He Built the Kind of Shop A-Level Players Want to Join
Ted Becker’s shop has three bays. In one month, it brought in $235,000. That kind of result doesn’t happen because one person works harder. It happens when the right people are in the right roles, moving in the same direction.
For Ted, building a team like that didn’t start with a complicated hiring system. It started with asking better questions, paying attention to the person behind the resume, and building a shop that A-level players actually want to join.
Watch the full episode:
Better Hiring Starts With Better Questions
Ted doesn’t treat interviews like a checklist. The goal is not just to find out whether someone can turn wrenches or sell work. The goal is to understand the person sitting across from him. That means paying attention to more than the resume.
Ted watches body language. He listens to the words they use. He looks for honesty, integrity, and how they communicate when the conversation moves beyond work.
“My favorite question to ask…in an interview is what do you like to do for fun? And who do you like to do it with?”
He also asks questions that reveal how someone handles conflict, teamwork, and being stuck. If a technician runs into a problem, will they ask the person next to them for help? For Ted, that willingness to ask for help shows humility.
And in a strong shop culture, humility matters.
A-Level Players Notice A-Level Shops
Strong candidates aren’t just looking for a paycheck. They’re looking for a place where they can grow.
When candidates talk about their goals, Ted listens. If someone wants to buy a house, support a family, or build a better life, he wants to understand what that looks like and how the business can help them move toward it.
And for A-level technicians, that first impression often starts before the interview. They look at the parking lot. They read the reviews. They check the shop’s reputation. They want to know if the business is healthy, respected, and worth joining.
Because hiring works both ways. The shop is deciding if the candidate is the right fit, but the candidate is deciding if the shop is worth choosing.
The Right People Want to Be Part of the Mission
Ted saw this firsthand with Patrick, who pursued the shop for two years before joining the team. Patrick didn’t just want a job. He wanted to be part of what the business was building.
Ted is open about why the shop exists, how they serve customers, how they handle mistakes, and how they help people. That clarity matters.
“Everybody in the company knows the vision and the mission.”
When the right person believes in where the business is going, the role becomes more than a job. It becomes a place to grow, contribute, and help move the vision forward.
Now, Patrick is Ted’s number two, helping carry that standard for the team every day.
That’s the difference between filling a seat and building a team.
Hiring Changed When Ted Changed How He Led
Ted admits there was a time when interviewing A-level candidates felt intimidating. He would sit across from someone and think, this person is not going to come work for me. Eventually, he realized that mindset was working against him.
Attracting better people required him to grow as a leader, not just as an interviewer. He had to believe in what the business had to offer, what his team had to offer, and the future someone could build inside the shop.
Confidence changed the way he interviewed.
Instead of assuming higher-level talent would choose another shop, Ted started owning what made his business worth joining.
“I know what we provide. And so I lay out what I bring to the table to the team.”
When Ted started believing in what the shop could offer, the interview changed from a pitch into an invitation.
What A-Level Hiring Makes Possible
Attracting the right people didn’t just change the shop. It changed what the shop made possible for Ted.
With a team that understands the mission and vision, Ted no longer has to carry every detail of the day-to-day. His people are bought in. They know where the business is going, and they help move it forward.
A-level hiring is not just about filling roles or increasing production. It’s about laying a foundation strong enough to support the owner, the team, the customers, and the community.
It’s about creating the kind of life people want to build on.
Looking for more?
Explore real conversations with shop owners who are building stronger teams, better systems, and businesses that can grow. Click here to watch the latest episode.
Take your next step
Get practical training, proven systems, weekly group coaching, and a community of shop owners working toward the same goal: creating healthier businesses and better futures for their shops. Find out more about our LITE program.