Truckstar Collision Center, Inc - Technician Jobs in Deerfield, WI

Body shop side has in-floor heat. Paint shop side has radiant heater tubes overhead. Shop is not air conditioned, but when overhead doors in the body shop are open air flows down through middle of the building and creates a nice breeze even down to the paint shop side.

There are about 12 technicians across all departments including body, refinish, frame, alignment, mechanical and media blasting. There are about 7 techs on the body side of the shop and 5 on the paint side, but we plan to add a couple of people to grow our team. We currently have 2 estimators and 3 additional staff in the office.

The shop is open from 7am - 5pm Monday thru Friday and 8am - 12pm Saturday. The shift schedule for technicians is 7:30 am - 4pm, but oftentimes technicians come in early or stay late to get some overtime hours in. Saturday is also available for overtime hours. The shift schedule allows for 2.5 hours of overtime built in each week. Flexibility of the standard shift schedule for individual needs may be accommodated. The important thing is schedule consistency and meeting expectations.

Various shop tools are provided; however technicians are required to provide basic tools to complete their jobs tasks whether in the body or paint departments. We offer a basic tool program for technicians beginning to build their tool boxes.

We have a nice, bright employee break room with refrigerator, sink, microwaves and pizza ovens located just off of the shop floor. In addition, there is a 2nd floor kitchen and training room that all employees are welcome to use. We provide plates, plasticware and coffee among other supplies. We also have our own soda machine and snacks available onsite.

We work on a wide variety of sizes of vehicles and accommodate them for painting and repairs as needed. Generally, we consider the bay count to be 33 bays including paint booths, frame rack, alignment rack and blast building.

As a heavy-duty repair shop our jobs vary greatly in the number of labor hours to complete them with some jobs having 100's of hours. Some jobs are in and out in a week; however, many jobs are in the shop from two to 8 weeks or more. On average we bill 65-70 jobs per month.

Estimates are written for all customer repairs and parts sourced and ordered per job. We use reliable vendors for parts quotes and ordering to coordinate receiving the right parts prior to starting repairs. Supplemental parts may be identified upon teardown and are ordered to expedite the job and keep technicians moving forward. PO#'s are used for all parts orders and received in our shop management program.

Side work is allowed as long as it does not conflict with our customers and work we perform for them. We do not allow use of the company shop for side work outside of an employee's personal vehicle.

Our shop expansion was completed during the pandemic which greatly improved the work space for technicians and staff. Our capacity was increased greatly and work space for each technician without having to be crowded on top of each other. There is also now shared space for trainings, meetings and social gatherings.

Yes. Since we work on all makes and models of semis, RV's, buses and medium-duty vehicles there are opportunities all of the time to learn new skills and repair techniques through on-the-job training. Seasoned Techs and staff share knowledge to help in the learning process. We also utilize online and in-person training opportunities offered by our vendors and set aside paid time for employees to complete them.

Growth and career advancement in the shop consists of expanding skills knowledge and the ability to do more and different tasks. As the list of mastered skills grows, the Technicians status as a C, B, or A Tech advances. The more versatile and good at the job a Tech becomes, pay advancement and incentives are rewarded, as well as, assignment to a wider variety of repair types. Lead positions and in-office positions may also become available as our company grows.

As an independent shop, the process is not mandated by a corporate HQ. However, we do give reviews at least annually, which included a two-way discussion and wage review. Feedback and wage increases are given at anytime, as needed, throughout the year based on employees' needs.

Basic understanding of shop safety is expected to be known. Attendance to in-house safety training classes would be required. Some tools and equipment can only be operated by proper personnel with proper training.

Less experienced Techs often start by shadowing and assisting a seasoned Tech on the floor. Tasks assigned are specific to the skill-level of the inexperienced Tech and may be repeated until a technique is mastered. (For example, removing and installing bumpers.) As the skill level of the new Tech becomes clearer, jobs are assigned and he/she can work independently with a seasoned Tech overseeing the repairs and providing some direction along the way. Senior Techs like working with and mentoring as long as the younger Tech listens and can execute tasks competently. They don't mind answering questions, but don't want to repeat themselves over and over again and not be listened to.

We support the local community through the chamber of commerce, community center, food bank, and school; and participate in community events around town. Deerfield is a small community of around 2500 and has appreciated having Truckstar in town.

We are involved with the Deerfield high school and Madison College to expand our impact on recruiting students into the aftermarket repair industry, specifically heavy-duty repair. We offer tours of the shop and have hired local students for the summer.

As owner of Truckstar, I am committed to improving our career development track for young Technicians entering the industry. We will tap into the resources and spend the time and money needed to get everyone trained properly. I would like to see a full-on apprentice program to implement to continue successful onboarding of new employees.

We do not phone screen applicants.

We generally schedule an in-person interview to confirm application information and get to know you a little bit more. If time allows, we give a shop tour to help applicants become familiar with the shop environment and what we do. Follow-up interviews are given if there is an opening or if a candidate is a potential match for a future position. 2nd interviews are with a different person such as the production manager. 2nd interviews include additional questions and discussion to determine your skill level and whether it's a good fit. Come prepared with knowledge about the position you're applying for, as well as, knowledge about our company. Interviewers will offer an opportunity for you to ask questions.

We follow laws and requirements for legal employment. CDL drivers are required to take extra steps for employment and maintaining their license (if applicable). Otherwise, we do not have a standard test program for employment. Surveys and skill tests may be requested.

We do not use a specific skills assessment test before hiring. We like to discuss the skills and aptitudes you bring to the table and your willingness to pick up on new skills. We work on a wide variety of jobs but, by applying specific skills and techniques they get done. Be prepared to discuss your applicable skills and knowledge!

All interviews are handled individually. Depending on the open positions and candidates qualifications, we proceed accordingly. We will give a timeline during the interview of when we will be following up with candidates for a specific position. If no open positions, we keep potential good future candidates on file. It is recommended to stay in touch and reach out if you are interested in any positions. The more proactive you are the better.

The timeline varies by the job opening and whether we are hiring immediately or not. The hiring process can be accomplished quickly, if it fits the applicant and open position.

We are very flexible with the application process. It can be as simple as giving a phone call to start the ball rolling. We communicate throughout via phone, email or text to stay on the same page about the hiring timeline and hiring process. We encourage applicants with repair or refinish skills, or mechanical aptitude to apply!

Wage range is based on skills and knowledge, hours worked and monthly bonuses earned.

Wage range is based on skills and knowledge, hours worked and monthly bonuses earned.

Wage range is based on skills and knowledge, hours worked and monthly bonuses earned.

Wage range is based on skills and knowledge, hours worked and monthly bonuses earned.

Wage range is based on skills and knowledge, hours worked and monthly bonuses earned.

Wage range is based on skills and knowledge, hours worked and monthly bonuses earned.