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How To Hire Techs When Everyone Says It's Impossible...

From The Desk Of Chris Collins

Los Angeles, CA

Dear Friend,

Over and over, online, on the phone and in person, I keep getting asked the same question.

Usually, it goes something like this:

“Chris, I love your podcast and all the material you put out, but… it seems like that stuff you say about hiring techs is total BS. I’ve been trying to hire technicians for nine years! It’s just not possible here. How is it so easy for you and your team?”

Well, it’s not.

Back in the day, hiring techs used to be as easy as putting up a “help wanted” sign...

But let me tell you a little secret.

The old days are gone. I’m sorry to report that it’s no longer possible to hire techs like we used to...

It’s universally impossible to hire technicians without a set of “tech hiring mechanisms” in place.

Fortunately though, these mechanisms only consist of THREE simple levers.

And if you install them right, you’ll be able to hire more than enough technicians in no time.

I’ll tell you those steps in a moment but first, I need a word with those of you who feel like you’ve tried everything to hire techs for years now.

The first thing you need to know is…

It’s not your fault.

It’s easy to blame ourselves after months or years of not hiring a single tech.

But after seeing this firsthand time and time again from managers all over the world, I can confidently tell you that it’s not your fault.

The reasoning behind this is simple.

When you’re looking for a technician what’s the first thing you’re told to do?

Either ask HR to draft up some hiring ads that look the same as everyone else's

Or write an ad ourselves that’s following the same “HR approved” conveyer belt style.

Then post it on Monster, Craigslist or Find a Wrench, and wait for a tech to come running in…

Here’s a real life example of one of those “conveyer belt” tech ads that’s online right now:

(Some of it's redacted to protect the son of a gun dealership thats running this ad)

But I’m willing to bet a lot of money that this looks shockingly similar to an ad your dealership is running.

With the “Overview” and “Responsibilities” bullets that look like they’re ripped from the same wikipedia page under “what do technicians do?”.

How can we expect technicians to come work for us when our hiring ads look EXACTLY the same as everyone else's?

It’s the definition of insanity!

But I don't blame you!

It’s not like someone who’s done it before is there to show you what to change or how to do it

Hell, most of the time in this industry we’re thrown in the driver's seat with zero training and nothing more than a new desk and a pat on the back!

But I digress.

The point I’m trying to make here is, while this type of ad would have worked 10 years ago, in today’s crowded market where a master tech who’s looking for work is being bombarded by 100’s of shops daily…

It takes a lot more effort to get techs to move their toolboxes for your dealership.

You need something completely different.

While everyone else is using the same framework from 10 years ago, the "shockingly simple" way to win is to use the hiring posts that are working today.

So now, knowing all this, it’s easy to see how:

It’s incredibly simple to
hire top techs.

Despite what everyone says, there is a huge abundance of techs ready to work for your dealership.

Here's why.

As you know, demand is exceeding supply of good hardworking technicians.

And they’re aware of how in-demand they’ve become.

They now have the leverage to work wherever they want for just about whatever dealership they want in North America.

Because of that, loads of technicians are either actively looking for, or are open to the idea of working for a shiny new dealership like yours.

Most of them are happy to relocate cities (even states) to work for someone new.

The only thing stopping techs from turning wrenches at your shop right NOW is a proper technician hiring mechanism.

And the three levers that make up the perfect tech hiring mechanism are:

- A great hiring ad with a heat seeking outreach system.
- A followup strategy to get them to show up.
- And retention tools to get them to call YOUR dealership their home.

These three things make hiring a piece of cake.

Over the past 5 years, we’ve used this exact system for different types and sizes of dealerships all over North America.

One of those dealerships based in Virginia used this system (with the help of our coaches) to hire 5 techs in 7 days.

One dealership based in California just finished their hiring cycle in April with 12 new techs in 60 days!

One small town dealership in Mississippi hired two techs within 30 days of learning the system.

And another one in Florida just finished hiring 12 techs in 18 days!

And this system has helped service managers, repair shop owners, truck shops, and even small engine repair shop owners hire thousands of technicians.

What would it feel like to have:

- 20-30 resumes from master techs
- 10 new technicians in your door
- An added $12,000 - $20,000 per month (PER TECH) in production.

One month from now?

What could that do for your business?

In every one of these examples all it took for these dealerships to go from not hiring to hiring as many techs as they need, was putting 3 simple levers into place.

I want you to show you step by step exactly how to install these 3 levers in your dealership. So…

Here’s what we’re doing.

we’re starting an in depth tech hiring masterclass called Tech Tree Live.

First of all, this isn’t like any “technician recruitment service” out there on the market.

This is an 8-week live masterclass where we’ll be holding your hand through the entire technician hiring process.

You'll be joining other service managers and shop owners as we walk you through our method that's enabled us to hire thousands of technicians during the tech drought.

We’ll spend an hour each week going through the three levers in depth so you can install them at your dealership.

And because we know every shop is different, we’re making the classes more of a 1on1 approach.

Meaning we’re going to be giving you time to work with our team closely to answer all your questions and to make sure the information really sticks.

You’ll also get access to a private community just for hiring techs, where you can ask your questions to get 1on1 help from our coaches and the community 24/7.

You'll have me and my entire team supporting you plus a community cheering you on every step of the way.

Here's what to do next

Not only are you getting access to everything in Tech Tree Live, as a bonus, we're giving you 2 FREE months of our top-down online training program called Service Drive Revolution OnDemand.

In OnDemand, you get access to the #1 service advisor training, service manager training, leadership training, ready to use menu builders, downloadables and much more!

You'll have full access to the program and all it's benefits for 2-months while we work with you in Tech Tree Live!

AND, if you don't like it, you can get a full 100% money-back refund within 15 days of purchasing.

Once you click below and join Tech Tree Live, our team will help enroll your entire department into the OnDemand ecosystem.

But we're not stopping there...

Here are SOME of the bonuses you're getting inside of OnDemand when you enroll in Tech Tree Live:

Enroll in Tech Tree Live

Now, And You'll Also Get Access


Service Manager University

Service Manager University

$3,497 Included

This video course will teach you proven strategies to build a stronger team, increase customer satisfaction and retention, create pricing strategies that drive profits, and increase your ELR by as much as $15 to $20!

Masterclass Service Advisor

BONUS: Master Class Service Advisor

$1,499 Included

The most effective Service Advisor training ever created. Using our proven “Circle of Trust” system, Master Class Service Advisor teaches Service Advisors to connect with customers on a deeper level, and help them see that you care about their needs.

ANd these Bonus materials...


1-Hour Strategy


 From proven methods to filling the pipeline, setting up your service advisors for success, and complete inspection overviews, our technician training improves your entire department while boosting retention.


Morning Meeting Pops

1-Hour Strategy

Morning Meeting

Morning meetings are the secret to improving your employee morale and crafting a culture of constant improvement! Enter our Morning Meeting Pops! Short, comedic, and valuable videos you can throw on every morning to get your employees talking!



TopDog Underground

1-Hour Strategy

Top Dog

It’s a dog eat dog world! In Top Dog Underground, you’ll go head to head against hundreds of other service managers and service advisors in the industry for your chance to win hundreds of dollars in monthly cash prizes!




Monthly Virtual Advisor Training

1-Hour Strategy

Monthly Virtual Advisor Trainings

Members of our OnDemand platform can send all of their advisors to our Monthly Virtual Advisor Training meetings, where we work hands on with your team to review performance and overcome their obstacles.

$599 Per Advisor

1-Hour Strategy

Learn Financials in Under an Hour

Trying to increase profitability within your service department without ever seeing a financial statement, is like finding a needle in a haystack with a blindfold on! This bonus gives you the blueprint to understanding the confusing financial statement in under an hour.



1-Hour Strategy

Business Office

The business office is the spirit and soul of the dealership. In this bonus training, Chris walks the business office through how profitability in a service department is created, best hiring practices to set the department up for success, and more!



Service Menu Builder

1-Hour Strategy

Service Menu Builder
Having the proper service menu in place can make the difference between losing and gaining tens to hundreds of thousands of dollars in profit per month! Use our bonus master menu template to instantly put a strong service menu in place in your department.



1-Hour Strategy

The 17 Laws of Leadership

Want to earn the loyalty and admiration from your team and management? In 17 laws of leadership, you’ll get the battle tested lessons of leadership from decades of creating, building, and leading, high performing teams.



If you were to have bought each one of these programs separately,

it would have cost you $9,074

Now believe me, I know the value of this live tech masterclass alone.

I’ve personally seen managers shell out $10,000 - $15,000 PER TECH to headhunters, or thousands per month on recruitment services.

(In fact, my team is constantly in my ear about making our own hiring service since we’ve hired so many technicians for clients over the years!)

But for Tech Tree Live, you’re not going to pay anywhere close to that.

The truth is, we want to make our program as accessible to anyone in the industry so they can get on the program and stay on for years.

So we're giving you tech tree live and access to all these bonuses for a fraction of that.

Today you can get access to everything for $500.

Enrollment Only $500

Join Tech Tree Live TODAY!


I can’t promise you that enrollment will be open forever.

Right now we only have the capacity to let people in on a first come first serve basis.

We’re launching soon and once it's full, we're not letting anyone else in.

And because 8 weeks is a long time, we can't promise we’ll do a class like this again!

So click that big button above to secure your spot before the seats fill up.

Once you sign up, we'll email you with more information.

Now look, I know you understand the value of a great technician.

You know that a great technician can bring you an extra $12,000 - $20,000 per month (PER TECH) in production.

You saw how the people who are following this 3 step strategy are hiring techs in as little as 20 days.

I’m throwing in an extra $9,074 in bonuses.

All backed by a no questions asked 15 day money-back guarantee.

Now it's time for a decision...

The way I see it you have three options:

Option #1: Do absolutely nothing and stay exactly where you are right now.

If you already have enough technicians and you’re not worried about low production and falling CSI scores.

If so, then maybe you don't need this live training.

But if you’d like to hire technicians as easy as pulling a lever, that leaves you with two other options.

Option #2: Do it yourself.

You can continue to keep writing the same copy and paste hiring ads that attract C level and lube technicians…

Then try to analyze the 50+ hiring sites that are available and hope you’re posting on the right ones.

You could even keep spending thousands of dollars on recruiting companies to send you resumes at a snail's pace.

(Hell, I might even encourage you to so our clients can keep recruiting more techs!)

Option #3: Profit off of the hard work that we’ve already done for you.

We’ve already risked our careers testing dozens of different strategies over the years.

We’ve already identified the 3 levers to pull to attract a line of ready to work Master technicians in as little as 20 days.

All you need to do is show up to a couple classes, and place these same systems inside your shop.

Go enjoy your weekend…

Then come back on Monday to an inbox full of resumes.

If you’re still with me, I’m ready to send you the invitation to our first class, along with all the bonuses you can start watching tonight.

Only you can decide.

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This Step By Step Guide Will Teach You How To…

  • Create a workplace you and your employees love!
  • Drive traffic and increase your RO count!
  • Significantly increase your CSI count!
  • Create lifetime customer loyalty!
  • And so much more!

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