Across the automotive industry, we know that people are at the heart of every successful operation. This is especially true at collision shops, where performance hinges on having the right talent in place. But if you’ve tried to hire a collision technician lately, you already know the painful truth: Finding and retaining top talent is harder than it sounds.
Staffing shortages are affecting shops across the country, leaving owners scrambling to meet demand while juggling technician recruitment, training, and retention. According to Babcox Media, 49% of shop owners say it takes 3–6 months to fill an open technician role, and 15% say it takes longer than six months (2023). Additionally, 65% of shop owners say they experience challenges finding qualified body technicians, and nearly half expect their staffing struggles to continue. The top reason cited? Lack of qualified candidates.
That shortage is only expected to grow. The NADA Foundation projects a shortfall of 37,000 auto service technicians by 2026. With few new workers entering the field, the talent gap is becoming a threat to shop performance and long-term success. But staffing is only part of the issue. At the heart of this challenge is a persistent perception problem. “This is an industry that is unknown to so many,” said Sharon Minott, owner of Better Body Auto, a woman- run collision repair facility in Queens, New York. “It’s hands-on work, but it takes integrity, character, and commitment to do it well.”
Collision Industry Reputation
Despite being more technically advanced and higher-paying than ever, collision repair still suffers from an outdated image. It’s often seen as dirty, physically demanding, and undesirable rather than a promising, stable career – but today’s repair bays tell a different story.
Modern collision work is fast-paced, hands-on, and seriously high tech. Today’s vehicles are rolling computers, packed with sensors, safety systems, and cutting-edge materials. The modern repair bay isn’t just wrenches and grease anymore; it’s scanning tools, diagnostic software, and sharp minds. As Olivia Peterson, an instructor trainee and former tech, put it on The Collision Vision podcast: “This job is artistic, it’s scientific, and it’s hands-on.”
And it pays! Top technicians can make six figures. Career paths extend beyond the bay, into roles like trainer, estimator, service advisor, and shop leadership. These are skilled trades with real earning power, career mobility, and longevity. But the public (and many potential recruits) still don’t see it that way. That disconnect is costing the industry talent and keeps many qualified individuals, particularly from underrepresented groups, from ever considering becoming a technician.
Changing the Narrative
To reverse this trend, the industry needs to rethink the whole process, from recruiting through talent retention. That starts with changing how we talk about the work, and how we build the professional environment around it. To advance recruitment efforts, shops should communicate the rewarding nature of the job to young people and career-switchers alike. Outreach through trade or vocational schools, social media, and community partnerships can help reposition the field as smart, skilled, and stable.
It also means doubling down on the workplace experience. Clean, well-lit, and well-equipped spaces matter. Minott’s Better Body Auto is a strong example of that philosophy in action. Her team is long-tenured (many with her for decades) and she invests heavily in training and development.
“My prep guys can all paint. My bodymen can all do plastic… We believe in developing careers,” she explained. “It takes time and resources, but it gives us the sustenance we need.” Likewise, training opportunities, structured onboarding, and a healthy culture that prioritizes professionalism also goes a long way in supporting retention. As Jay Goninen recently emphasized in Autobody News, solving the shortage won’t come from quick fixes. It requires long-term investment in workforce development, with clear values, pipelines, and vision. There’s also one solution that’s often overlooked in this male-dominated industry: hiring more women.
With a strong focus on training and a team she’s retained for decades, Minott offers real-world insight into how inclusive practices and long-term staff development can help shops stay ahead, despite industry-wide shortages.
“Absolutely, hiring more women can help. I’ve spoken to women in management at other shops who are extremely loyal and committed. They want to grow,” said Minott. She believes bringing women into technician roles could create a ripple effect across the industry. “If you involve women at the technician level, it only goes up from there.”
Women are One Part of the Solution
Women make up just 2% of automotive technicians, according to a Ducker Carlisle report, and only 1.2% at dealerships. That means there’s an enormous well of untapped potential out there, especially considering how shops struggle to meet demand. Hiring women should be about more than just filling roles. Shop owners and managers need to think about expanding who the industry is for.
Shops that want to hire more women need to prepare for them before they walk in the door. “We provide uniforms, we have a locker room—those things matter,” Minott said. “It’s about setting a standard and making people feel like they belong to a team.” This includes the basics (mentioned by Minott): properly fitted uniforms, locker rooms, and clean restrooms. But more than that, it means building an inclusive environment where everyone feels respected and supported. “Tough skin shouldn’t have to be a job requirement,” said Peterson. Structured mentorship, community-building, and a culture of professionalism go a long way in creating that sense of belonging.
Representation matters too. When young women see leaders like Sharon Minott and Olivia Peterson in visible roles, they’re better able to picture themselves in the industry. “I didn’t inherit my shop in a divorce, like some people assume,” Minott added. “I built this business from the ground up. We [women] need to be at the table, and I’m proud to be part of that change, even if it’s still a small margin.”
Improving the Industry for Everyone
Attracting more women won’t solve the shortage on its own. But it could be part of the solution that also helps drive better shop culture, cleaner facilities, and more thoughtful onboarding. Making these changes also aligns with broader industry efforts to improve operations and shop performance. Investing in broader hiring practices and stronger retention is another form of optimization, one with long-term ROl. In short, it pushes the industry to be better for everyone.
This kind of strategic evolution can already be seen in forward-thinking shops like Better Body Auto. “We’re like an extended family here,” Minott said. “We work long hours together, and we treat each other with respect. Please and thank you aren’t optional. They’re part of the culture.”
MarketWatch reports growing momentum around workforce diversification and expanded training access in 2025. And while the labor challenge won’t disappear overnight, the industry is beginning to shift toward long-term solutions that benefit both business and talent. Because good help is out there, but we need to make the space for it.
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