Two shops hire the same C-tech in January.
Shop A: By October, that tech is handling brake work, suspension, alignments, some transmission work. Proficient and productive.
Shop B: Eighteen months later, their tech is still on oil changes and tire rotations.
Same tech. Same potential. Completely different outcomes.
Shop A has structured pathways showing what skills to master and visibility into where each tech stands. They see this tech has completed 15 brake jobs and is proficient. They see that tech needs more reps on alignments. They know exactly where everyone is.
Shop B has no structure. No clear path. No visibility. A C-tech stays on basic work with no idea what they should be building proficiency on next. By month 18, maybe 8-10 brake jobs total. Still not proficient.
That's the difference: structure and visibility versus hoping techs improve over time.
Nine to twelve months versus eighteen to twenty-four. That's nearly a year's difference where work concentrates on your top performers instead of distributing across your team.
Shops that build proficiency in 9-12 months unlock 15-25% more capacity. That's $35K-60K in additional monthly labor revenue—not by hiring or expanding, but by building proficiency across the team they already have.
Shortening the time to proficiency requires two things:
With both, proficiency gets built systematically. Without them, it happens slowly and unpredictably.
Mentor Mentee gives techs structured pathways and visibility into exactly what they need to master next.
You see:
When more techs become proficient on more work, work flows to whoever's available. Transmission jobs that used to go to 2 techs can now go to 5.
Result: 15-25% more throughput within 9-12 months. $35K-60K in additional monthly labor revenue.
Shop A builds proficiency in 9-12 months. Shop B takes 18-24 months or longer.
The difference isn't the techs. It's having Mentor Mentee.
Schedule a demo and we'll show you how shops compress the timeline.