For automotive teams
Hire your next advisor, tech or parts hire without reading 80 resumes
Shop hiring has its own tells — real ASE certification, shop-management software fluency, how someone actually explains a repair or diagnoses a hard problem. ReqGenius screens for those, not just keyword matches, and interviews your best candidates by AI before you spend an hour on a phone screen.
Built for how you actually hire
Three roles, three different interviews
The AI interview is generated from your job description, so a technician posting and an advisor posting ask genuinely different questions — not the same generic screen with the title swapped.
Service advisors
The AI interview walks candidates through explaining a larger-than-expected repair estimate to a skeptical customer, scoring how they'd actually handle it — not just whether they're "good with people."
Technicians
Screens for ASE certification level and specialty relevant to the posted role, then the interview probes how a candidate would approach diagnosing an intermittent, hard-to-reproduce issue.
Parts counter & sales
Scored on parts-catalog and inventory-system language in context, interviewed on handling a customer who ordered the wrong part and wants to return it fast.
Job titles we screen for
Automotive roles we're built around
Every title below gets its own criteria — tap one to see what the resume screen and AI interview actually look for.
Service Advisor
The AI interview walks candidates through explaining a larger-than-expected repair estimate to a skeptical customer, scoring how they'd actually handle it rather than whether they're 'good with people.' The resume screen checks service-writing and estimate language, not just customer-service keywords.
Master Technician
Checked for the highest ASE certification tier and specialty depth, with the interview covering a diagnostic case that stumped another tech first. Candidates who mentor junior techs score differently than someone who's only worked solo.
Parts Counter / Parts Sales
Scored on parts-catalog and inventory-system language in context, interviewed on handling a customer who ordered the wrong part and wants to return it fast. Cross-reference and sourcing experience is weighted higher than generic retail-counter work.
Detailer / Lot Attendant
Checked for turnaround speed and attention-to-detail language specific to vehicle prep, rather than generic cleaning experience. The interview covers a scenario where a car needs to be ready faster than the usual timeline for a waiting customer.
Automotive Technician
Screened for ASE certification level and specialty (engine, brakes, electrical, diesel) against what the posting specifically calls for. The interview probes how a candidate would approach diagnosing an intermittent, hard-to-reproduce issue.
Shop Foreman / Lead Technician
Scored on bay-assignment and workflow-management experience on top of technical certification, since this role runs the floor as much as it works on cars. The interview covers a day where two bays are backed up and a high-priority customer is waiting.
Service Manager
Screened for how they'd handle a customer escalation that's gone past the advisor, plus bay-scheduling and technician-utilization language. The AI interview covers balancing warranty work against paying customers on a backed-up day.
F&I Manager / Sales Associate
Resume screen checks for dealership CRM and F&I software fluency (CDK, Reynolds & Reynolds) against what the posting requires. The interview walks through a customer pushing back on financing terms, to see how they'd handle it without over-promising.
What the screen actually looks at
The details a generic ATS skims past
Most applicant tracking systems were built for office roles and treat an automotive resume like any other. ReqGenius's resume parser is pointed at your job description, so it reads for what actually predicts success in a certified, hands-on role.
- ASE certifications and specialty (engine, brakes, electrical, diesel) relevant to the posted technician role, not just a "certified" checkbox
- Shop and dealer-management software experience (CDK, Reynolds & Reynolds, Mitchell 1) instead of a generic "shop software" keyword match
- Service-writing and estimate language for advisor roles, read for whether a candidate can actually explain a repair, not just upsell one
- Inventory and parts-catalog system fluency for counter and sales roles
Questions automotive teams ask
Before you post your first role
Can ReqGenius verify ASE certification?
It reads what the resume and pre-screen answers say about ASE certifications and specialty and flags them for you to verify directly before you hire. ReqGenius doesn't run an independent certification verification check.
We hire technicians, advisors and parts staff with very different requirements. Does that work on one plan?
Yes — each job description you write (or have ReqGenius's JD Writer draft) sets its own criteria, so a technician posting screens for ASE specialty and an advisor posting screens for service-writing language, independently of each other.
We're a single shop that hires a tech or advisor once in a while. Does Per Role or Always-On make more sense?
Per Role ($249, 45-day window) is built for exactly that — one open role, nothing to cancel afterward. A multi-bay shop or dealership hiring across the year usually comes out cheaper per hire on Always-On ($299/mo, 3 roles open at once).
Can a shop owner or service manager see every candidate across roles?
Always-On includes unlimited team seats, so a shop owner and service manager can both see every open role and candidate in one dashboard.