Role pages
Each opening lists tasks, tools, shifts, pay and overtime rules in plain language.
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Recruitment Website for Collision Repair Shops
A recruitment website for collision repair shops lists the openings for body techs, painters, estimators and front desk staff, then routes each application to the manager who hires for that role. SIZ Group builds the careers pages and form so a busy shop manager can fill a bay without chasing resumes.
01
How candidates search, compare and decide on a collision shop job
A body tech comparing offers looks at the work mix, the paint booth schedule and whether the shop has a frame machine. They also check whether a sign-on bonus is real and how overtime is paid during storm season. A careers page that answers those questions in plain terms draws a serious application instead of a casual inquiry. The page also shows typical weekday and Saturday hours, so the candidate knows whether the schedule fits before starting the form.
Each role page therefore needs specifics rather than adjectives. A painter wants the booth shifts and the products used, while an estimator wants the appraisal tools and the monthly claim volume. Candidates often compare three shops before they reply, so the detail is what earns the next step.
02
A candidate's walk through the finished careers site
A body tech on a lunch break searches for collision shop jobs and lands on the careers page from the shop's map listing. They open the body tech role, read the hours, the tools provided and the pay structure, then tap apply. The form asks about experience with unibody and frame work, certifications held and the earliest start date, and it accepts a photo of a certificate.
Within a minute the candidate receives an email confirming receipt and naming the manager who will review it. The manager sees the same record with the role in the subject line and books a call from a shared calendar. The candidate hears back in the same week, and nothing is lost in a text thread.
03
Rules for pay transparency, privacy and fair hiring
Pay information in postings is a legal requirement in a growing number of states. A collision shop hiring in those places needs pay ranges on every role and a quick check with an employment adviser. Use identical figures on the careers page and on every job board. Keeping the applicant file tidy also makes it easier to answer a candidate who asks what happens to their certificate copies.
Resumes, certificates and phone numbers sit in the applicant file, so only the managers who hire should open it. The form also skips questions about age, marital status and other protected details. Equal opportunity wording and an accommodation contact belong in the footer.
- Pay ranges on every role page
- Matching pay details on job boards
- Applicant files with restricted access
- No questions about protected characteristics
- Equal opportunity and accommodation wording
What you get
Key features
Application form
One short form captures experience, certifications and start date, with photo or resume uploads.
Automatic routing
Applications reach the manager who hires for that role, with the role in the subject line.
Applicant confirmation
Candidates get an immediate email with next steps, so they know the application arrived.
04
Seasonal hiring swings in collision repair
Hiring needs rise after storm seasons, when the shop has more repairs than its bays can handle. Painters and body techs are often needed quickly, and the need eases once the backlog clears. Summer and holiday weeks can also bring a dip in staff who want time off. Early applicants for peak roles often get the first interview, so a fast acknowledgment matters even more during a surge.
A role can be tagged peak season or temporary, and a talent list can hold good candidates until the next surge. Closed positions disappear from the page on their own, so nobody spends an evening on a job that has been filled.
05
What the shop must provide and what the build costs
The shop manager supplies a current opening list, the skills each job requires, the overtime rules and the shift pattern. Pictures of the paint booth, the frame bench and the front counter let candidates picture the workplace. Assign one named contact to each role.
The roles, routing rules and any tracking link determine the cost. Fewer roles and one form land at the bottom of the range, and routing or tracking pushes the total up. Pricing runs from $300 to $2,200, with the final number confirmed in writing after the free scoping call.
- Current openings with shifts and overtime rules
- Pay ranges with bonus and overtime structure
- Tool and certification requirements for each role
- Photos of the booth, frame bench and counter
- A named contact and inbox for each role
06
Rolling it out so managers reply and candidates keep applying
Before launch, decide how fast applications get an acknowledgment and when shortlisted candidates get a call. Pick who covers the inbox during a heavy repair week, because managers are busiest on the floor then and applications go unread.
Post the careers link where people already look: the map listing, the front counter screen, the email signature and the note given after a pickup. Thank current techs who bring in a hire, since referrals from inside the shop usually arrive faster. Have the shop staff test the form on their own phones before launch, since a broken upload on a phone is a common reason an applicant gives up.
Do we need an HR system to run a recruitment website for collision repair shops?+
A shared inbox or tracking sheet is enough to start. Plenty of collision shops add a formal applicant system later, and we can connect one at that point. The choice depends on hiring volume, which we discuss during scoping.
Can technicians apply with a photo of their certificates?+
Yes. The form accepts photos from a phone, which suits candidates who hold paper certificates or a training card. A resume can be uploaded too, but it is optional for hourly roles.
How do we show overtime and bonus pay without confusion?+
Each role page lists the base pay range, how overtime is calculated and any bonus conditions in plain words. The same wording appears in the application confirmation, so candidates see one version of the pay structure.
How much does a careers website cost?+
The careers section, meaning role pages plus one form, sits at the lower end of pricing. Routing rules and tracking connections raise the total, so the figure is set once scope is clear. We confirm the price in writing before any work begins.
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Let's make it happen
Fill your bays with techs who know the work
A free scoping call maps your openings, pay details and routing, and the scope and price come to you in writing.