AutoShop Recruiting
Build an always-on recruiting process for the people your shop needs next.
AutoShop Recruiting replaces sporadic job posting with a defined hiring pipeline. The work starts with the role, pay, shop reality, and A-player criteria, then moves through sourcing, outreach, screening, and a clear handoff to the hiring team. The service is performance-based, but the shop still owns the final interview, offer, onboarding, culture, and the environment required to retain the person.
What you will work through
- 01Workforce analysis and role-definition before sourcing
- 02A-player criteria tied to the actual shop and position
- 03Ongoing outbound sourcing instead of waiting on applicants
- 04Initial screening before the candidate reaches the shop
- 05A visible pipeline with clear stage and next action
- 06Onboarding expectations that support the first 90 days
How it works
Define the seat
Align the role, pay, schedule, standards, and candidate profile with the shop reality.
Build the pipeline
Source and screen technicians, advisors, or leaders against the agreed criteria.
Make the hire work
Hand the candidate to the shop with a clear interview and onboarding expectation.
Who leads it
Brian Rhodes
Brian leads the recruiting arm, building technician and advisor pipelines for independent repair shops.