Growing the Auto Industry Funnel: Recruiting, Training, & Inspiring the Next Gen

A “funnel” is a way to describe how people move through stages of recruiting and selection. In this episode’s framing, it’s about bringing people into the auto industry, filtering out those who aren’t a good fit, and keeping those who make it through engaged and excited.

Wrenchway is referenced as the host’s affiliation in the show intro (“Beyond the Wrench with J. Gannon from Wrenchway”). This likely indicates a training, recruiting, or shop-related organization connected to the podcast’s mission.

Hunter Engineering Company is an automotive equipment and technology firm best known for vehicle alignment and diagnostic tools used in repair shops. In the context of this episode, they’re referenced as a major player in advancing training and technology across the industry.

The episode segment focuses on how technicians are trained and developed, especially as vehicle technology changes quickly. This is a key industry challenge because modern cars increasingly rely on electronics, software, and advanced diagnostics.

Spark plugs are small ignition components that create the spark needed to ignite the air-fuel mixture in a gasoline engine. They’re a common beginner-friendly maintenance item because they’re relatively accessible compared with many other engine parts.

The speaker is pointing out that how easy it is to reach service items (like plugs, filters, or belts) affects how approachable maintenance feels. Better accessibility can reduce the time, tools, and skill needed, which matters for training new technicians and DIY owners.

The speaker notes that around the early 2000s, the internet began reshaping how cars were marketed and sold. Online listings, pricing transparency, and digital lead generation changed the sales process and dealer strategies.

A dealership parts department manages ordering, stocking, and selling replacement components for customers and technicians. It’s also a training ground for learning part numbers, catalogs, and how repairs are planned.

“Inventory and shipping” refers to managing parts stock levels and getting parts to the right place on time. In dealership operations, this affects technician turnaround time and can directly impact customer satisfaction and service department revenue.

A “service rider” typically refers to a role that supports service operations—often accompanying technicians or managing service workflow in the service drive. It’s a dealership job function that sits between customer/service intake and the technicians doing the work.

A “quick lane service center” is a dealership service setup designed for faster, simpler work—often routine maintenance and quick-turn repairs. The idea is to streamline intake, reduce wait times, and improve throughput compared with a traditional service bay workflow.

The speaker is referencing the 2008 financial crisis, which disrupted the U.S. economy and hit auto dealerships hard. In downturns, dealerships often cut staff and reduce service and parts volume, which can lead to layoffs and career pivots.

ASC Connects is a membership program aimed at automotive shops. It focuses on building a technician pipeline by connecting shops with schools and providing tools and data to improve recruiting, retention, and performance.

A technician pipeline is the ongoing process of recruiting, training, and retaining new automotive technicians. In practice, it connects education programs (like schools) with real shop opportunities so talent keeps flowing over time.

Recruiting is bringing in new technicians, retention is keeping them, and performance is how effectively the shop uses that workforce. These three factors are often managed together because hiring success can be undermined by poor onboarding or lack of growth.

“Side of the road” refers to roadside breakdowns where a driver may need quick assistance. Keeping tools in the vehicle is a practical mindset for troubleshooting and basic repairs until professional help arrives.

The speaker describes a service model where the seller also handles installation of automotive equipment. That matters because proper setup affects calibration, safety, and how well the equipment performs in a shop.

Alignment machines are the equipment used to measure and adjust a vehicle’s wheel alignment angles (like camber, caster, and toe). Proper operation matters because small measurement or input errors can lead to incorrect adjustments and poor tire wear or handling.

The speaker highlights that alignment work relies on geometry—angles, reference lines, and measurement relationships. Understanding the geometric “why” helps technicians diagnose issues and avoid blindly following procedures.

“Turning the wrenches” is a common automotive phrase for hands-on mechanical work. In this context, it contrasts the speaker’s training/sales role with the technician’s practical, workshop-based work—emphasizing cross-functional respect and knowledge exchange.

“Rust Belt” refers to regions in the U.S. (like Wisconsin) where road salt and winter weather accelerate corrosion on vehicles. It’s a big deal for ownership because it can affect everything from suspension components to body panels over time.

The Ford F-150 is a popular full-size pickup, and it’s commonly used as a real-world training vehicle because it represents the kind of rust and wear many shops see. When the hosts mention an F-150 “on the rack,” they’re talking about a vehicle being serviced/inspected in a shop setting, likely with suspension or alignment work involved.

A wheel alignment adjusts the suspension angles so the tires track straight and wear evenly. On older or rust-belt vehicles, alignment work can be harder because fasteners and suspension components may be seized, requiring more time and careful removal to avoid damage.

Tie rods are the long steering linkage pieces that transmit motion from the steering system to the steering knuckles. Like tie rod ends, they can seize due to corrosion, making suspension/steering service more frequent in areas with heavy road salt.

“Hands on time” refers to getting direct, practical experience with new automotive tools, systems, or diagnostic equipment rather than learning only from manuals or videos. In modern service work, that practical exposure helps technicians understand how technology behaves in real vehicles and real workflows.

This segment focuses on how the company brings in sales and service representatives for training and practical exposure to new equipment. It highlights the value of first-hand instruction from experienced people for improving shop capability.

The speaker notes that access to new equipment is “always limited,” which is common in training programs because training resources, demo units, and specialized tools are expensive and in short supply. Limited access can slow down skill development, so shops often rely on structured training schedules and repeatable learning modules.

“Moving target” describes how automotive technology changes continuously—new software, sensors, electrification components, and diagnostic methods arrive on a regular cadence. For service and sales teams, that means training can’t be a one-time event; it has to be ongoing to keep skills current.

Jasper is an automotive remanufacturing company best known for rebuilding major drivetrain components like engines and transmissions. In the segment, they’re positioned as a lower-cost alternative to buying a newer vehicle after a failure.

The segment argues for repairing the vehicle by replacing a failed or underperforming drivetrain component rather than selling and buying a newer car. This is a cost-and-value decision: if the rest of the vehicle is still viable, a drivetrain replacement can extend useful life.

A remanufactured drivetrain component is rebuilt to like-new specifications using a combination of reused parts and new components. The key idea is that it’s not just a used part—it’s restored with quality control and testing expectations.

“Independent side” refers to independent repair shops or service providers outside the dealership network. The host contrasts it with the dealer side, implying differences in access to structured training and programs.

“Dealer side” refers to training and support provided through dealership networks, which often include manufacturer programs, standardized procedures, and structured learning. The segment suggests dealers may have more training resources than independents.

Hunter is referenced as a source of training content, with the host highlighting the amount of online and in-person training available. In this context, it’s being used to support the idea that dealer-side training resources can be robust.

The segment discusses how technicians can find training to improve their skills, contrasting structured programs with the traditional “learn from the guy beside you” approach. This is about building a repeatable training pipeline for shops and service careers.

Road force balancing is a tire/wheel balancing method that measures how much force a tire exerts as it rotates, not just weight imbalance. It helps identify tires that may cause vibration or uneven wear even when traditional balancing looks fine.

ADAS (Advanced Driver-Assistance Systems) are features like adaptive cruise control, lane keeping, and automatic emergency braking. The segment highlights training on how to communicate with customers about ADAS, which is important because repairs and calibrations can affect safety-critical systems.

The hosts are talking about technicians learning skills through YouTube videos, which can function like informal “certification” by teaching procedures and best practices. It’s part of how training is shifting from only dealership programs to widely accessible online content.

The Pontiac Firebird is a classic American muscle car platform, and the host uses it as an example of a specific vehicle someone might be working on while searching for repair guidance. The mention highlights how online videos can help with model-specific procedures.

“Bleeding the clutch” means removing air from the hydraulic clutch system so the pedal feels correct and the clutch fully disengages. Air in the lines can cause spongy pedal feel, incomplete disengagement, and hard shifting.

The hosts reference dealership training tracks, which are structured learning paths tied to manufacturer procedures and diagnostic/repair standards. This kind of curriculum is meant to standardize technician skills and ensure consistent quality across shops.

The hosts critique a training approach where someone repeatedly fails a test and retakes it many times until passing. They argue that this doesn’t necessarily translate into competence, especially compared with hands-on learning and guided support.

This segment is about how dealership training and onboarding don’t always work like a smooth, ideal system. The hosts highlight gaps between “testing” and real skill-building, which affects how prepared new technicians feel.

A “service bay” is the workshop area where vehicles are brought in for diagnosis and repair. The hosts use it to describe the real-world pressure technicians face when they’re expected to fix cars correctly but lack access to training or experts.

The hosts are discussing “early stage attrition,” meaning technicians leaving the job or industry soon after starting. In this context, they connect it to insecurity and not having the right support or training when problems come up in the service bay.

The segment contrasts “learning the hard way” with having guidance that supports critical thinking. In technician training, critical thinking means diagnosing the real cause and choosing the right approach, rather than just pushing through until something works.

A rusty bolt is a fastener that has corroded, which can make it hard to remove without stripping the head or breaking the bolt. In a shop, it’s a common “stuck fastener” problem that can derail an otherwise straightforward repair.

The speaker describes a technician goal of getting a repair “out of the shop” even if it’s not fully correct. This reflects a common industry tension between speed/throughput and doing the job to spec, which can impact quality, comebacks, and customer trust.

The speaker points to a social pressure where technicians may avoid asking for help because they don’t want to be mocked. That kind of culture can discourage learning and lead to shortcuts, especially when a job gets complicated.

Generational expectations are differences in what different age groups consider appropriate communication and workplace behavior. When a shop’s “teasing” norms don’t match how younger workers interpret it, the result can be disengagement or quitting—raising attrition.

The hosts are talking about improving the culture around automotive technicians—more respect, professionalism, and recognition of the job as a skilled profession. This matters because workplace treatment directly affects retention and recruiting, especially for younger techs.

An “attrition problem” means people are leaving a job or industry at a higher rate than expected. In recruiting and training discussions, it usually points to retention issues—like workplace culture, pay, workload, or lack of growth—rather than a lack of applicants. Fixing it often requires changing how the industry supports and treats new hires.

“Next generation” here refers to younger workers entering the auto industry and how they’re treated during onboarding and day-to-day work. The hosts are arguing that industry culture and management style can either discourage or encourage retention. It’s a workforce development concept tied directly to recruiting and training.

Washer fluid is the liquid used by a car’s windshield washer system to clean the glass. It’s a simple consumable, but it’s also a good example of how daily vehicle ownership requires basic maintenance habits. The segment uses it to illustrate how easy modern life can feel, which can affect how people approach learning and work.

The segment highlights that automotive work can be both physically demanding (hands-on labor, awkward positions, “busted knuckles”) and emotionally stressful (deadlines, customer expectations, and problem-solving pressure). This is an important reality check for recruiting and training.

This refers to different entry routes into automotive work that can feel less intimidating at first—such as roles that build skills gradually. The key idea is matching candidates to a progression that still leads to hands-on technical competence.

“Technical challenge” here is the appeal of diagnosing and repairing complex vehicle problems. In automotive terms, it points to the satisfaction of troubleshooting—figuring out what’s wrong and how to fix it correctly.

Programming is the skill of writing instructions for computers to control behavior—often used in robotics. In automotive careers, it shows up in areas like vehicle diagnostics, embedded systems, and automation.

The hosts refer to electrical concepts as part of robotics education, which maps well to modern vehicles that rely heavily on electronics. Understanding circuits and electronics helps with diagnosing issues and working with sensors, wiring, and control modules.

Mechanical engineering focuses on designing and understanding physical systems—forces, motion, and components. Automotive roles that connect to this include designing drivetrains, suspension systems, and manufacturing processes.

The hosts connect automotive recruiting to the education system, arguing that schools and programs often don’t provide enough access to automotive learning. They also imply that early exposure (clubs, classes, mentorship) matters for building interest before people reach job-ready age.

“Getting your hands on stuff” refers to hands-on, practical experience—like diagnosing and repairing equipment—rather than only learning theory. The hosts argue that modern vehicles and electronics make this more intimidating and harder for beginners, which can reduce participation.

When the hosts say “computers on them,” they’re pointing to the increasing role of onboard electronics in modern vehicles and even small engines. This matters because electronic control units (ECUs) and sensors can change how repairs are performed and what happens if components are disconnected or misconfigured.

This segment discusses how automotive programs are offered (or not offered) at different school levels, like junior high versus high school. It highlights how program availability can shape who enters the industry and when they get hands-on exposure.

This is an early-career recruiting concept: targeting students before they commit to other paths so they can build hands-on skills and confidence. In automotive, that often means exposure through school programs, clubs, and mentorship before adulthood.

The discussion contrasts traditional hands-on mechanical work with modern automation and robotics. For automotive careers, this matters because technicians increasingly work alongside advanced systems, not just older mechanical components.

“Lowes Corporate” refers to Lowe’s corporate IT work, used as an example of a successful path from college into a specialized role. While not automotive-specific, it supports the episode’s theme of career pathways and early interest.

4-H and FFA are youth development organizations that often emphasize hands-on learning, agriculture, and practical skills. The hosts mention them to illustrate where kids with “build and fix” interests can be found in real life.

Traxxas is a major brand in the RC (radio-controlled) hobby world, known for ready-to-run and kit-style cars and trucks. When hosts mention seeing Traxxas cars at events like SEMA, they’re pointing to how mainstream RC culture has become. It’s a good example of a recognizable “gateway” product for kids to get interested in mechanical tinkering.

RC cars are radio-controlled vehicles that mimic real driving and racing, but on a smaller scale. They’re often built from kits or assembled from parts, which makes them ideal for teaching mechanical basics like replacing broken components and understanding how systems fit together. In this segment, RC cars are used as a training tool for future automotive interest.

Hand tools are basic tools used manually (like screwdrivers, wrenches, and pliers) rather than power equipment. The hosts highlight them to show that kids can learn real mechanical skills by repairing broken parts on their own. It’s an important part of the training pipeline because it builds confidence and competence with common service tasks.

A kit car is a vehicle (or vehicle model) that you assemble yourself from components rather than buying fully built. In this segment, the hosts emphasize that kids build the RC cars first, then learn repair skills when parts break. That “build → break → fix” cycle is the educational point.

Shop class refers to school-based hands-on technical education, typically involving tools, basic fabrication/repair, and mechanical systems. In the segment, the hosts connect the progression from RC cars in earlier grades to more formal mechanical training in middle/high school. It’s presented as a pathway for turning early interest into real-world skills.

The ASC Educators Conference is a gathering for educators involved in automotive training programs. Conferences like this help instructors share curriculum ideas, teaching methods, and resources to improve how the next generation is trained.

An RC car program is an early, hands-on way to teach engineering-adjacent skills like basic electronics, mechanical thinking, and problem-solving. In an automotive context, it can also spark interest in motorsports, fabrication, and vehicle systems long before formal training begins.

“Trades” refers to skilled hands-on careers (like automotive technician work) learned through apprenticeships, vocational programs, and on-the-job training. The hosts argue that trades can be a strong path for many people who don’t want a traditional college route.

The hosts discuss dealerships sponsoring youth clubs and events, including branded t-shirts and parade participation. This is a marketing-and-recruiting strategy: dealerships build brand familiarity while also supporting activities that can lead to interest in technician careers.

The Wisconsin Auto Truck Dealers Association is credited with running a program similar to the Minnesota DOT’s initiative. In this segment, they’re specifically associated with the NitroX program that supports recruiting and training future automotive technicians.

NitroX is described as an auto-industry program run by the Wisconsin Auto Truck Dealers Association. The idea is to bring students into schools for hands-on exposure to automotive careers, helping build the next generation of technicians.

The hosts describe NitroX as a middle school camp that runs for a week in Wisconsin. This is an example of early career pipeline building—introducing automotive trades before students choose high school and career paths.

The “collision side” refers to the collision repair side of an auto shop—work like damage assessment, structural repairs, refinishing, and getting a vehicle back to safe, pre-accident condition. It’s a major pathway for training because it combines hands-on bodywork with process and safety standards.

“Paint up their cars” points to hands-on exposure to refinishing—learning surface prep, masking, and applying paint/coatings. Even at a simplified level, it helps students understand why prep and process matter for a quality finish.

Collision repair is the set of services performed after a vehicle is damaged, typically involving inspection, repair planning, bodywork, and painting. In training contexts, it’s often used to introduce students to real shop workflows and the variety of skills needed in modern repair.

A job shadow is when a student spends time observing professionals at work. In auto careers, it helps them see the real day-to-day tasks in a shop before committing to training or a job path.

Schmidt AutoCare is mentioned as an auto-related business in Ohio. The hosts likely brought it up as an example of a company involved in the industry’s workforce development or training efforts.

“Tiny techs” appears to be a program or initiative name aimed at introducing young students to automotive work. The key idea is early exposure—showing what happens in a shop so students can imagine themselves in the industry.

This describes a recruitment strategy: taking students into real automotive environments to demystify the work. Seeing the shop firsthand can make the industry feel more accessible and help students connect training to real careers.

In this context, “intentionality” means actively designing outreach and training rather than assuming interest will appear on its own. For the auto industry, it’s about creating deliberate pathways that bring new people into the trade.

“Humble Mechanic” is referenced as an example of someone who clearly loves automotive work and has built an audience around it. In a recruiting context, it shows how visible passion and storytelling can inspire people who didn’t previously know they’d be interested in the trade.

“3D printers” are fabrication tools that build objects layer-by-layer from digital designs, bridging creativity and engineering. The hosts highlight that early access to this kind of technology can be motivating and can help someone develop into an engineer.

The “STEM world” refers to science, technology, engineering, and math—fields that drive how modern vehicles are designed and built. Automotive careers often fit naturally into STEM because they involve systems engineering, electronics, software, and materials.

Pinewood Derbies are youth competitions where kids build and race small cars, usually made from a block of wood with simple wheels and axles. In the context of the episode, it’s being used as an example of an early, hands-on way to spark interest in cars and engineering before someone ever touches a real shop tool.

The phrase “fancy tool” is a way to describe modern, shop-style equipment that can feel intimidating to some people but is actually approachable with the right training. The episode’s point is that younger recruits often have strong comfort with technology, so they may adapt quickly to tools used in automotive work.

The International Harvester Scout 2 is a classic American SUV/SUV-truck from the 1970s, known for its rugged, off-road-friendly design. A 1975 example would have period-correct mechanicals and styling, and it’s a popular “first truck” choice for people who like simple, fixable vehicles.

An automatic transmission shifts gears without the driver using a clutch pedal. In older vehicles like a 1970s Scout 2, the automatic is typically a simpler, more traditional design than modern multi-speed automatics, but it still needs proper fluid service to stay healthy.