Diesel Technician - Top Benefits at Hansen & Adkins Auto Transport Inc
Job Description
- Pay: $28 - $36 an hour, negotiable based on experience
- Schedule: Monday - Friday, first shift
- Potential for overtime
- 100% company-paid medical and dental insurance for employees (50% for dependents)
- $500 referral bonus
- Boot allowance (Red Wing)
- 7 paid holidays/year
- 401K retirement plan, with a company match of 25% of the employee's contribution
- Up to $1,000 annual tuition assistance
- Vision insurance available
- Company-paid life insurance
- Company-paid vacation/sick time
- FSA
- EAP (Employee Assistance Program)
- At least 2 years of heavy-duty diesel technician experience (18-wheelers)
- Possess toolbox and general technician toolset
- Able to diagnose and repair powertrain, electrical, and lighting systems on class 8 tractor-trailers in an efficient manner
With nearly three decades of continuous growth and no signs of slowing down, Hansen & Adkins Auto Transport, Inc. ("H&A") is dedicated to providing high-quality, cost-effective vehicle transportation and related services with a strong commitment to safety, customer success, innovation, and reliability. Founded in 1994 by industry veterans Steve Hansen and Louie Adkins, the company has grown from just 3 haulers to over 1,000 haulers, earning numerous industry awards along the way. H&A is currently serving 16 major auto manufacturers nationwide and in Canada.
As a Technician II you are expected to complete minor and major repairs independently, complete diagnostics, and other related maintenance tasks assigned to you. You informally set an example and mentor new technicians while continuing to grow your skillset by learning from more experienced technicians and your manager.
$58k - $75k is competitive for Bus and Truck Mechanics and Diesel Engine Specialists nationally
Hot hiring, constrained wages
Employers are hiring actively, but pay hasn't caught up with demand. Focus on competing offers and non-salary benefits.
Why this market feels harder than it looks
This market is hiring aggressively, but compensation hasn't caught up and most openings are backfilling churn, not expansion. Employers are filling roles, but not bidding wages up.
Who this leverage applies to
Where to negotiate
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Does this path compound?
Steady work, but limited growth in both jobs and pay.
Openings come from turnover, not new growth. Differentiate to advance.