lube technician

automotive technician

technician

automotive mechanic

manager in training

Express Oil Change & Tire Engineers

10 hour days 5 days a week mandatory..
If you're a single parent or have a family at home be prepared to see barely see them..
It's cheaper for a company to add over time hours to less employees than hire adequate employees for an establishment for run properly..
Saves the company money..
And makes the lack of company resources your problem..
The catch 22 is thats how you make the biggest chunk of your money is overtime..
Regular hour pay is usually garbage..
They dangle commission in your face and tell you.."youll make more more money if you hit your numbers..
The whole time I worked there no one in a leadership position could breakdown and explain the way their tier grade based commission worked.
So I decided to dig into it myself. Did all the math..crunched the numbers and what I found out was astonishing..
You are as hood techs (speaking only from my experience at the tupleo west main facility) are pushed to up sale any and everything..
Even things customer DID NOT NEED!!
As far as your commission you only get paid extra for selling in specific categories these categories have a percentage..hit that percentage you get one point..that's it..
Even if you sell more of that category which at the location I mention again we were pushed to sale everything to every customer but if we sold more in that category it would not increase our commision..if you needed to sale 4 tires that week and sold 12 you only got 1 point in that category..
Now that percentage is based off how many "hoods" You run that week..
So the more hoods you run..
The more up sales you have to sell to hit you percentage to get your one point..
How many points have you at the end of the pay week determines your "tech grade" which depicts what your percentage of the stores pool bonus will be.. make sure you comprehend that cause this is where the fuckery begins..
You only get your whole percentage of your pool bonus based off the stores performance..
So even if you did your job made all your sales and the store itself did poor your commission will be low..even tho you were an "A tech"
Now as I mentioned we were pushed to sell as much as possible even tho the extra did not benefit me as the one doing the work my commission is capped..
So who does it benefit??
The ones that pushed for it..
The managers and district managers, and directors that recieve the bonus checks..
My experience at the tupelo w main location was one of the worst experience of my employment career..
The manager was aggressive towards other employees. He was a bully. That at the first hint at friction or conflict or something not going as planned would verbally abuse his employees under him. The director had witnessed it himself on multiple occasions and made no attempt to address the issue. Not to mention I had an issue with one of their directors putting their hands on an employee and even after reporting to HR multiple times about these issues..
Nothing was done.
Now again I can only speak from my experience at the tupelo west main location but as I don't remember seeing a training video about being encourage to get female customers out of their vehicles strictly for the purpose of allowing the manager and other employees that participated to gawk at their booties..
Encouraged to do so by the manager even would be scolded or ridiculed if one did not participate..
So females please be aware if you ever visit this location because I've never experienced a professional work environment where women were this objectified..
It seems the criteria for a leadership position require a slight forward bend of the hips and no expectation of a curtesy spit..or be completely incompetent of being able to do the job..
They will have you give you the role of manager or assistant manager but wait a full year to finally pay you what that position pays..
Never got a raise the 18 month I worked there even tho our store ranked #1 in our district majority of the time that I was employed there..
Again..
These are just my experiences at the tupleo west main location..
I hope the other ones out there have more integrity since thats ironically enough what's painted on their wall..
Wild..

Express seems like a great company when you first start. You look at your first few paychecks and think "wow I'm getting paid pretty good." The more time you spend there working a consistent 50-60 hours a week, you realize that the pay is not good, the overtime is what is good. You make significantly less than the national average, even when you get on commission. The commission system is the most overly convoluted commission system I have ever seen and limits your overall earning potential. You heavily depend on your team in order for you yourself to make money. I made my way up to Assistant Manager, and the pay did increase, but the workload increased significantly more. When I was promoted I did not instantly get a raise for my new position. The Regional managers exact words were "We don't pay for title, we pay for work quality." Which sounds reasonable, except for the fact that you are more than doubling the workload, and initially getting the same pay which is ridiculous. The work environment is extremely fast paced and your performance is timed (you are expected to complete a car in under 13 minutes) which can be done, but if everyone in the store is working as hard as they are supposed to work the whole store gets burnt out in a few weeks. I got to the point where I was living on coffee to keep up my performance as an Assistant Manager, and the store manager and the regional manager tried to tell me that I was not allowed to drink the company coffee because it was too expensive. (This was shortly after they made the switch to Keurig machines which are way more expensive per cup than traditional coffee machines. Which I might add, nobody asked for) The Upper management is so excessively penny pinching that getting a raise is like asking for congress to pass a new bill. They consistently work their best employees to the point of breaking, while allowing second rate employees who consistently underperform to go unresolved with whatever issues they're having that drag the whole team down. Unless you are one of the very lucky ones, don't expect much upward mobility in the company, and don't expect to become too good of friends with anyone either. The company has no more integrity than any other corporate company despite the company preaching integrity to all of its employees. They strongly enforce integrity amongst the lowest employees, but then refuse to keep their own promises when it comes to providing for employee needs. The company sets ridiculous arbitrary "budget" goals that can be near impossible to reach for some stores, and this causes the store manager to miss out on bonuses that should otherwise have been earned. Their definition of budget is not the dictionary definition of budget, but rather the arbitrary number that they set for the corporate managers and team to make the money that they want to make. When you're in any position and ask for a raise, if your store has not been hitting budget it is very difficult to make a case for yourself, as they will say "we don't have any money to give, because we're not hitting budget" although budget is significantly above breaking even, and there is always plenty of money to go around. The truth is that any time any employee gets a raise it comes out of the commission of any manager above an assistant manager, and very few managers in the company care enough about their employees to take money out of their own pockets, even if it is just a single dollar an hour.

Employees are so inexperienced that costly mistakes happen almost daily. Little to no communication with district managers if you're in a management position, and an assistant manager is nothing more than a hood tech that makes a few extra bucks. Less management, and more oil changes. Expected to make a quota of 14 cars per day as a manager, while employing 6 other hood techs. MUST upsell the customer in order to get a good "grade". Yep, thats right a grade. LIke elementary school. How do you get a good grade you ask? One would assume by giving excellent customer service, or assuring the customer got what THEY asked for. Nope. Aside from the oil changes you must berate people into purchasing wiper blades that cost 3 times what they do at an auto store, or same with an air filter. Or having their "techs" recommend services like they're selling Avon from a catalogue, with no idea what these things even do, and when asked they give the most vague descriptions because they actually have no idea what it is they're recommending. You cant blame them though cause they make minimum wage and without that sale they take home a measly little weeks pay. A recipe for disaster. The customers are terrible, often times irrational, and the "shop" is nothing more than a 3 lane fast food restaurant for 80 dollar or more oil changes. Hood techs make minimum wage, as do pit techs. Little to no incentive or motivation out of anyone. Fellow employees act like they were raised in juvenile detention centers, and are unbelievably unprofessional. One of the last places anyone should consider working at. I have experienced many miserable ways to earn a living, and this was by far the worst.

I have tried to do my job to the best of my ability but it seems like we don't have enough help. I am constantly going from the oil change bays to the mechanical department to pick up slack. If we are covered on oil change bays, mechanics have to stop what they are doing (potentially big jobs, or customers waiting) and do rotates on tires or other things.

The one thing that keeps the stores from falling apart, and this is my opinion, but I feel like the amount of hours worked (50-60) brings a tight union between coworkers. As of late, it has become very stressful because we had one of our employees stealing money from customers and made us basically force him out the door. Upper management is extremely nice and is thoughtful but has too much on their hands to deal with stores issues.

I believe that hiring and firing should be on a store level and upper management should worry about payroll concerns, auditing stores, keeping up with monthly budget and such. Also, each store gets  7-8 employees but the stores in Madison get 12-15. They have a higher volume but I feel like some of the smaller stores could do better if they had more help. It would make them more confident about giving work over to another dept. without the worry of them having to do the work themselves, or making the customer upset/angry.

Hopefully the CEO will make improvisations in the future to make the workplace a lot more successful and less stressful. He is a really outstanding guy but I believe he is concerned about revenue above all.

You are required to work a min. of 10hrs a day and 50 hours a week, work day begins at 7:45a and ends at 6:00pm-finished , and only a select few make more then min wage, and the only lunch time you recieve are when your not processing cars! . All your money comes from sales/commissions witch they like to call "recommendations". Express Oil Change used to be the leading Automotive outfit to work for In my opinion up to about 3 years ago. They have made so many changes and picked up so many new investors now they have to show huge increases in revenue each year. It doesnt matter how well you and your "team" have worked its never good enough. Im not making this up, I have worked for EOC&SC almost 10 years and have been fluently trained in all aspects of the shop and i was just fired because  the shop manager found out i was making more money then him ( hes sits in the office all day and gets upset if he has to help) He started botching false records about me and turned them into corporate i know this from a very reliable source. EOC&SC used to be everything to me. EOC&SC has shops everywhere in alabama and throughout the S.E. I can only talk about the way the shops are ran In North Alabama.

This information is based on my opinion only and does not reflect the shops and technitions out there that are really trying to build an honest customer base. Any conclusions or thoughts made about this company are your own and I will not be held responsible for any business lost or gained be typing this review.

This isn't a completely bad company to work for, however All management and payroll teams needs to take a economics class! In today's standards $10-11 an hour is trash! I was making $16 an hour in 1998! Fast forward 24 years later and that should have doubled or be around the $24-25 range, this company should be ashamed of themselves! Stop worrying about pleasing each other! Take off the knee pads and man up, because I know everyone above the managers are making good money! Stop worrying about the customer, take care of your employees and your employees will take care of your customers! Why should they care how the customer feels! McDonald's pays $20 be now! It's sad to think a trade job pays half as much as a fast food restaurant! You expect these employees to work and recommend services to people but aren't willing to pay them for it!! No wonder you are constantly hiring and training people, this day and time retention is key with companies paying $20 an hour to start! The hiring and training department must be getting a kick back for everyone they hire and train! 
The people you work with are the only reason to not just walk out! You have to do better!! People's lives depend on companies that aren't greedy! I know what your store bring in year. You know you can pay more, but you don't want to drop the house at the beach or the weekly golf trip. You should let others start enjoying life a little better! 

While I knew trying to build a store and get it together and running smoothly would take very long hours, I did not mind as I wanted to build a good team and make everyone productive.  If this was to be a profitable business location while being terribly understaffed with quality people, it would take wearing many hats and being able to run any position needed at the location.  I remained flexible when sent to other locations at quite a distance that were also having problems and was never given any formal training.  The other management personnel I was trying to work with knew very little of vehicles, and only preached this companies process of work.  And while the process had many good points, it required a full staff of 3 fully trained people on every vehicle to complete in the time they wanted.  When finally given the opportunity to start taking over a location, I focused on team building, while still trying to make repairs to the work location and create a safer work environment for my team.  District representatives did not care to edify the tenets they espoused to support. There was no respect, trust, or integrity in them.  District representatives only cared about number production and not individuals.

Everyday is a 10+ hour work day with little expectation for a true lunch break. No desire from upper management to properly staff stores in order to give the employees good working conditions. If you ever are well staffed, they take someone from your store to help another store that isn't well staffed. By the time you get home at the end of the day you can eat dinner and then choose to do one thing for an hour before you're more than likely exhausted and want to go to sleep.

There are no benefits to working up into the company. If you want to be a manager you're going to be fixed into a salary that won't pay enough for the hours you put in. You won't start making enough money for a proper living wage until you're a director, but everyone in the company has been in their positions for so long that they're never leaving and corporate isn't going to create new opportunities.

A typical day goes like this:
Customers show up before opening and sit outside the bay doors. You'll stand at your bay and do oil changes until a the rush ends - if it does - and then you may get to take a break. There are no chairs or stools, so you'll make something to sit on. If you're lucky enough to have an "extra" person, you'll get to eat lunch. Otherwise, you're expected to eat while working, but not in front of the customer.

-Open Store (Approx. 15 min routine)
-Perform Admin / Office responsibilities 
-Prepare Morning Huddle topics / conversation items
-7:45 AM  Morning Huddle with Team
-8:00 AM Open for business & the Whirlwind
-Manage Bay Optimization & workflow
-Enforce policy & procedures
-Manage the 5S throughout the facility
-Service write estimates
-Call / speak with customers & vendors
-Rotate employees through 30 min breaks
-Unclog 'Log Jams' & be where your feet are.
-Occasionally perform skilled mechanical services
-Keep the mood of the crew upbeat and in-check
-6:00 PM (5:00p on Sat) Close doors & P.O.S. system depending on business flow in shop.
I believe I've learned many things about automotive repairs, service & technology.
Management has its ups & downs. Workplace culture is Okay as long as You have the buy-in from Your team. Hardest part of the Job is staying dedicated to do what it takes without losing motivation to continue at the cost of Your Home life. I enjoy most being at the location I am because of the relationships I've built with my customers, vendors & community. Overall, without the right team members by Your side, operations can wear on You & burn You out. 


Do yourself a huge favor and look elsewhere. Simply put, they do not take care of their employees. The starting pay is way too low, the commission scale is complex and difficult, insurance is very high, benefits are below average, and there is a 50 hour/week minimum. It is a complex, high-stress environment that leaves little to no time for anything else (whether that is hobbies, a side hustle, or a wife and kids). Nothing about this job is competitive, even with other oil change places. It has high customer value, but incredibly low employee value. They only reward upper management, and only after five years of 50 hour work weeks do you begin to see the only perk (a vacation timeshare). You can very easily go somewhere else to work less hours and make the same or more money. I would be willing to pay to not work here. I cannot say enough how bad of a place this is to work. I gave it a two star rating only because I enjoyed working on the cars and there is room for advancement because it is a growing company. However, the cost of working there is too high. There is a massive turnover rate for a reason. They take too much from their employees and do not show them any reward. Do yourself a huge favor and look elsewhere. 

Top Job Titles	Average Salary
Lube technician 37 salaries reported	$811 per week
Automotive technician 35 salaries reported	$68,329 per year
Technician 8 salaries reported	$14.13 per hour
Automotive mechanic 5 salaries reported	$84,000 per year
Manager in training 6 salaries reported	$55,417 per year

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