Talent Acquisition Specialist, Automotive Repair (Remote)

All Jobs > Talent Acquisition Specialist, Automotive Repair (Remote)

Full-time

Description

Alloy Automotive Partners | Remote (Or Hybrid if you live in Dallas and prefer in person connection) | Full Time

About the role Hiring at Alloy takes two different kinds of work. Service Advisor openings bring in a steady flow of applicants, so the work is finding the right ones quickly and moving them through. Technician openings don’t bring in many applicants. The techs we want already have jobs, mostly at dealerships, and they aren’t checking Indeed. This role goes out and finds them, wherever they are in the country, and gives them a reason to talk to us.

Alloy Automotive Partners was founded by a former Master Guild Audi technician who left the dealership to build a better kind of shop. He started with one lift in a storage shed. Today Alloy has 12 locations across Colorado and Texas under four brands: Blair Automotive, Simply Euro, Simply Auto, and Lucas Auto Care. We still run the business the way a technician would want it run, and our growth depends on hiring great technicians.

This job is two jobs. Front of house hiring is about volume and judgment. Service Advisor and front counter roles bring in more applicants, but finding the right ones still takes hustle. You’ll need to screen quickly, follow up fast, and keep strong candidates moving before another shop hires them.

Technician hiring is the opposite. It’s a sales job. The good ones aren’t applying, so you have to go find them, start a conversation they weren’t expecting, earn some trust, and make the case for why Alloy is worth the move. Sometimes that move is across the country. You’ll hear “I’m good where I’m at” every week. Your job is to stay in touch until the day that changes.

Most recruiters are good at one of these. We need someone who can do both and knows which mode they’re in on any given day.

You have to know what good looks like. A resume that says “Master Tech” doesn’t mean much. You need to be able to tell the difference between a tech who can diagnose a no-start on a BMW with ISTA and one who only does brakes and oil changes. That means knowing which certifications matter, what factory experience tells you, and which questions separate real diagnostic ability from someone who just has a lot of years in.

You don’t need to turn a wrench. You need to recognize the person who can. You don’t need to know it coming in, but must be willing to learn.

You have to be able to sell it. Every technician you call is going to ask you the same thing: why would I leave the dealer? You need a real answer, and we’ll give you one to sell.

Our techs are paid flat rate with production bonuses. And for the right technician, we’re also very generous with relocation. If the best tech for a job is in Ohio, we’ll find a way to get them to Denver or Dallas. You need to be able to walk a tech through all of it, the pay plan, what they’d actually earn, the move, and what independent life looks like when it’s done right. If you can’t sell that with conviction, they won’t move.

What you’ll do

Own full-cycle recruiting for every role across 12 shops (and growing), from General Service Technicians to Master Certified Technicians, plus Service Advisors and Shop Managers, even high level leadership roles.

Use every one of our 100 smart sourcing contacts every month, and use them on qualified technicians and other key roles.

Find technicians wherever they are: LinkedIn, technician Facebook groups, Indeed, UTI, community college programs, competitor shops, and referrals

Search nationwide when the skillset calls for it, and build a real bench of technician talent from all over the country

Sell our flat rate and production bonus pay plan and our relocation package to techs who have never considered leaving the dealer

Stay in touch for the long game. Connect on Facebook and LinkedIn, send birthday notes, check in. When a tech is ready to move, we should be the first call they make

Screen front of house applicants quickly and consistently, and hand our managers a short list instead of a pile

Manage our 3 Regional Managers’ calendars and know which store each of them will be at every week, so in-person interviews get booked without the back and forth

Coordinate relocation logistics and work across Operations, HR, Payroll, and Training so a hire who says yes shows up on day one ready to work

Hire for skill and attitude, and treat attitude as the bigger one

Keep Paylocity Recruiting clean and use the data to show what’s working, where we’re losing people, and how fast we’re filling seats

Hire directly as much as possible and keep agency spend near zero

What success looks like

Time to fill keeps getting shorter

We have a true bench of qualified technicians across the country, so an opening doesn’t mean starting from zero

Every smart sourcing contact gets used every month, on people worth talking to

Techs who aren’t ready yet still know your name and still take your call

What you bring

3 to 5 years of recruiting experience, with real outbound sourcing behind it. Agency experience is a plus

Experience recruiting skilled trades, automotive, or other hard-to-fill hourly roles

A sales brain. You like the chase, you don’t take the first no personally, and you follow up

The ability to read a technician’s background and know whether they’re the real deal

Experience recruiting nationally and closing candidates who need to relocate

The discipline to screen high-volume roles without letting good candidates slip through

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