An insider’s guide to building a strong, reliable workshop team

When it comes to hiring mechanics, it’s not simply about filling a vacancy, it’s about finding the right fit for your team. We sat down with Nathan Gunn , General Manager of CTS People and Mechanics Recruitment , to gain his expert insights on identifying top talent, steering clear of common hiring mistakes, and building a strong, reliable team.

Q: What’s the first question you ask a business when they say, “We need a new mechanic”?

The first question I always ask is, “What do you want out of this mechanic?” It’s crucial to get a sense of the specific needs of the business. Some workshops are looking for a solid all-rounder who can jump into anything, while others may need someone who specialises in a particular area like diagnostics or electrical work. Understanding what the business values most helps me find the best fit right from the start, as one mechanic can truly make a huge difference.

Q: What’s one quality that separates a “hireable” mechanic from a “must-hire” one?

A proactive mindset is absolutely what separates a “hireable” mechanic from a “must-hire” one. A hireable mechanic might show up, do the job well, and go home. But a must-hire mechanic is always thinking ahead, anticipating issues before they arise, taking ownership of task, and consistently looking for ways to improve the process. They’re the ones who don’t just fix what’s broken; they innovate and suggest new solutions to streamline your operations.

Q: How has the definition of a “good mechanic” changed in the last 15 years?

The definition has definitely shifted. Fifteen years ago, being a good mechanic was mostly about having solid hands-on skills and being efficient. Today, with the introduction of more advanced technology, good mechanics are expected to understand software diagnostics, be comfortable with hybrid/electric vehicles, and stay current on rapidly evolving automotive tech. It’s no longer enough to just be skilled with tools, now, they need to be tech-savvy and adaptive.

Q: Housing and relocation support are huge for international workers—what kind of assistance do you provide?

Relocating can be a huge challenge, so we take a hands-on approach to ensure everything is covered. We assist with finding temporary accommodation when candidates first arrive, help them navigate the local rental market, and connect them with agencies to find longer-term housing. Additionally, we assist with all the visa paperwork, setting up utilities, and even helping them get familiar with local culture and community. Our goal is to take as much of the stress out of the transition as possible so they can focus on what really matters: settling into their new job and new life.

Q: What are the most common reasons mechanics leave a job early, and how can businesses prevent that from happening?

Most mechanics leave a job early when they feel there’s no opportunity for growth or when they don’t feel supported in their development. Another big reason is poor workplace culture. If the work environment is toxic or there’s no sense of team cohesion, it can drive people away. The key to retention is investing in both professional growth (training, mentoring) and creating a positive, inclusive work culture. If businesses can foster a place where mechanics feel valued and have a clear path forward, they’re far more likely to stay.

Q: If a business came to you tomorrow saying, “We’ve had three bad hires in a row,” what would your first move be?

I’d first take the time to understand what went wrong with those hires. Often, multiple bad hires happen when there’s a mismatch between the candidate and the business, which can be avoided with a deeper understanding of both. We make it a priority to get to know not only the technical skills required but also the personality and values of both the candidate and the business. This ensures we make a more informed, long-term match.

Q: What’s a moment in your work that made you think, “This is more than recruitment”?

A few years ago, I helped a small family-owned workshop that had been struggling to find the right mechanic to join their team. After a series of unsuccessful hires, they were feeling frustrated and almost ready to give up. I worked closely with them to understand their specific needs, and I was able to connect them with a highly skilled mechanic. A few months later, the owner reached out to thank me, saying, “You didn’t just fill a vacancy, you helped us find the right person to take our business to the next level.” That’s when I realized this work is about more than just recruitment, it’s about helping businesses grow and thrive by finding the right people who can make a real difference.