Heat and cooled with multiple swamp coolers

7-8 including District Manager, Director of Operations and owner is onsite frequently and involved in growing the organization as well as team morale

M-F, 7:30-5:30 for most locations (no weekends)

Junior techs usually are provided with tools and/or a tool incentive program. Shops have many tools varying from diagnostic tools, flush equipment, top quality Hoffman alignment system, etc

Yes with fridge, microwave, etc

8

Average is about 330

We integrate directly into ShopWare point-of-system for Advance, WorldPac, Western, etc. Dealers are phone orders with PO#. Each advisor orders their needed parts per RO and a list is provided by the technicians to ensure everything is ordered correctly.

Only for personal household vehicles and with another person on premise and prior manager consent (see handbook for details)

We focus heavy on team culture as evidenced in our benefits plan. We do a big, private company Christmas party with ugly sweater competition and white elephant gift exchange, a family BBQ every September, shooting sporting clays, water rafting, Top Golf, Karting and more. We are high ethics as evidenced by our 2018 BBB Torch Award for the Denver/Boulder BBB. We hire character first and our mission is to create an uplifting experience, based on our values Synergy, Trust, Responsibility, Integrity, Positive Attitude and Excellence (STRIPE)

Yes, A & B techs are sent either to Vision or WorldPac Expo each year, with all expenses paid. We subscribe to AVI on demand for video training. All ASE study materials are provided and test fees are reimbursed once passed

Absolutely. We offer custom career paths built based on each team member's strengths and goals

It is an ongoing process, not limited to daily shop huddles, 30, and 90-day reviews, annual anniversary celebrations with 360 feedback (both ways). Scope of work is presented at onset and performance goals are set monthly and reviewed

We do an initial on boarding safety training as well as quarterly training's for Worker’s Compensation cost containment program. Safety is paramount

We have a detailed mentorship program which our owner has taught on extensively on a national level to other shops across the country. It is designed to advance junior technicians as quickly as possible, to integrate the knowledge and experience of senior technicians and to compensate both fairly to achieve a win-win-win scenario for the team and the shop

We donate repairs to Hope House of Colorado as well as DC-21 charter schools. We are members of the West Metro Chamber, we sponsor multiple 5k races each year and varying school programs ,we mentor at local vocational schools (i.e. Picken’s Tech and Emily Griffith), our Dir of Ops is on the ASA Colorado Board, President is on the Transformers Institute Board and teaches nationally at Ratchet and Wrench

Yes, see above.

We have a desire to have 8 total locations by 2025, through organic and/or acquisition growth.

We have a philosophy that we will never cap a team member's growth. We are honest and candid with each other about what that growth requires and how we are working together to achieve it. But we want our team members to dream big and we love helping them reach the goals together

Yes ~ 20 minutes to complete

We phone screen first and then schedule an onsite interview. Plan for a 2-4 hour working interview (in shop for technicians to gauge overall aptitude and attitude and up front with advisors to gauge personality and sales skills)

Begin with management interview then progress to a team interview, mock dialogues for advisors, in shop technical aptitude assessment for techs (wear work clothes). We ultimately hire as a team because we function as a team

Yes, both.

See above

Typically within 48 hours

Depending on employee availability and level of need for position, usually 2-5 days

We aim to help make our potential team members feel comfortable and warmly welcomed so that we can see the real you!