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Under The Hood
Is the shop heated? Air conditioned?
Shop is heated. No A/C, but full of big, overhead fans.
What is the size of the team I’d be working with?
Currently, we have 3 technicians and 2 service advisors
What are the shop hours and what are the shift timeframes?
Monday-Thursday: 8a-5p Friday: 7a-4p
What tools does the shop provide that are available for all technicians to use?
Hunter ADAS Calibration New Hunter Alignment System Factory Scan Tools for Asian and Domestic Multiple Scan Tools All the latest BG Flush Machines Several BG Induction Cleaning Devices Smoke Machines Shop Press Cabinet Parts Washer Lab scope Welder Much more than I can list
What type of break room facility is provided?
We have a dedicated kitchen area, with microwave, table, and refrigerator. There is also a shop are refrigerator and area in the shop where technicians like to eat their lunch. We also have a team lunch every Wednesday that the shop provides and we sit inside at our training tables and eat as a team.
How many bays does your shop have?
The shop is a 10,000 sqft facility. We have 8 lifts, alignment rack, and multiple flat bay areas
How many repair orders do you average per month?
150-250
What is your parts ordering process?
2 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, for their personal vehicles. No 'side jobs' are allowed to be done in the building.
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 in as much work as we desire. Consequently, the earning potential of a technician is significant. We are also a completely paperless shop, meaning each technician has their own tablet to complete their digital vehicle inspections on and see all repairs orders with.
Do you offer any skills training or continuing education opportunities?
We require a minimum of 80 hours of paid training per year. This contributes significantly to the professional development and skill enhancement of our 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 Sparks Tire & Auto, 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 1984, 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?
Sparks Tire & Auto has done many different events to help those in our community. We bought and repaired a vehicle, with the parts being donated by our local NAPA parts store, and gave that vehicle to a mother in need. We have also held many different donation drives throughout the year. Food drives for our local food pantry, as well as an Easter Basket and toy drives for St. Louis Childrens Hospital. Jessica and Ron have also spoke on the Carm Capriotto’s podcast network. Jessica is an advocate for NAPA TRACS Enterprise and serves on the NAPA TRACS Advisory Council, as well as the NAPA AutoCare Advisory Council. Through the Repair Shop for Tomorrow Brakes for Kids program, Sparks has helped raise roughly $100,000 in two years for St. Jude Children’s Hospital! Sparks has also sponsored many different youth sports teams throughout the years.
Do you do anything with local high schools or tech schools to encourage more students to enter the profession?
Sparks Tire & Auto is an advocate for the youth of today to enter into the trade industry. We have been apart of different school career days, as well as on the board for local tech schools.
Do you phone screen applicants before doing in-person interviews?
We prefer to meet applicants in person, as it is more inviting. You also get to see what the shop environment is like and take a tour of our facility.
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 1-3 weeks from the first interview to onboarding.
Automotive technician
Pay Range: $18.00 - $50.00/hour
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 the first $500/month of employee Health Insurance. This is a non-wage compensation provided by Sparks Tire & Auto 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 100% of employee Dental Insurance. This is a non-wage compensation provided by Sparks Tire & Auto 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 Offered
- We pay 100% of employee Vision Insurance. This is a non-wage compensation provided by Sparks Tire & Auto 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.
- Retirement Plan Offered
- Sparks Tire & Auto offers a Simple IRA (Savings Incentive Match Plan for Employees Individual Retirement Account) with a 1% 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 up to two 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. More details on our vacation policy is stated in our handbook upon hiring.
- 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 Offered
- We provide each of our employees with a $20,000 life insurance policy, paid for by Sparks Tire & Auto. This is a non-wage compensation provided by Sparks Tire & Auto 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.
- 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. Our uniforms consist of plain black t-shirts with the Sparks logo, shop pants, and long sleeve t-shirts and hoodies for cold weather months.
- Other Not Offered
Shop Talk
Top Shop Challenge: With many new techs about to join shops around the country, what does your shop do to help ensure your rookies succeed and stay in the industry?
We have a great team of technicians that are there to help anyone coming into the industry. They can help with any questions they may have or skills that they may need help learning. We have a lot of online and in person training available to our entire staff, as well as an apprenticeship program.