By: Matt Baker

Across the country, auto shops are facing challenges in filling technician roles. With skilled labor in limited supply, hiring delays can sometimes stretch for months.

Currently, Mechanic Plug is working to shorten that timeline to an estimated 30–60 days.

A Market Struggling to Deliver

Traditional job boards and recruiting services have not fully addressed the technician shortage. Many auto repair shops post listings, wait weeks for responses, and still find themselves without candidates. These delays can result in significant losses in business and revenue.

Mechanic Plug entered the scene with the goal of improving this situation.

Their strategy? Focus on increasing speed throughout every stage of the hiring process. This operational focus on timeliness is gradually setting a new benchmark for blue-collar staffing.

Speed As an Advantage

From the initial contact to final placement, Mechanic Plug aims to keep the process moving quickly. Ads are typically launched the same day a client signs up. Leads are contacted within minutes, not days.

This approach is intentional. Founder Chris Coco developed the system with speed as a central consideration.

“Speed can help create momentum,” Coco says. “When we move quickly, our clients generally see better outcomes.”

Responding Promptly

One common issue in recruiting is delay. Many shop owners take too long to reach out to applicants.

By the time they respond, top candidates may have already moved on.

Mechanic Plug avoids this pitfall by contacting every lead within 10 to 20 minutes. If someone expresses interest, they’re often speaking to a recruiter right away.

Ads That Can Help Reach the Right Candidates

When hiring, many recruiters focus on unemployed individuals. Mechanic Plug takes a different approach: targeting employed technicians who may be open to new opportunities. Rather than relying solely on job boards, they run ads on social media platforms.

This strategy helps them tap into a larger pool of potential candidates who may be more qualified.

“The most skilled technicians aren’t typically found on Indeed,” Coco explains. “They’re already working. But they might still be receptive to better offers.”

Mechanic Plug reaches out to those individuals and captures their attention.

Internal Execution Sets the Standard

Mechanic Plug’s team works with a sense of urgency. Internal decisions, campaign changes, and client requests are all handled quickly. The goal is to reduce obstacles, not introduce additional layers of complexity.

This culture of speed wasn’t developed by chance. It’s reinforced daily through performance tracking, team recognition, and open communication. Team members who book interviews, close deals, or exceed targets are frequently highlighted.

Results Supported by Data

Mechanic Plug has assisted over 200 shops in making more than 400 technician hires. They’ve helped clients save an estimated 20 million USD in lost business.

Their success rate in placing long-term hires is over 95%.

More importantly, 85% of their placements remain long-term. These aren’t short-term hires; they’re more likely to be stable placements that contribute to sustained shop growth.

A Model That Streamlines the Process

The company handles much of the hiring process for its clients. They generate applicants, pre-qualify candidates, and schedule interviews. Shops no longer need to sift through résumés or make repeated phone calls.

Once a technician is identified, Mechanic Plug arranges the interview and briefs the client on all the relevant details, from salary expectations to commute preferences. Every detail is seamlessly handed off.

It’s an end-to-end system, Coco explains, that’s designed for efficiency, not busywork.

Why Traditional Methods May Fall Short

According to Coco, many shops and recruiters struggle because they treat hiring as an afterthought. They don’t prioritize it, fail to act quickly, and aren’t always able to close candidates.

“They don’t respond to leads promptly,” he says. “They don’t ask the right questions, and as a result, they miss out on talented candidates.”

Even worse, some shops fail to follow up on interviews or delay decision-making. By the time they reach out, the technician has often accepted another offer.

Mechanic Plug avoids these mistakes through well-defined systems and client coaching.

A Culture Built on Achieving Results

Mechanic Plug’s internal environment reflects the urgency of their service. It’s fast-paced but intentional. The team celebrates successes in real-time, acknowledges high performers, and fosters growth within every role.

This culture keeps the team engaged. It also provides them with a competitive edge in execution.

“Achieving success is rewarding,” Coco says. “When the whole team succeeds together, everything moves more efficiently.”

Designed for Challenging Markets

Even in competitive hiring environments, Mechanic Plug continues to meet demand. Their average placement time is between 30–60 days. In many cases, this is faster than industry standards by several months.

They serve both small independent shops and large dealership groups. Their process is scalable, thanks to structured internal procedures and clear client expectations.

For shops losing revenue each week due to staffing shortages, that timeline represents a significant advantage.

Looking Ahead

The technician shortage is expected to persist. Fewer young workers are entering the trades, and retirements are increasing. The shops that will thrive are those that act decisively and offer strong support to potential talent.

Mechanic Plug is ready to address that demand. Their system is not only faster, but also more refined. As the labor market tightens, their approach seems to be aligning with the evolving needs of the industry.