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Under The Hood
Is the shop heated? Air conditioned?
Heated and Air Conditioned
What is the size of the team I’d be working with?
6 Techs 3 Service Advisors 1 Office Manager 1 Porter/GS Tech
What are the shop hours and what are the shift timeframes?
7:30am- 5:30pm (Monday-Friday)
What tools does the shop provide that are available for all technicians to use?
ADAS Calibration New Hofmann Alignment System Factory Scan Tools for Asian and Domestic Multiple Scan Tools All the latest BG Flush Machines Several BG Induction Cleaning Devices BG Revit Tool New High and Low Pressure Smoke Machines Shop Press Cabinet Parts Washer Pico Scope, with all pressure transducers, NVH Tool Pipe Benders Welder Much more than I can list
What type of break room facility is provided?
Dedicated Break Room/Training Room TV, microwave, oven, air fryer, refrigerator.
How many bays does your shop have?
8
How many repair orders do you average per month?
250/300
What is your parts ordering process?
3 Service Advisors. Technicians write their story and parts list based on their findings of the primary concern and digital inspection. Then the service advisors look up and order parts. They also edit the inspection, prepare the estimate, and sell the work.
What is your policy on side work?
We believe in paying the technicians well enough, where there would be no desire to do side work. However, we do allow technicians to use Shop equipment for their personal use on their personal time.
Are there any other unique features of the work environment worth noting?
We are a high-volume very efficient shop with a very good shop flow system. We have the ability to bring as much work as we desire. Consequently, the earning potential of a technician is significant.
Do you offer any skills training or continuing education opportunities?
We offer a minimum of 40 hours of paid training per year. This contributes significantly to the professional development and skill enhancement of your employees. Utilizing reputable training programs like NAPA Auto Tech Training, Garage Gurus, and Vision shows a commitment to providing quality learning opportunities.
Can you describe opportunities for career growth at your business?
At Roy Foster's Automotive, we take pride in fostering a work environment that encourages and supports continuous career growth for our employees. With a rich history dating back to 1947, we have sustained our presence in the market and thrived, serving multi-generational clients. By providing training, mentorship, internal opportunities, and a supportive culture, we aim to empower our employees to reach their full potential and build fulfilling, long-lasting careers with us.
Can you describe your performance review process?
Performing employee reviews every three months is our proactive approach to monitoring and enhancing performance. This frequent feedback cycle allows for more timely assessments and adjustments. Overall, conducting performance reviews every three months demonstrates a commitment to employee development and organizational excellence.
What type of safety training is required?
Prioritizing safety through regular in-house training and employee meetings is a regular practice. Making safety a core value in our organization helps create a secure work environment and demonstrates our commitment to the well-being of our employees. By consistently integrating safety into our regular training and meetings, we are complying with regulations and fostering a culture of responsibility, awareness, and preparedness.
Can you describe how Techs work with and mentor younger techs?
By incorporating elements into the mentorship process within the NAPA Apprentice Program, we have created a dynamic learning environment that benefits both younger techs and their experienced mentors. This approach not only enhances technical skills but also contributes to the overall growth and cohesion of the team.
How does your shop get involved with the local community?
In the Reno-Sparks Nevada NAPA AutoCare Business Development Group (BDG), where he is a past President, Roy has led the group’s support of scholarships and training opportunities for the automotive program at Truckee Meadows Community College, where he serves on the board. At The Discovery children’s museum, the BDG has sponsored the fun, educational, and immensely popular first-ever Super Service Center for kids. In addition, the BDG has donated resources to local high school automotive programs and fixes up and donates vehicles for deserving community members. Roy also judges SkillsUSA competitions, speaks on Autovitals Digital Shop Talk Radio and Carm Capriotto’s podcast network, is an advocate for NAPA TRACS Enterprise and serves on the NAPA TRACS Advisory Council, and takes an active role in state legislation relevant to the independent aftermarket. Through the Repair Shop for Tomorrow Brakes for Kids program, Roy has helped raise roughly $100,000 in two years for St. Jude Children’s Hospital – with nearly $10,000 of that coming from Roy Foster’s Automotive.
Do you do anything with local high schools or tech schools to encourage more students to enter the profession?
We work with and have donated resources to local high school automotive programs. Roy serves as a board member at Truckee Meadows Community College. In addition, he serves as a judge for SkillsUSA competitions, speaks on Autovitals Digital Shop Talk Radio and Carm Capriotto’s podcast network, is a NAPA TRACS Enterprise Council Member, serves on the NAPA Auto Care Advisory Council, an ambassador for the NAPA Apprentice Program featured at 2023 AAPEX, and take an active role in state legislation relevant to the independent aftermarket.
Do you phone screen applicants before doing in-person interviews?
Phone screen interviews allow us to quickly assess basic qualifications and determine if candidates meet the essential requirements for the position. It also streamlines the initial evaluation process, saving time for both the hiring team and the candidates.
What do your in-person interviews entail?
An in-person interview is a crucial component of the hiring process and provides an opportunity for the hiring team to assess a candidate's qualifications, skills, cultural fit, and overall suitability for the role.
Do you perform background checks, drug screening, or personality tests before hiring an applicant?
Conducting background and drug screenings before hiring an applicant is common for many employers. These processes help ensure new hires meet certain standards and are a good fit for our organization.
Do you perform a skill assessment before hiring an applicant? If yes, what does it entail?
Conducting skill assessments before hiring is a valuable practice that allows us to evaluate a candidate's practical abilities and competencies relevant to the job.
After an in-person interview, approximately how long should I expect to wait for a rejection or an offer?
The duration between an in-person interview and receiving a rejection or an offer can vary depending on the specific circumstances of the hiring process and the number of candidates being considered.
Approximately how long does the full hiring process take from submitting the application to the time of the hiring decision?
The duration of the full hiring process can vary widely based on factors such as the complexity of the position and the number of candidates. There is no one-size-fits-all timeline, but typically 1-4 weeks from the first interview to onboarding.
Is there anything else you’d like to mention about your hiring process?
A paid working interview can be a valuable step in the hiring process, allowing the employer and the candidate to make more informed decisions. It demonstrates a commitment to fair evaluation and provides a practical assessment of the candidate's skills in a real-world context. If you have questions or need further guidance on this practice, please let me know!
A Level Technician
Pay Range: $65,000.00 - $125,000.00/year
A merit-based pay system with incentives that compensate and reward employees based on their performance, achievements, and contributions to the organization. This approach recognizes and motivates employees who demonstrate exceptional skills, exceed performance expectations, and contribute significantly to the company's success.
B Level Technician
Pay Range: $35,000.00 - $70,000.00/year
A merit-based pay system with incentives that compensate and reward employees based on their performance, achievements, and contributions to the organization. This approach recognizes and motivates employees who demonstrate exceptional skills, exceed performance expectations, and contribute significantly to the company's success.
- Health Insurance Offered
- We pay 50% of employee Health Insurance. This is a non-wage compensation provided by Roy Foster's Automotive to enhance the overall well-being, job satisfaction, and financial security of our employees. These benefits go beyond the basic salary and are designed to attract, retain, and support our talented workforce.
- Dental Insurance Offered
- We pay 50% of employee Dental Insurance. This is a non-wage compensation provided by Roy Foster's Automotive to enhance our employees' overall well-being, job satisfaction, and financial security. These benefits go beyond the basic salary and are designed to attract, retain, and support our talented workforce.
- Vision Insurance Not Offered
- Retirement Plan Offered
- Roy Foster's Automotive offers a Simple IRA (Savings Incentive Match Plan for Employees Individual Retirement Account) with a 3% employer match as our retirement plan. It provides employees a tax-advantaged way to save for retirement, and the employer contributes to their accounts.
- Sick Leave Not Offered
- Vacation Offered
- Offering three weeks of paid time off (PTO) as an employee benefit is a generous and valuable policy with several exceptional advantages for employees and employers. Employees who take regular breaks and vacations return to work rejuvenated and more productive. Time away from work allows individuals to recharge, resulting in improved focus and productivity upon their return.
- Paid Holidays Offered
- Providing paid time off for most major holidays is an employee benefit. This policy demonstrates a commitment to recognizing and supporting employees' need for time with their families and personal celebrations.
- ST / LT Disability Not Offered
- Life Insurance Not Offered
- Uniforms Offered
- Providing uniforms as an employee benefit offers several advantages for employers and employees. It creates a consistent and professional appearance among employees. This is particularly important in customer-facing roles where a polished image contributes to the company's brand. Our uniforms are designed to reflect the company's culture and values. This visual representation helps employees feel connected to the organization's identity.
- Other Not Offered
