Talent Acquisition Specialist, Automotive Repair; Remote

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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

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.

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.

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.

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.

• 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:
  Linked In, 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…