Precision Imports, Inc. - Technician Jobs in Milaca, MN

Absolutely! We wouldn't have it any other way. We actually have 2 sources of heat and 2 air conditioners! Our shop is a consistent 68 degrees no matter the time of year or how often the doors open.

We consistently have 2 full-time technicians and a full-time service writer. Also, both owners work in the shop as managers and owners.

We value our personal lives and the lives of our employees. Our desire is to have the most profitable shop in the most reasonable hours to serve both our employees and customers. We are open Monday through Thursday - 8am to 5pm and Fridays 8am - 3pm. Additional hours are commonly available if a technician would like to work more for higher income.

All special tools and scanners are provided by the shop. We have 2 of the latest Matco scanners, and an Autel scanner, in addition to many European specialty tool kits.

We've included a picture in our bio. Our break room doubles as the customer waiting area but this is rarely an issue. Customer waiting appointments are only scheduled in the morning and then the area is free for employee use. We have a fridge, microwave, Keurig coffee maker, Culligan water (hot and cold), and plates/napkins/silverware available. We also regularly stock the fridge with pop and sparkling water and it's not uncommon to find snacks on the counter for sharing!

5 bays. 4 lifts and 1 wash bay.

125-135 ROs - we do a lot of big jobs, not many small tickets. Our average RO is $750, trending upwards. Less cars to pull in and out, more work performed. Did we mention, that we do NOT do tires or alignments!!

The service writer creates all work orders, sells the work, orders parts, receives parts, and has them ready for technicians on the parts bench. Techs do have access to ordering their own parts when it serves the shop and customers best to do so. These parts automatically get added to our ROs and accounted for. All orders are placed electronically; we rarely call for parts.

Employees may use the shop and tools to repair their family's vehicles with permission (outside of work hours). We do not allow employees to fix vehicles for money in our shop for liability reasons.

Many! This is where we shine! We are located in a rural area but have a very strong customer base. This results in fewer interruptions and a greater ability to control our schedule. Our shop is highly temperature controlled, extremely well lit with the help of white polished concrete floors and solar tubes, and cleaned every weekend by support staff. We do not do tires or alignments, we sublet this work. Our road and lot are paved and the parking situation is plentiful. We consider our parking lot and shop to be well laid out and functional for our customers and team. Lower stress = more productivity for all!

Yes, both formally and on the job. We are happy to share our years of European auto repair experience with technicians joining our team. We also pay for and reimburse time invested in outside training sources. We use both Worldpac and Oreilleys training programs when appropriate.

We are a relatively small shop with a limited amount of mobility in terms of title. However, we feel we reward good work with consistent reviews and pay increases on a regular basis. It's rare for an employee to need to ask us for a raise. We are very aware of how much we need our staff and appreciate them as such. We do hope to implement a Shop Foreman position in the future that would provide an opportunity for technicians to level-up.

We meet with employees quarterly to discuss their progress and goals. We like to know our employees personally and understand where they see themselves in months and years to come. This is a one-on-one meeting on-site, often during work hours. Sometimes we head to lunch off-site to meet as well.

When hired we review fire safety procedures and first aid procedures. We do not outsource any specific training.

We do occasionally hire younger technicians. The owner typically mentors them, however, if a tech on staff is a good fit for helping guide the new-hire, we add compensation for them to do so.

We sponsor and donate to several different organizations in our small town. We do not currently directly involve our staff in these endeavors, but we do encourage generosity and helping those in need inside our shop when times arise.

The local high school visits us annually and we commonly are invited to speak to their students in trades classes. We have had a few interns from the high school as well as unpaid job shadows.

Truly, we see our employees as fellow humans and nearly family, not as machines and dollar signs. Production is important, we are all here to make money, but we seek to understand our employees and honor their desires as we all grow. We would like to add team members who not only want a streamlined work environment and competitive pay, but also value their schedule, work environment, and teammates. We spend a significant portion of our life at the shop - let's make it count!!

Yes. We like to have a 5-10 minute call to see if we're a good fit before scheduling an in-person meeting.

We meet at the shop so the potential employee can see our environment is FOR REAL (it really does look like the pictures). :) We spend 30-60 minutes getting to know each other better.

We do check driving records and call past employers (with permission) for references.

No.

We aim to let interviewees know our intentions within 3 business days from the interview.

2 weeks is a common timeframe.

We want to determine if we are a good fit for the employee long term, not just if the employee can be useful to us short term. We avoid short-term hires and like to keep a cohesive team and vision for the group.

We use a strong base pay combined with a billed-hours bonus structure. The base pay encourages teamwork and shop care, while the billed-hours bonus incentivizes production.

We use a strong base pay combined with a billed-hours bonus structure. The base pay encourages teamwork and shop care, while the billed-hours bonus incentivizes production.

We use a strong base pay combined with a billed-hours bonus structure. The base pay encourages teamwork and shop care, while the billed-hours bonus incentivizes production.

We use a strong base pay combined with a gross profit bonus structure. The base pay encourages teamwork and shop care, while the gross profit bonus incentivizes sales and margin considerations.

We use a strong base pay combined with a billed-hours bonus structure. The base pay encourages teamwork and shop care, while the billed-hours bonus incentivizes production.