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1-3+ years of experience working with automotive parts (auto body parts is a bonus) Label and track all parts by the R.O.# and store them with the vehicle and/or scheduled repairs; Communicate all Parts Price Changes (also known as Parts Price Increases - PPI) to all required team members.
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The Auto Body Technician repairs damaged body parts and bodies of vehicles in accordance with factory and dealership specifications, using hand tools and power tools. Progressive Auto Group is looking for an experienced Auto Body Technician Body Tech to join our industry leading Service Team. Progressive auto Group offers a team environment, great benefits and ongoing training and support for its associates.
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Fix Auto is recognized by all major insurance carriers for referral business and we maintain specific Direct Repair Programs with carriers as the Auto Collision Repair Shop of Choice. A General Manager for Fix Auto must be an experienced professional in every aspect of Auto Body Shop Collision Repair.
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As a Auto Body Technician with First Student, you will perform automotive body repairs, including straightening bent bodies, removing dents, and replacing damaged parts. Auto Body Technician Benefits.
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As a U-Haul Parts Foreman, you will use U-Haul Company’s proprietary technology to assess and care for field vehicles. If so, consider becoming a Parts Foreman at one of U-Haul Company’s repair shops.
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Griffin Chrysler Dodge Jeep is looking for an experienced Auto Body Technician Body Tech to join our industry leading Service Team. Sign on bonus and/or relocation assistance available for qualified Auto Body Technician Body Techs.
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At the front line of the Safelite experience, the Auto Glass Technician is an entrepreneurial, hands-on professional that leverages their Safelite training, industry-leading tools and technology to complete repairs, replacements and recalibrations in the shop and on the go with our Mobile Glass Shop offerings.
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As an Auto Body Technician with First Student, you will perform automotive body repairs, including straightening bent bodies, removing dents, and replacing damaged parts. First Student is hiring an Auto Body Technician to serve Multiple Districts in the Brooklyn/Queens Area under NYC DOE.
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Szott M-59 Dodge is looking for an experienced Auto Body Technician Body Tech to join our industry leading Service Team. Sign on bonus available for qualified Auto Body Technician Body Techs.
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Auto, auto shop, auto repair, car repair, service shop, service repair, mechanic, auto mechanic, car mechanic, automotive technician, car tech, auto tech, auto repair tech, repair tech, gearhead, gear, car service, check engine light, engine repair, engine mechanic, engine tech, shop mechanic, journey, journeyman, journeymen.
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The Auto Parts Inventory Manager is an employee of Straub's - Dealer Solutions, Inc. (DSI), a WIS International company, responsible for leading annual physical inventory counts within assigned automobile dealership parts departments.
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All Star Dodge Chrysler Jeep RAM is looking for an experienced Auto Body Technician Body Tech to join our industry leading Service Team. Enjoy excellent pay and performance incentives at a dealership where your skills will be recognized and rewarded.
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Bergstrom Chrysler Dodge Jeep of Oshkosh is looking for an experienced Auto Body Technician Body Tech to join our industry leading Service Team. Enjoy excellent pay and performance incentives at a dealership where your skills will be recognized and rewarded.
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Service Advisor, Service Writer, Tire Technician, Automotive Technician, Auto Body Technician, Collision Repair Technician, Warranty Administrator, Customer Service Representative, Parts Sales Representative, Tire Sales Advisor.
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Branhaven Chrysler Jeep Dodge is looking for an experienced Auto Body Technician Body Tech to join our industry leading Service Team. Enjoy excellent pay and performance incentives at a dealership where your skills will be recognized and rewarded.
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auto parts technology jobs Company: Genomatica
FEATURED BLOG POSTS
The Effects of Workplace Racism and Sexism
One day it's a covert statement to a mother returning to work after maternity leave. Another day it's a lingering gaze at an employee enjoying a culturally rich meal. These microaggressions (or sometimes macroaggressions) can take an employee from a confident, high-performer to one that feels insecure being themselves at work. Your employees engage with people with different ideas and feel most comfortable and valued when they can work without losing their cultural, racial, and gender identity. While most employers know this, why have workplace racism and sexism often been neglected?
When Rage Applying Strikes: How to Identify Unserious Candidates
As the job market remains highly competitive, we have seen a surge in "rage applying." This is when candidates apply to multiple jobs, often without considering whether they are truly interested in the role. Rage applying goes hand-in-hand with quiet quitting. Often, employees want to entertain the thoughts and feelings of leaving their job, but they aren't necessarily serious about leaving yet. Meanwhile, other employees engaging in this trend are actually trying to find a better role. As a recruiter, it can be hard to identify who are the real applicants in a sea full of quiet quitters, but understanding rage applying and identifying red flags will certainly help.
How to Increase Job Ad Exposure
In today's competitive job market, writing quality job ads is critical for attracting top talent to your organization. While networking and candidate referrals are prime real estate for finding qualified candidates, nothing beats the tried-and-true method of writing an extraordinary job ad. But while writing a great job ad is the first step, what's more important is increasing visibility. You could have the most detailed, well-written ad on the internet, but if no one sees it, then you are wasting time (and potentially money!). Employers often believe that job boards are the root of the problem, but you can learn how to increase job ad exposure by tweaking a few steps of your recruitment process.
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Building a Candidate Pipeline Through Internships
Building a candidate pipeline through a great internship program for local college students and recent graduates at local universities is a great and cost-effective way to attract and retain top talent. By offering meaningful and impactful work experiences, regular feedback, coaching, and mentorship, you can create a positive internship experience that will make your organization a sought-after destination for future employees. This not only benefits the organization in the short-term but also in the long-term, as you'll have a pool of well-trained and experienced candidates who may be interested in full-time employment once they graduate. Furthermore, building relationships with local universities and college students can increase brand awareness and build a positive reputation for your organization in the local community.
Hiring Transparency
Transparency in hiring refers to the open and honest communication and information sharing that takes place between employers and job candidates. It encompasses all aspects of the hiring process, from posting job descriptions to providing feedback on performance during and after the interview process. In today's job market, hiring transparency has become increasingly important for both employers and candidates alike.
Recruitment strategies that are weird, but actually work
In the current candidate-driven job market, recruiters are looking for unique ways to attract talent. Some have resorted to even (dare we say it?) recruitment strategies on the border of weird and wacky. What can we learn from the unusual recruitment tactics that are being used and actually getting results? Here’s a rundown of some unique recruitment strategies that actually work.