Vermeer Great Plains - Olathe - Technician Jobs in Olathe, KS

No but with doors included with every bay airflow and fans help with the heat.

All locations have between 7-15. Olathe has one of our largest teams and continues to grow with our goal currently being to hire 5 more.

Shop hours are typically 7-4. Shifts vary between 7-4 and 8-5.

We supply all specialty tools needed for repairs. Techs are required to supply their own tools and toolbox otherwise. With a complete list located on our company website.

Break room is located off of shop and does have A/C. This gives our techs somewhere for personal items and lunch.

All locations vary on this with Olathe having 6 bays.

We average 180 repairs at the Olathe location.

Orders typically go through service office.

Techs are not allowed to work on Vermeer equipment during off time.

ESOP/Employee Owned makes our business unique. In all of our stores techs' opinions and ideas matter as it is just as much their company as the next guys. A rewarding bonus structure helps motive techs to make the most of their time and repairs. The ability to grow within the shop and outside of it allows techs to find not only a specialty but a purpose.

Not only do we take pride in our structured and professional onboarding and training process for new hires, our culture and investment in our employee’s development is top priority. As a Service Technician at Vermeer Great Plains, you have access to a vast collection of different training materials and opportunities that cover a wide range of topics from service fundamentals to advanced diagnostics and engine vendor certifications. (Instructor led; Online; Virtual; Hybrid) The Service Technician Certification Program (STCP) offers a 3-tiered testing process. The 3 levels of the program are:  Certified Vermeer Technician  Certified Advanced Vermeer Technician  Certified Master Vermeer Technician – Highest level of certification

We pride ourselves on the development of all of our employees including our techs. We start every tech at Service Technician 1; we pay for experience but feel talent should be brought in and grown. We have not only a strategy but a physical map and process that every tech can follow. With scheduled reviews and training systems built in we help guarantee that our team members have the ability to step into any role with success. Proven results through promotion within; this year we had a tech become a specialized trainer and multiple techs step into field tech work. We also have multiple service managers who worked throughout career development internally. We pride ourselves on internal growth.

As a service technician you will have at least 3 opportunities annually to discuss the review process with your manager. The Review Program (ProTech) consists of levels a service technician operates and is scored in (Apprentice; Level 1; Level 2; Level 3; Master) Each level measures various skills, competencies, trainings and certifications completed, and the ability to consistently demonstrate those skills and competencies. Your performance and continuous development move you through the levels which comes with different pay structures and opportunities.

Safety is one of our Core Values. Everything we do revolves solely around the safety of our employees, customers, vendors, and guests. We have monthly safety training topics that are required for all employees to participate in and complete. In addition to the mandatory monthly training topics, we have additional safety topics such as DOT, Driving Safe, tornado, and fire drill training. If an injury occurs, there is training around what happened and how to prevent in the future.

With all technicians starting at the same starting point, we help ensure that what we teach and how we teach it is consistent and strong. Our shops are run on a continuous growth and learning mindset; with all techs coming from different backgrounds and having a jump in and teach how team approach. With the service manager heading this from day one on with our career development and review process our techs teach in the moment and our business teaches with structure and alignment through technology provided.

All of our shops try to build, grow, and maintain relationships alongside our customers and local partners. By attending and providing different events throughout the year we take pride in our communities near and far. Construction expos, school visits, dinners, and visits to their local businesses are just a few examples of this year's involvement.

Vermeer Great Plains has all five of its stores participate and donate to local colleges, trade schools, and high schools. It is our mission to find talent by working for and alongside our communities. With career fairs, construction expos, and high school presentations and VR drill demos we hope to not only tell our communities who we are but SHOW them. We pride ourselves on today's students being tomorrow's talent.

Our shops hope to strategically grow both through internal and external attainment and development of techs. With proven results in the last two years, growing from 80 employees to 100+. We not only look at our quantity of techs but the quality; with competitive pay and training/development we hope for our techs to find or create a position within our shops to give us and themselves success for years to come. We hope to continue to expand and grow throughout our current and future communities and customer base.

How we develop and help our technicians and communities around us is our main mission and focus. We have spent the last few years creating and continuously adapting the "how" behind this mission. Our individuals on our team are priority one along with our customers; your growth and ability leads to our growth and success. This is not an if to us it is a when with your growth and our community's buy in.

We have recently switched hiring systems to help ensure that our candidates get the quickest and most consistent application experience. Application forms are all collected via URL links so all resumes and applications can be collected and reviewed as accurately and consistently as possible. Process for review and time to contact candidate takes less than a week.

Phone screenings are done for every applicant. These screenings should be relatively short and help give us an idea of your expectations and give you a picture of what we are looking for. If an in-person interview is wanted candidates should know in the moment or by the following business day of this screening.

In-person interviews start with a tour of our shop. Each shop prides themselves on what makes them unique in aspects while consistent in quality. These tours will be of the shop themselves, the store itself, and most importantly the team we have at that location. Candidates will be introduced to management and peers, again to make sure the culture is a good fit for them and us! After the tour, interviews consist of skills and personality-based questions presented by a hiring team of 2-3. We utilize multiple people from multiple positions to ensure a fair and diverse perspective. Length of interview can be expected to last approximately an hour.

We require a background and drug screening for all positions including techs. We also have predictive index, a personality test taken prior to the in-person interview, that helps tell us cultural fit to our shops. We use all of the above to match candidates to workplace giving the shop and candidate a good fit.

We do not require any testing but encourage applicants to include or present any certifications or testing done prior to applying to our positions.

In-person interviews are discussed, and all necessary documents are filled out between the hiring team within 24 hours of the interview. Therefore, unless there are pending interviews, candidates should know within 24-48 hours (1-2 business days) of their interview. If there are pending interviews candidates should be given a timeline on when those are wrapping up and the decision will be made following that date given.

Our process runs between a team designed and assigned to create, once again, consistency. Candidates should be offered within 2-4 weeks of applying, with the goal being 1-2 weeks. If it can be controlled or is within reason candidates will be offered or updated within 24-48 hours on business days, after their in-person interview.

All technicians are brought in at a service tech one level. This title is given no matter level of experience but pay is adjusted according to years of relevant experience or ability. Though everyone is brought in at entry level we believe in promoting and growing talent within at an accelerated rate, if possible, due to level of previous experience brought in.

Our service advisors are brought in as service liaisons. The vary on pay range is again based on experience and will continue to adapt as industry expectations shift.

All pay is dependent on experience and is continuously being adjusted. We base our parameters on industry expectation and comparison. We are always flexible and open to what our candidates expect depending on what they bring to the table. Bonuses and school reimbursements are possible.