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startup hiring first mechanic

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Hey guys,


I got a quick question for you guys, it seems to me that with a new startup shop that is not established it could be very difficult to get a mechanic that will buy in to the business and actually want to work.


How do you find a good experienced mechanic to work for a new shop that isn't established? I'm looking to pay a salary not flag hour so how do I handle the down times through the startup time of the business?



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Just went through this and it was not easy to find a good mechanic let alone worry about anything else. We are on tech number 4 in 3 months. Number 3 was great but got into a bad motorcycle accident and may never be a tech again. Our current tech is possibly one of the smartest guys in Florida and it took us a few months to win him over. Be confident and sell your passion. The first guy will be more like a partner but you have to decide how much you let him in on your business. We provide a positive low stress atmosphere with no drama. We promote positive reinforcement style coaching and this has resulted well for us.


side note, our first guy that we interviewed we had to sell hard because we did not even have the lease ironed out.

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  • 3 weeks later...

I've been looking for the last 2 months for a solid tech. I just signed on here to see if you guys had any magic bullets to help find one. I see that it is not just me that is having this issue.

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  • 6 months later...

Im about to jump into this issue also , being a former tech myself I plan to give a young guy coming out of school a chance to grow with our company in hopes that he can get experience and a career at the same time.



That could be a great thing. Pick a kid with potential and a great positive attitude that is willing to work hard and learn. The real challenge is the later stages to create a great atmosphere where your employees are well compensated and fully engaged with your shop. That is where I am at right now, creating shop culture and a profitable atmosphere.

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  • Have you checked out Joe's Latest Blog?

      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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