Stop Hiring in Panic Mode: Build a Recruiting Pipeline for Your Shop [RR 1094]

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Hello, my friend, Karm Capriotto,

remarkable results, radio 11 years in,

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Look, I'm with Chris Lawson,

the founder of Technician Find an Easy Bench.

And we are going to talk about

why the smartest shops never scramble to hire.

God, that's a problem that I seem to have

every minute of the day.

Yeah, you're right, hang out there.

We got some really cool stuff to talk about with Chris Lawson.

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Hey, welcome back.

Hello, Chris.

How are you, my friend?

Hey, I'm doing fantastic, Carm.

Always love hanging out with you.

Yeah, me too.

Hey, look, Chris has spent nearly eight years

helping independent auto repair shops

hire technician specialists.

Through hundreds of conversations,

God, I'd love to be a fly on the wall with that stuff

with shop owners and technician specialists.

He's identified a pattern.

Smart man.

He basically says the shops that never panic

when the tech leaves aren't doing anything complicated,

they're just doing something consistent.

And one of the things that we're gonna talk about here

in this episode is what's called Easy Bench.

It's something Chris just recently launched.

And I'm so excited to hear a whole lot more about it.

And so the listeners should walk away with our goal, Chris.

The difference between reactive hiring,

like a fire alarm approach and proactive bench building,

or as you call it, the heartbeat,

we're gonna talk about the three reasons

technicians leave shops.

A dead simple system any owner can start this week.

The concept of becoming 10 mile famous.

I love that.

I can't wait to hear about that.

And why the best technician specialists are not on indeed.

Ooh, so let's do this thing, my friend.

We've had hundreds of conversations

with shop owners about hiring.

What's the one pattern, Chris,

that you see over and over

that most owners don't realize they're stuck?

That's the question, right?

I would say that it is the fire alarm syndrome.

It is when a technician leaves

or when one of their employees leaves,

it sets off a fire alarm and everybody scrambles.

And that's a problem for a bunch of reasons.

I mean, stress aside, I mean, it's very stressful.

But it's also a problem because when you're in stress,

and I've talked to, I mean,

hundreds of shop owners at this point and GMs,

when you're in stress, you don't make the best decisions.

And that's when the poor hires happen.

That's when you hire a warm body

or somebody that can fog a mirror.

And then what ends up happening is,

if you're lucky, they'll stick for six months

and then you're in the same position all over again.

You said that the crisis isn't the tech who leaves.

What do you mean by that?

Yeah, it's not the technician that leaves.

It's having no one to call when they do.

I can tell you, when you've got a deep bench

and you've got half a dozen people that you can call,

if that happens, it completely changes

the whole perspective of that situation.

And not only does it change the perspective

if the technician leaves,

but it also changes the perspective

when you're fully staffed.

If you're fully staffed and then you've got a bench,

then what ends up happening is you're not worried

about being held hostage over raises

or people threatening to leave.

It puts you in a much more common, more confident position.

So there's shops that don't scramble at all.

That's right.

If you're treating it like we call it passive recruiting,

passive recruiting has been around forever.

Big Fortune 500 companies have known this for decades.

They do passive recruiting.

They do branding ads that just are out there all the time

to attract good employees.

But it's not something that's really embraced

with smaller businesses, with shops, with independence.

And we're trying to change that

because it puts you in a completely different position

when you actually have people to talk to.

And you can think about it.

I have this conversation a lot with my marketing buddies.

You can think about it like marketing.

If you're consistently marketing,

if you're consistently out there

and you're talking about your brand,

you're talking about what you do

and the results that you've received

and you're promoting your good reviews,

then customers see that and it's consistent.

And you don't wanna start marketing

when your car count is way down.

You wanna be marketing all the way through

so that you can have deep roots in the community

and you can have a consistent flow of business.

It's the exact same thing with employment.

You're marketing your shop to potential employees

that are maybe six months, maybe two years,

maybe five years down the road.

So this always be recruiting is, you know, ABR.

It's something that I think top shops really get and know.

And by the way, I love the word scramble.

It really does define I'm in some deep doo-doo

because I haven't planned ahead, right?

Wow.

That's exactly it.

You know, it's the old saying,

you repair your roof before it starts raining.

This is exactly the same situation.

And the best time is when you've got everything fully staffed,

you've got everybody in place

and then you can just do it very incrementally.

I think of this also like the train.

I mean, if you've ever seen a train start from a standstill,

one of these big, long trains,

it's a mile long and has coal and everything.

These really heavy trains and they've got six or seven engines.

It takes so much pull to get these things moving.

But once it gets moving, the momentum keeps going.

And it's the exact same thing.

If you can build that momentum while you're fully staffed,

then you're in a much better situation when someone leaves

because now you don't have to start from zero.

A perpetual wheel.

Yeah, a flywheel.

And I don't know if that flywheel should be named

recruitment or retention, but probably both.

The R&R wheel.

R&R, I love it.

Yeah.

The R&R perpetual wheel.

You can use that anytime.

I love it.

You have a story about a tech who watched

a shop's Facebook page for two years before they applied.

That's so interesting.

You know what, it's funny.

I've heard this story now several different times

from several different shop owners.

And I'll tell you what, the first time I heard it was

on April 27th, 2024, when we spoke together,

we had a panel and it was shop owner, Roy Nimi,

had mentioned that there was a technician

that watched his Facebook business page

for two years before he applied.

And I've heard different iterations of that.

And here's the deal.

The deal is they are watching you.

Your future employees are watching what you do.

And it's important to have culture pieces out there.

And what I mean by culture pieces is

show what a day in the life looks like.

Show when you recognize your technical specialists

for ASC certifications, take a picture of them,

recognize them, show what it looks like

when you go out as a group and do team outings.

Show what it looks like when you dress up the waiting room

for holidays and decorate.

Show what it's like to work on a regular basis.

And then it gives them an idea of, hey,

this is a shop that really cares about what goes on.

And I'll tell you extra bonus points is if you can show

how you are taking care of your employees' lives

inside and outside of the shop, you get extra bonus points.

That's something I can tell you right now

that big chains and dealers are not doing.

And that is one of the ways that you can really

differentiate yourself as an independent shop

against other larger shops in your area.

It's a point well taken.

And I think a lot of the marketers get that.

The culture that we have inside the shop,

that's indicative to being happy and excited,

come to work, happy, leave work happy.

And I'm not saying everything is peaches and cream

on a daily basis, but at least the attitude

should always be uplifting and to get that out

and in the face of not only a potential client,

but someone who may want to come to work for you.

You've talked to hundreds of technician specialists directly.

What do they actually want?

I think a lot of owners assume it's all about money.

That's the common thought for sure.

And how much of a sign on bonus do I have to offer?

I take a different perspective on that.

I never lead with a sign on bonus.

I think sometimes it's important to have

because it's just because of competition.

If you've got a bunch of shops in your area

that are offering sign on bonuses,

you've got to be competitive.

But by this point, technicians that I've talked to,

they understand that a $15,000 or $20,000 sign on bonus

is they're never going to see it.

They understand that that's just kind of a carrot

that's dangled in front of them.

And there's going to be so many hoops and strings attached

that it's just not believable.

But I would say that what they're really looking at

is it falls into three different categories.

And the first one is respect.

I can tell you of the conversations I've had,

what ends up pushing a technician over the edge

and getting them looking at other shops

is when they get disrespected.

Or they get disgusted with themselves

and the situation that they're in

and it just becomes too much to bear.

Because technicians, they have broad shoulders

and they take a lot of crap.

But there gets to be that one point in time

where it just gets pushed over the edge

and then it's done.

And it usually revolves around respect.

The second thing is growth.

Is it, are they able to grow?

Are they getting new training?

Are they getting new opportunities

to be enhancing their skills?

These are the things that also,

is there a pathway to growth?

Is there a roadmap to advancement?

I mean, are there opportunities for lead tech,

shop foreman, going up into management,

doing things like this shop ownership?

Are these pathways out there?

I actually created a GPT that helps map out

the career path of a technician

because that's a really, really effective retention

and a really effective attraction tool

is to say, hey, look, where do you wanna go?

Let's build you a plan.

Let's show you what your toolbox needs to look like

if you wanna get to this level.

Let's show you what ASE certifications you need to get to.

Let's plan this out.

Let's figure out what, let's map your growth.

So one respect, two growth, three money.

Notice how I put money's third.

Yeah, you talk about a mental culture shift

for a shop owner to think that the person sitting across

from me and all these people that I've hired

in my entire life, and since I started

turning wrenches at 25, this is important today.

And I love how you outlined it.

It is the, if you will, the most sophisticated way

to build a great team.

And I love your point.

I wrote a blog a few weeks ago

because I saw a TV ad for a local dealership.

Straight in everyone's face.

Hell, to housewives, and you name it,

whoever had a chance to watch that ad

during one of the sports games,

and it said best in class, pay and benefits.

It said cool in the summer, warm in the winter.

I'm reading this off my screen.

Pay training, plenty of repair orders,

all the tools you need to do the job right.

A laptop, modern, clean, comfortable facilities,

and state of the art equipment.

And that's what they said straight away

to the community population of Western New York

as they're looking to recruit new people.

And I am sure the wife could be saying,

you don't get that over at Bob's Place, do you?

Boy, you've always been complaining about that.

Look, if you go there, you're gonna get that.

And so, if we're paying attention

to what's going on in the real world,

and I know that there's an awful lot of upheaval going on

at the dealerships, they're losing people

to a big and high degree.

And I think it's segmented around the country

in certain areas.

But Chris, the perpetual wheel recruitment and retention,

and I love, but is some of this knowing change

that you continue to preach to shop owners,

this outreach, does it help them?

Absolutely, to your point,

one of the things that I started doing is every Saturday,

I post in my school community

an independent intelligence briefing.

And it's about the rollups, the PE activity,

that's happening in different areas.

And within Easy Bench, we talk about this a lot too.

There are specific things that you can do

to position yourself when a rollup firm comes into your area,

when a private equity behemoth comes in

and starts buying up independent shops,

because a lot of times it just destroys culture.

And it goes from an environment that's a family environment

or a nice team supportive environment

to a corporate environment

where there's three or four levels of management

between the technical specialist and a decision maker

where all of a sudden they become a number,

all of a sudden they are forced to compete

against their peers and they just lose their humanity.

And it's a prime opportunity

to start promoting what makes you different

as an independent and attract these folks

that it will be looking

because these corporate management teams are coming in.

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Let's talk about the school, the free school community

at school.com forward slash technician find, it's cool.

I mean, I love your posts, I'm there

and sometimes I just can't stop reading,

you do such a good job, tell us what it's for.

I started this community a few years back

and so I started actually technician find in 2017.

Carm, you know my story, but I really had to be

a quick study because I didn't know anything

about the industry, some very, very generous shop owners

took me under their wing, they taught me the industry

and invited me to join a board of directors

in the 20 group and what ended up happening

is we started working on what has now become technician find

and we did a lot of trial and error to figure out

what exactly attracts technicians, service advisors

and everything and part of the process, I found out

that 20% of the shops we work with,

they were getting really outstanding results,

they were hiring within two weeks,

they were doing everything right,

they had systems in place, they knew how to sell the dream

and communicate the opportunity,

they had their offers dialed in, everything was really great.

What I wanted to do is I wanted to share

those best practices with everybody else,

I wanted all of our clients to get results like that.

So that's why I started the school community

and what we do is we drop in all the best practices,

shop owners can talk with each other right now

we're at 486 members, all independent shop owners

and general managers and we have great conversations

and that's what it's all about is sharing what works,

interview questions, standard operating practices,

templates, GPTs that help you write ads

and do things like that.

I love the whole GPT thing and using that,

we're getting ready to do an episode with the great guy

who's very much into software technology, Chris Cludier

and he is all over AI.

I mean, we've done episodes on AI,

there's more different in our industry about AI,

good, AI, bad, where's it going, how's it getting there?

But I recently read a book, the AI thought,

and it just rocked my world as to how you can use it

and I think there's a benefit,

I also think that there's an awful lot of junk going on

about how bad unemployment is going to be

because AI is going to cripple our world,

I'm not worried about our industry.

We need people to work with their brains in their hands

and yes, can AI help us in some of that heavy diet?

Sure, it may be able to look over things so quick,

all these resources, but I don't wanna go backwards

in our discussion, but hey, the free school community,

school is skol.com, forward slash technician find.

We'll make sure we put that link in the show notes.

So, Chris, indeed, we're always going to back up

and move into, well, I gotta post an indeed, what was me?

Yeah, all roads seem to leave there

and they do some things very, very well.

I mean, the world's largest resume database,

I mean, there's hands down, there's no denying that

and they have a phenomenal interface,

it's very easy to use, but the problem is,

it's just a different pool, it's a job board.

If you're hunting a blue marlin,

you're hunting somebody that really is maybe

not particularly happy, but they're not looking for work,

they're not gonna be on a job board

if they're not looking for work

and if you're looking for someone that's experienced,

someone that has a good attitude, that wants to work,

you need to go somewhere else to find them.

That's the bottom line and that's what we built

technician find on is, hey, look,

we need to find technicians that are already working.

So we're not gonna do that where they're looking.

I have told, I'm sure it's a story I heard from you,

and by the way, Chris has been on the podcast nine times,

I just recently counted and I so appreciate you've been

on panels, you've been, you and I, one on one, so smart.

Go to my website, remarkableresults.biz

and just type in Lawson and any of the search features there

and catch some additional stuff from Chris.

You said something so big and so important

and that is the great quality people that aren't on Indeed,

that seem to be happy, but they're not,

seem to feel they have a great career, but they're not sure.

And I'm not talking about how to poach them,

but I'm saying there are some that are good, so good,

and they're stuck and they just need a really great owner

to bring them in and pull them up and show them,

bring that continuous education,

show them the right tools that we have,

show them that we have enough work orders

to make them fruitful every week.

That is, I believe, where you're going with all of this.

Absolutely, what's really vivid to me

is a conversation I had with a shop owner,

he said, I really wanna change the perception

of an independent shop.

And he said, what the perception is to a dealer technician

is it's some guy with a pot belly

and a cigar hanging out of his mouth

and a dirty rag in his back pocket.

And I thought that was a really vivid way of saying that.

And he said, it's not.

He says, look at my shop, I mean, he's immaculate.

Picked up his laptop and he pointed it to the base

and it was immaculate.

I mean, you could eat off the floor.

I mean, it was sparkling cleanings.

He's like, what do you think of this?

And I was like, wow, it's beautiful.

It doesn't have to be that way.

I know I hear you.

You said something really big there, perception.

And Gali, the word professionalism

kind of connects with that.

Everyone knows that I'm crazy

about this whole language shift in the industry

and how important that I know that it needs to be.

And yet we have too many people that just don't wanna

realize that the perception from the client looking in at us

is so critical in how we look and what we do

and what we say.

And so if we would just consider how we can grow

the professionalism of our business,

I know it's a heavy lift.

There's probably 30 things to pay attention and look at.

If you don't wanna be a strong strategic thinking

entrepreneur, then you're just gonna be a hobbyist.

But if you wanna get up and go and grow,

you need people like Chris and all of these great things.

We cover all this stuff on the podcast.

If you're listening, by the way, for the first time,

we've got your cover from A to Z over the last 11 years.

Okay, so let's talk about this 10-mile famous thing.

I love what it really in concept,

what it looks like in practice

of my shop owner listening right now.

What do I actually do to become 10-mile famous?

Yeah, 10-mile famous is something that I really coined

because it's an idea of getting what you're all about

out there and keeping it out there.

And it's not from the perspective of your customers,

it's from the perspective of potential employees.

And it's as simple as just putting five bucks a day

into a Facebook ad, but these aren't ads for hiring.

This is different.

And this is something that we found out the hard way.

A lot of, in the early days,

when we were trying to help shops build their bench,

what we would do is we would run employment ads

and then they would build their bench.

And what happens is when an employee sees an ad

and they apply for the ad and they find out

that you're just collecting resumes,

it creates a lot of bad blood, so you don't want to do that.

This is different.

What you're doing is you're doing culture ping ads

and the call to action isn't, hey, come and apply.

The call to action is, hey, raise your hand.

Tell me, comment, respect.

If you really believe that respect

is the most important thing in your shop.

Comment, growth.

If you think that having a pathway to growth

and becoming more in a better version of yourself

is important.

So it's just getting these conversations started

and then nurturing these conversations with adding value.

You don't want to be bugging people all the time.

And I see this done the wrong way all the time.

It's like, hey, when are you gonna come to our shop?

Hey, when are you gonna come to my shop?

No, you want to stay in touch with value.

And that's a big challenge that we had to come across

is how do you stay in front of somebody,

keep the conversation going,

keep adding value and not be a pest?

That's powerful.

Stay in touch with value.

Ooh. Absolutely.

Will these kinds of ads even help car count

and new clients?

Yes, as a matter of fact, fun you should ask.

Couple times a month when we are talking with our clients,

they'll say, you know, it's funny, Chris,

our car counts go up when we're running these employment ads.

And they say, why is that?

It's weird because I'm not running an oil change special

or anything that has a direct call to action

that's service related.

And I say, what it is, is they see

that the ad is so well written

and that you care so much about your employees

and they're showing what's going on inside of your culture.

They think, you know what?

If that shop takes care of their employees that well,

they're going to take care of my vehicle.

I'm going to say something.

Don't crush me for saying this.

Never.

But what you just said seems like a warmth.

And that's the word I just started to think about.

I'm going to go there because there's something really warm

going on between their people and their clients

and what they do and the value that they have.

So I don't know why the word warmth came to me.

Anyway, OK, because Carve is a kind of a guy

that I listen so intently to people and then all of a sudden

I form my own shape of what I just heard and key words.

And then I say, what does this mean?

And with the word anyway, let's jump into easy bench.

I love this.

I mean, where did this thing incubate from?

Yeah, you know, over the years, I've been asked over and over again.

Hey, Chris, we're fully staffed, but we really want to have a bench

so we don't have to start from zero.

Can you do that for us?

I tried. We did a lot with that, but it's like this.

And this is how I describe it now.

Let's say you wanted to get married.

You hire somebody to go on a bunch of dates for you and you say, you know what,

I'll show up when you're at the altar, I'll bring the ring.

You can't do it that way.

It doesn't work that way because you're building a relationship.

You're building a relationship with the technician.

You're building a relationship with the service advisor.

You're building a relationship over time,

and it has to be you building the relationship.

And so when I made that shift, it all changed.

What we do is we remove as much of the heavy lifting as possible.

We have pre-printed messages that you can grab and that are proven

that you can grab and you can send.

We have a dashboard that's set up so that you can keep track of all the individuals

and you can keep track of the last time you had a communication,

the next communication and what you should be saying.

And then we have weekly implementation workshops

where we troubleshoot, hey, what happened?

I got ghosted. What did you do?

And we troubleshoot and we figure out, OK, let's get through this issue.

What I call it is its staffing insurance

for independent automotive repair shops, staffing insurance.

Staffing insurance for automotive repair shops.

I thought of the word portal, a bench portal, a hiring bench portal.

Yep, we do.

It's actually a portal that you get to through the technician

find school community and there's a lot of resources in there.

There's swipe and deploy ads.

So the ads that we're talking about about becoming 10 mile famous,

you just come in, you grab the text, image,

you boost it and you're done.

You're good to go.

And the cadence is what's really important is continuing to do this.

And it only takes 20 minutes a week.

The idea is that you want to keep five to ten pre-qualified text warm on your bench

so that when that inevitable happens, you're not starting from zero.

So it's kind of like an easy button.

And some I'm thinking it's almost like a reliability thing.

I know I've got tools there and I sense I feel I'm going to grow.

I need somebody.

I sense I feel I have a problem in the shop and I need to do something about it.

And all of those particular feels that you have those moments of what do I do now?

You can go back and rely on the easy bench

because a lot of the tools that you need to start a drive for a new person is there.

Any success stories from someone that's been using this?

Yeah, absolutely.

The service is relatively new, but I'll tell you one that I mean, it was very dramatic.

What happened is we had a new shop owner join in during the launch.

I shouldn't say new shop owner.

He's been in the business for years.

He's got two stores.

He's an MSO.

He's got a third store on the way, was fully staffed when he joined.

But he said, you know what, this is really what I need

because I don't want to have to start from zero if I lose someone.

Seven days later, we hop on one of the first implementation clinic calls

and he lost three technicians in that seven days.

All for different reasons and quite frankly,

none of where he had any control over.

But he said, you know what, we were able from the first

implementation clinic to the second implementation clinic to add 17 names to our bench board.

We've hired three techs, so he ended up hiring one B

and I believe two A technicians based upon what he had.

The tools that he's used inside of the bench

and the fact that he had 17 technicians on his bench board within that first two weeks.

Man, wow, it had to excite the hell out of you.

It certainly did.

And I tell everybody, I say, you know what, this is what happens when you work it.

I mean, he went in and he got 17 technicians.

He did what we talked about in the meeting.

He had 17 techs on his bench board and then he worked with the tools

and his outreach was solid.

The big thing is a lot of shop owners ask me, hey,

how do I keep from getting ghosted?

And I say, that's all in the messaging.

You're saying the wrong things at the wrong time in the wrong way.

And once you have that dialed in, you don't get ghosted as often.

And your and your offers stick.

Ghosting. Oh.

So if someone's listening right now, hey, I need this.

What should they do next?

Join us over at the school community.

We you can see, get a feel really quickly what it's all about.

There's a lot of detail on it.

And you can also mix it up with all other shop owners in the community.

And you can sign up right through the Technician Find community.

There's a link right on the right hand side of the home page.

And it's very simple.

So it's SKOL dot com forward slash technician find or technician find

dot com and you've got links there.

I do. Yes, we have links directly from the main website.

So if you had all the clients that were in our listening

listening audience, what would you tell them to do next?

I would tell them to come check out the community.

I'm really proud of this community.

I'm proud of the shop owners that are participating in there.

And we've just putting some really good content there.

And there's so many.

What I love most and I think I'm like you in this respect,

Carm is I love it when people take my ideas and run with them and get results.

And I see that every day inside the community.

And it's just so amazing.

That's why I do what I do.

You're a giver just like me.

You're free flowing thoughts.

Enjoy them.

Do something with them.

OK, I love this episode.

Thank you so much.

I learned a lot, but I want to go one step further on something

you said about about 10 or 15 minutes ago.

Allow me to ask this question.

We were talking about sign on bonuses, OK?

And you were going with some crazy, crazy numbers.

Are there any hooks to a good sign on bonus that you know of?

Yeah, in a sense of putting teeth in them so that they don't get abused.

They're not outlandish that someone's well, 15, 20 grand, you know,

they just want to get me in a seat and interview me.

And if someone does have, say, a 5000 dollar sign on bonus,

but there's probably hooks to it, you know, we need to accomplish so many things.

Is it an immediate?

Is it a six month?

What do you hear about those kinds of things?

Between three and 5000 is really the spot.

It's believable.

It's achievable.

And then from there, most of the time when I'm talking with a shop owner,

what I'll say is what you want to do is you want to put some teeth into it

and you want to, if you have a probationary period,

have it correspond to your probationary period.

If you have a 30, 60 or 90 day window, you can do it that way.

I've seen shops that say, OK, we're going to pay out over a year,

you know, and you got to stay for a year.

I've seen tools, you know, that will give you tools and will forgive a certain,

you know, percentage of that, those tools over, you know, certain periods.

If you meet certain benchmarks, here's what you want to do, though.

You want to have it in writing and you want to have it up front.

Because people's memory gets fuzzy.

And I can tell you, I've seen this personally.

What ends up happening is the technician thinks that they're going to get this money

and you think that you're going to get this production or you think you're going to get,

you know, these benchmarks and the technician doesn't remember the benchmarks,

but they remember the money.

You always want to make sure that you have this in place and that you're monitoring it.

That's the other thing that I see is if you're not having regular meetings

and you're not monitoring the progress, then it's a problem

because it all goes out of existence.

And then remember, you had to do a certain amount of training.

Or remember, we needed you at this certain level

and be able to handle these specific skills or these specific jobs by yourself.

And you're not quite there yet.

So we can't release this portion of the, you know, of the bonus.

So it's however you want to structure it, put teeth in it.

Makes all kinds of sense, Chris.

Thank you for that.

And the thing I think about is you said it in writing.

It's got to be well thought out.

If say it was a six month payout in 90 days, you're ready to part ways.

But that individual says, hey, you owe me the rest of that money.

If it's not written and signed, then you probably will lose.

Everybody's memory gets fuzzy when it comes to that.

I know. That's what happens.

Hey, look, thanks for all the great things you're doing for the industry.

Thank you for being my friend and thank you for working so hard.

I love the easy bench concept.

I love the idea.

I think it's probably the next level in this whole recruitment thing

that we're doing in our industry.

And thank you so much.

Chris Lawson, the technician find and easy bench technician find.com.

Thanks for being here, my friend.

Thank you for everything you do for the industry.

Carm, really appreciate it.

Thank you, Chris.

Thanks for being on board to listen and learn

from the Premier Automotive Repair Business Podcast, Remarkable Results Radio.

Get your episodic education on the ARPN listening app

at automotiverepairpodcastnetwork.com.

Also, enjoy the podcast on our Carm Capriato YouTube channel.

Carm is all for advancing the professional automotive service industry.

Until next time.

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