Don Hewlett Chevrolet Buick - Technician Jobs in Georgetown, TX

The shop is not air conditioned, it is opened to the east and West, but we do have three 24' Big Ass Fans in the main service shop and numerous wall fans in our Xpress Shop for very good air flow and circulation. Both shops are heated for the colder winter days

We have 9 main shop service consultants, 4 Xpress service consultants, two shop foremen's, one booker-flagger, two warranty clerks, and a service BDC staffed with 4 employees. We currently have 20 main shop technicians and 12 express

Technician hours for the Main Shop are from 7:30am - 5:30pm Monday - Friday And 7:30am - 1:00pm on Saturday. Main shop technicians are required to work every third Saturday Xpress technician hours are 7:00am - 6:00pm Monday - Friday and 7:00am - 3:00pm on Saturdays.

We have an organized Special Tool Room with the GM required special tools and a process for checking out and accounting for them. We also have 3 alignment machines, 3 tire balancers, 2 tire changers, 2 brake lathes, all from Hunter Engineering, multiple battery chargers and testers, hot wash vat and more.

Our break room is air conditioned and heated, has a very large fridge, 60" TV with hundreds of cable channels, vending and drink machines, microwaves, toasters, etc.

Our main shop has 48 bays and the Xpress shop has 10. Most of our stalls have in ground lifts, this gives the technicians more room to work and get around the vehicles

The average for the entire service department is between 3,500 and 4,000 repair orders per month.

We have an in house communication tool called Workflow360. All technicians have there own PC to utilize this tool and keep track of their communications with parts, service consultants, managers, and others in the dealership. You order your parts through Workflow360 and the parts department communicates and brings the part directly to the technician.

We do allow side work on vehicles that live in the Technician's same household. Other requests are handled on a case-by-case basis and should be discussed with the Service Manager prior to any work being started.

Our two shops are well lit. We have a full time janitor that helps to keep the shops clean and uncluttered. We have two shop foremen that respond to technician's needs. We are not opposed to spending money on equipment once we see the need for it. We have and in house communication system called Workflow360, technicians who use it for the first time love it.

We believe in technician training, it is a must in our industry and a requirement of the dealership. Commissioned technicians are paid for all training, whether it is in house or at an offsite location. The minimum payment is the agreed upon hourly rate, if a technician is over 100% efficient then they are paid this amount. Offsite training is based on per day average and all expenses are paid.

We have a large Xpress operation and we move technicians from here to our main shop, once the individual is ready. The technicians skill level and training will help determine growth opportunities. In our main shop we encourage and expect technicians to continually increase their skill level and knowledge.

We currently do not have a formal review process. We have two shop foremen and a service manager that are in constant communication with all technicians regarding their performance, punctuality, cooperation, cleanliness, and organizational skills.

We have an in depth safety training program. The required safety training is dependent upon the position the employee is hired for.

Mentoring with a senior technician is dependent on the individual. We have two shop foremen, one Xpress foreman and a production manager. These four employees work very closely with all technicians and continuously evaluate their performance and provide guidance where needed.

The Hewlett Dealerships are very involved locally, sponsoring community events like Georgetown's Red Poppy Festival. We also are involved with organizations that assist with those affected by a cancer diagnosis i.e., Flatwater Foundation and we help fund programs for the most vulnerable children in our community through the Helping Hand Home, CASA of Williamson County and the Children's Advocacy Center, to name just a few. Our employees also pull together when needed to help each other through tough times, we collect food for the local food banks, raise money for local animal shelters and more.

It's important to educate and mentor the youth in our community. The dealership sponsors the Auto Tech programs at the local schools. We sponsor and judge the local high school's Texas Shoot Out competition, and we're often invited to speak at the career fairs at local high schools and vocational schools, talking with the students about careers in the automotive business.

Technology, technology, technology! In the next five years we see the shop continuously improving to get customers vehicles repaired faster and smarter. We certainly look forward to continued success and a great reputation. We can only do this by hiring and retaining good employees.

We try to always promote from within, from our service drive lot attendants, to our Xpress and main shop technicians, and service consultants. If a position becomes available, we will always look internally first.

General Application as well as all Current Openings can be found at https://www.hewlettcareers.com/

We can and will do phone interviews depending upon the location of the applicant. We do prefer in person interviews.

We ask each applicant to allow as much as two hours for a complete interview. This interview will consist of talking with several people, including the Service Manager, two shop foremen, and the dispatcher-production Manager. We feel this gives enough time for the Dealership and the applicant to determine if it is a good fit for all involved.

All applicants must demonstrate ability to pass a pre-employment background check and drug screen. Personality is assessed at time of interview.

The skill assessment takes place during the interview. This is based on years of being in the industry, level of experience, dealership or aftermarket training, etc.

This is on a case by case basis depending upon how many positions we may be needing to fill. In some instances, an offer will be given the day of the face-to-face interview. If an offer is not extended at the time of the interview, you can expect to hear from someone within three to five days at most.

In most case five days or less.

Flat rate commissioned pay plan.

Flat rate commissioned pay plan.

This level of technician is what we consider a Lube Tech and is commissioned-based, once the technician becomes acclimated to working in the dealership.

This position starts out as clock hour pay. Once this position has undergone the training needed, they will graduate to our C Level position and if desired, will move to a flat rate commissioned pay plan.

This is a commissioned-based pay plan. Income will be based on the individuals skill level, communication, and organizational skills.

Flat rate commissioned pay plan.

Flat rate commissioned pay plan.

Flat rate commissioned pay plan.

Flat rate commissioned pay plan.