[PODCAST] The Technician You'll Hire in Six Months Is Watching Your Facebook Page Right Now

A few months ago, I had a leak in my garage.

Slow drip. Steady enough that I had to set a timer on my phone and go dump a bucket every two hours. I did that for four days straight before the plumber could get out to me.

When he finally showed up, he fixed the leak and walked to his truck to invoice me. Right then his phone rang. It was some civic club down the street. Broken pipe. Emergency. He told them he'd get there as soon as he could.

He hung up, looked at me, and said something I'll never forget.

"It's been like that since 6:30 this morning. Call after call. And I can't get anybody to work for me. The young kids don't want to be plumbers. And the guys my age are timing out because their backs and their joints can't take it anymore."

I stood there in my driveway thinking: that's the exact same conversation I've been having with auto repair shop owners for the past eight years.

Different trade. Same crisis.

I shared that plumber story on a recent podcast episode, and something interesting happened. My inbox lit up. Shop owners saying, "Chris, that's my life. I've got the cars. I've got the customers. I just don't have the people."

One owner put it as bluntly as anyone ever has: "The number one thing holding us back is talent. Finding the right people."

Another told me: "Staffing is the main reason we aren't meeting our stretch goals. We want to add more locations but we can't find the staff."

And a third, a diesel shop owner in the Midwest: "If we could just get one more tech in, it would take the pucker pressure off."

I've been running Technician Find for close to eight years now. I've had conversations with well over 500 shop owners, general managers, technicians, and service advisors across the country. And this episode, which I'll reference throughout this post, pulled together the patterns I keep seeing in every single one of those conversations.

This isn't theory. This is what's actually happening in the shops I work with every day.

And the fix isn't what most people think it is.

The Old Playbook Doesn't Work Anymore (And Most Shops Haven't Adjusted)

Here's something I brought up on the podcast that hit a nerve.

I remember when I first started Technician Find, shop owners would tell me the same story: "We'd put an ad on Craigslist on Friday, get applications all weekend, have interviews on Monday, and somebody in the bay by Wednesday."

All off Craigslist.

That was the world ten years ago. And for a lot of shop owners, that's still the mental model they're operating from. Post an ad. Wait. Hope.

But as one of the managers on our recent roundtable said, "The technician pool in our area isn't what it used to be 10 or 12 years ago. It's definitely dried up a lot. Coming from the chains like Firestone, it used to be a revolving door. You could always replace a technician. Now, it's not like that anymore."

He's right. And the shops that haven't adjusted to this new reality are the ones getting burned the hardest.

They don't move fast enough when a good candidate appears. They don't have their scripting dialed in for that first phone call. They're still treating recruiting like an event — something you do when a tech quits — instead of an ongoing business system.

One of the things I always say on our onboarding calls: "If you're sitting across the desk from a technician and they say, I'm talking to two other shops, why should I go with you? — you need to be able to answer that in one sentence."

Most shop owners can't. Not because they don't have good shops. Because they've never been forced to articulate it. And by the time they're trying to figure it out on the fly, that tech has already made a decision.

Recruiting Is Oxygen. Not a Fire Extinguisher.

This was the core message of the podcast episode, and it's the core message of everything we do at Technician Find.

If you plan to be in business for the next 10, 20, or 30 years, you're going to need good people for the entire ride. So why does recruiting only happen when someone quits?

That's panic hiring. And it's destroying shops.

Think about the math. When you're down a tech, every day that bay sits empty costs you somewhere between $500 and $2,000+ in lost revenue depending on your market and average RO. After a week, you've burned $2,500 to $10,000. After a month, you don't want to do the math.

And that doesn't account for the overtime, the customer delays, the stress on your remaining crew, or the growth you're silently losing.

A shop owner in one of our client conversations said it perfectly: "We've got the cars. We just need to get the people here."

Another said: "It's hard to keep growing without proper help."

In one area we serve, a tool truck driver told the shop owner that 18 shops had recently closed. The owner dug into why. Some couldn't find technicians and had no one to fill the place. Some were owner-operators who retired with nobody to take over. Some just ran their shops into the ground.

And here's the kicker — when the owner asked the tool truck driver about the techs from those closed shops, he couldn't account for where they went. Some guys he still had tool bills for that he literally could not find.

They slipped out the back.

The talent didn't disappear from the planet. It just went underground. Those techs are out there, working somewhere, scrolling Facebook at night, not actively looking but quietly open to something better.

You can't repair the roof when it's raining. The time to build your recruiting system is before you're desperate.

Ready to stop the cycle? Book a free hiring strategy call and we'll map out a plan for your shop.

The Two-Year Facebook Stalker (And Why Passive Recruiting Actually Works)

I told this story on the podcast because it changed the way I think about recruiting timelines.

One shop owner I talked to hired an A-tech who told him during the interview that he'd been watching their Facebook page for two years. He saw how they treated their crew. He saw the shop upgrades. He saw the team events and the day-to-day culture posts. And when he finally decided to leave his shop, he applied to exactly one place. Theirs.

Two years. That tech was silently evaluating the entire time.

We see this pattern over and over. A tech's spouse sees one of our client's ads on Facebook. She says, "Hey honey, you need to see this." Because he's been coming home every night complaining about his current shop. The ad catches her eye. She shows it to him. That starts the conversation. And that leads to a hire.

One of our shop owner community members, Craig, described it better than I ever could: "There are thousands of great techs working very hard every day and they are just down the street putting up with less than ideal working cultures and pay and benefits, but it's not bad enough to leave. But when the right opportunity is presented and they or a family member or friend see an ad in the right place, they might explore the possibilities. It may even take them seeing this many times before they take that next step."

That's passive recruiting. And it's free to start.

Post your team wins. Post the birthday celebrations. Post that new piece of Hunter equipment or the epoxy floors you just put in. Post the training your guys went to through NAPA or Worldpac. Post a picture of the team meal.

One of our clients told me his candidates check the Facebook business page before they ever apply. They're looking for proof that your shop is a place where professionals are treated like professionals.

You're not just running a shop. You're broadcasting a signal. And the right techs are tuning in whether you realize it or not.

The Biggest Mistake Shops Make When "Building a Bench"

Here's something I addressed on the podcast that needed to be said.

Technicians hate applying for jobs that don't exist.

If you run an ad or have a careers page while fully staffed, and a tech shows up only to learn there's no actual opening, word gets around. And your reputation takes a hit with the exact people you're trying to attract.

The fix is transparency. If you're fully staffed but always open to meeting great talent, say exactly that:

"We're fully staffed right now. But great technicians are rare, and we never want to miss a conversation with one. If you're the kind of tech who takes pride in your work and wants a shop that treats you like a professional, reach out. No pressure. Let's just talk about what might be possible down the road."

That's honest bench building. It respects the tech's time. And it positions you as a shop that thinks ahead instead of one that scrambles.

Speed-to-Lead: The Invisible Killer

This topic came up during our recent managers' roundtable and it's one of the most underappreciated factors in hiring.

When a technician applies to your shop, you can nearly guarantee they've also applied to at least two other shops. They're talking to multiple people at the same time.

So who wins? The shop that calls back in three days? Or the shop that texts within the hour?

One of the top reasons we see ghosting is because shops sit on applications for three or four days. By then, the tech has accepted somewhere else, lost interest, or talked themselves out of making a change.

On the podcast I put it plainly: "You've just got to get on those applications quickly. Once a technician decides to apply, you've got to get on them right away."

The simplest fix in the world:

"Hey [Name], got your application. Thanks for reaching out. I'd love to learn more about you and share what we've got going on here. Are you open to a quick 10-minute call today or tomorrow?"

No interrogation. No 12-page form. Just a human reaching out to another human.

We had one shop owner tell us: "Three hours before the interview, the tech canceled." Another said: "I sent him a message and he said he'd be home all evening. I tried calling three times. He never answered."

It's maddening. But some of this can be prevented with better follow-up systems, confirmation texts, and reminders. The younger generation doesn't write things into calendars anymore. If you don't send two or three follow-up messages, things fall through.

And sometimes there are explanations nobody expects. We had a tech miss an in-person interview because he was in a car accident. He didn't call the shop because he felt embarrassed. When the shop finally reached him and gave him a way to save face, they got back on track and made the hire.

Treat your applicants the way you treat your best customer leads. Because right now, finding a great tech is harder than finding a great customer.

Why Indeed Isn't Bringing You the Techs You Actually Want

This was one of the most popular segments of the podcast, and for good reason. It hit a nerve.

Here's the reality: Indeed is the world's largest resume database. Its user interface is solid. It's easy to apply from your phone. Those are real strengths.

But the A-techs you actually want to hire aren't on Indeed during lunch break. They're not actively looking for a job. They're employed, showing up every day, producing work. They might not be thrilled where they are, but they're not unhappy enough to be browsing job boards.

One of our clients with 14 years of experience in the industry told me: "The vast majority of my employees are referrals from other employees. I put an ad on Indeed for a Master Tech and get 100 resumes. Twenty of them are certified to operate a forklift."

I shared a story on the podcast that got a big reaction. I actually applied for one of our own client's automotive technician positions on Indeed to test their AI matching tool. After I submitted, Indeed recommended two other positions I "might be interested in."

One was a general manager at a cannabis dispensary.

The other was a call center manager.

I'm not making this up. Their AI matching tool looked at my application for an automotive technician position and said, "Hey, have you considered managing a dispensary?"

Mystery solved on why the applications weren't matching.

Another client summed it up: "We're working with another company and all they're doing is recycling candidates that we've declined on Indeed. They're sending people that have applied to us three or four times already. And we're like, what are we paying you for?"

The real talent is on social media. They're scrolling Facebook after a rough day at the shop. That's where your ad needs to be, and it needs to speak directly to their frustration and show them something better.

What Makes a Technician Ad Actually Stand Out

This was another breakthrough moment in the podcast conversation.

Most technician ads read like a hostage negotiation. "We're a great shop! Must have this! Must have that! Competitive pay!" It's a laundry list of demands from someone who doesn't understand what it's like to be a tech.

The ads we write at Technician Find flip this completely. We start by joining the tech's world. We speak to their daily reality. We acknowledge the frustrations they're living with. Then we show how this specific shop addresses those frustrations.

One of our clients said something after their campaign that I still think about: "The way the ad was written is the reason for the success. I had 20-plus-year managers calling me and begging for an interview just to see what our shop is like because they feel that the ad was written by themselves, as if that's exactly the way they would have written it."

That's the difference between an ad that lists requirements and an ad that earns trust.

Our ads are intentionally long. I've gotten pushback on this for years. But the data is clear — longer ads consistently outperform shorter ones. We design them so you can skim the bold and bullet points, but the story is there for the tech who wants to read every word. And many of them do.

We always give multiple ways to apply: text, call, email, or drop by the shop. Including a text option increases response rates by 20 to 30 percent. Because a tech who saw your ad on Facebook at 10 p.m. isn't going to call you. But they'll send a text and start a low-pressure conversation.

One of our biggest success stories came from a tech who bypassed the formal application entirely and texted the shop owner directly. The owner told us: "Both of the good hires were the ones who texted me and didn't have to go through Indeed. And they both said the exact same thing: 'I seen your ad on FB.' Having my name and cell on there was genius."

 

---

 

The 1-in-4 Rule (Your Filtering Framework)

I walked through the math on the podcast and it resonated because it takes the emotion out of a frustrating process.

Across hundreds of campaigns, our numbers are consistent: roughly 25 percent of applications are actually qualified candidates. The other 75 percent break down into three categories.

There's the backyard mechanic. He held the flashlight for his dad and he "can fix anything." He's never worked in a professional shop.

There's the career changer chasing a paycheck. Maybe he was doing something else entirely and heard techs make good money. Great attitude, wrong skill set.

And there's the entry-level tech. He graduated from vo-tech, got stuck busting tires at a dealership, and wants out. He might have potential but doesn't have the experience you need right now.

Then there's the real deal. Experienced. Skilled. Good attitude. That's who you're looking for.

When you understand the 1-in-4 math, you stop being frustrated by unqualified applications and start budgeting for them. Four applications to find one real prospect. That's just the cost of doing business.

But you need a system to identify that one person quickly and move them through your process before another shop does. And you need a backend process — scripts, interview steps, an offer structure, background checks — that doesn't leak good candidates through the cracks.

As I put it on the podcast: "80 percent of the shops we work with hire within eight weeks. The top 20 percent hire within two weeks because they respond fast, they sell the dream well, and they have strong offers ready to go."

Want us to build this system for your shop? Let's talk. We'll show you exactly what the top 20% of shops do differently.

What Rockstar Shops Actually Do

I shared a detailed example on the podcast of how one hire came together, and it illustrates every principle in this post.

An A-tech was quietly looking. Not on Indeed. Not desperate. Employed and producing, but ready for something better. She narrowed her search from six shops to three.

Our client was one of the three. Here's why she chose them.

The tech talked to her tool truck driver. Even though the driver didn't service that particular shop, the word on the street was positive. The reputation traveled.

The ad stood out. It didn't read like a list of demands. It read like someone who actually understood the tech's world.

And the interview sealed it. The owner had listened carefully and identified that this tech's top priority wasn't maximum pay. It was training and development. So he tailored the offer: access to training through NAPA Auto Care, a subscription to Today's Class, mentorship from experienced techs on staff, and clear growth opportunities.

He made a strong, personal offer after building real rapport. The tech accepted.

On the flip side, I also shared the story of a shop where we generated 4,000 clicks onto their application page and couldn't produce a hire. When I dug into why, I found six unresolved Better Business Bureau complaints, tool truck drivers badmouthing them in the area, and a reputation that was working against them behind the scenes in technician online groups and forums.

No amount of advertising can fix a broken reputation. But a great shop with a great culture and a real commitment to their people? We can put them in front of every qualified tech in their market. And when that tech does their homework, what they find is a shop worth joining.

How to Choose a Hiring Partner Without Getting Burned

This came up on the podcast and I was blunt about it.

Nobody can guarantee a solid A-tech hire in 30 days. If someone promises that, you'll be arguing about the definition of A-tech on day 31. Hiring depends on your market, your offer, your reputation, and a dozen variables no recruiter controls.

Watch for long lock-in contracts. Ask about the actual process. Where do they find candidates? What's expected of you? How will you communicate?

One shop owner at our roundtable said it flatly: "We're with a company and all they're doing is recycling Indeed candidates we've already turned down three or four times. What are we paying you for?"

The real question to ask any recruiting partner: are you fishing in the same pond everyone else is fishing in? Or have you built something different?

Over the past eight years, we've built a proprietary network. We use social media ads, primarily Facebook and Instagram, run by specialists. We post across half a dozen other platforms. And we start every engagement with a 90-minute onboarding call where we dig deep into your shop's culture, benefits, and story so we can write ads that attract the right people.

As one shop owner's colleague put it when introducing us to a friend: "I've spoken with several recruiters over the years and never met one as open, honest, and ethical as Chris."

That's the standard we hold ourselves to.

The "Do This Today" Action Plan

You've read this far. That means you're serious about changing how you approach hiring. Here are three things you can do right now that will start moving the needle.

1. Put a simple bench-building careers page on your website.

It doesn't need to be fancy. A clean page that says who you are, what it's like to work at your shop, and invites great techs to start a conversation, even if you're fully staffed. Be transparent. That's what attracts the kind of people you actually want.

2. Start posting culture content on Facebook this week.

Two or three photos. Your team. Your shop. A meal together. A certification someone earned. New equipment. A clean bay. The tech who you hire six months from now is watching your Facebook page today. Give them something to see.

3. Block 15 minutes every day for speed-to-lead.

Review applications. Respond to every single one within 24 hours, even if it's a quick text. That one change can cut your ghosting rate dramatically.

Frequently Asked Questions

How long does it take to hire an A-tech? Across 200+ shops, 80 percent hire within eight weeks. The fastest shops hire within two weeks because they respond fast, truly want their technician’s lives to work inside and outside of the shop, sell the dream well (strong leadership), have a great reputation in the community and have strong offers ready.

If Indeed isn't working, what should I do next? Get where employed techs actually spend time. Social media ads targeted to your area, with copy that speaks to the tech's frustration, not just your requirements.

How do I recruit techs who are already employed? Get in front of them with content and ads that acknowledge their current reality and present a better alternative. You're not posting a job listing. You're presenting an opportunity and a solution to the pain they are experiencing.

What should I post on social media to attract technicians? Real culture proof (bring the receipts!). Team wins. Shop upgrades. Training. Birthday celebrations. Day-to-day vibe. Clean bays. Techs want to see what it's actually like to work at your shop before they ever apply.

How fast should I respond to technician applications? Within 24 hours max (faster is better). No exceptions. Assume the tech is talking to multiple shops. The first shop to engage meaningfully and move the process along wins.

Should I keep a job ad live if I'm not hiring right now? Yes, but be transparent. Call it bench building. Explain you're fully staffed but growing fast and always open to conversations with exceptional techs.

What makes a technician job ad actually stand out? Empathy. Start with the tech's world, not your requirements. Show how your shop is different. Remove friction from applying. Use proof: reviews, reputation, real details about culture.

How do I stop getting ghosted after interviews? Speed up your process. Send reminders. Build rapport on the first call. Follow up immediately. Give techs a graceful way back in if something comes up. Don't take it personally — fix the system.

Do I have to pay the most in town to hire great techs? No. We've seen techs take pay cuts for better culture, better training, and better leadership. Compensation matters but it's rarely the only thing, and often it's not the most important thing.

What questions should I ask a recruiting vendor before hiring them? Where do they find candidates? If it's recycled job board applicants, walk away. Ask about process, timeline expectations, contract terms, and references from shops in your market.

The Bottom Line

Recruiting is oxygen. Not a fire extinguisher.

The shops winning right now didn't get lucky. They built a system. A system for staying visible to great technicians before they need one. A system for filtering quickly and moving fast when the right person appears. A system for closing with a strong, personal offer that makes the tech feel wanted, not processed.

That plumber in my driveway was dealing with the same thing you're dealing with. The trades are all facing this. But the shops and the tradespeople who build systems now, who stay visible, who treat recruiting like the lifeblood of their business instead of an afterthought — they'll be the ones still standing and still growing when the rest of the industry is scrambling.

You can build that system too. And you don't have to do it alone.

Book a free recruiting strategy call with Technician Find and let's build your plan. Or request a free salary survey for your market so you can see exactly where you stand.

Because the tech you're going to hire six months from now?

They're watching you right now.

Make sure they like what they see.