thompson Newbie

Jonathan Thompson

Posted
Posted

I was doing mobile for about 3 years. I made pretty good money. I really enjoyed it once I get my license straightened out I think I might get back into it. But if you do decide to do it I suggest making that your only thing. Cause running a shop and doing mobile would be like burning a candle on each end before you know it your burnt out. If your trying to get into it I suggest making a 1, 2, or maybe a 3 man crews that only does mobile or hire a manager. But I really liked it cause there's a lot of perks. it never gets boring, with the change of scenery and quick pace, it gets exciting. And the sense of freedom is awesome. There's Also no overhead so the only expenses are mostly gas, food, cellphone, cleaning supplies, occasional tool here and there, and maintenance on your vehicle. Everything can be a write off that helps. It makes it convenient for the costumers, that in return compells them to want to tip. Granted a shop makes things easier but it's still very possible to complete any job no matter How big or small...

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  • 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.

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