Although of course job-related skills are an important factor in our decision to hire a candidate (we assess skills both during the interview process and 90-day introductory period), assessing whether the candidate is a good cultural fit for OOROO is even more important. We will only hire candidates who we believe will care deeply about their fellow team members and the customers who we serve on a daily basis.

Complete our online application, which should take about 10 minutes.

If the candidate appears to be a good match, we schedule a phone interview and then may invite them for an in-person interview(s).

We perform background checks and pull motor vehicle reports (with your authorization) prior to employment. New hires are made aware of our drug policy during onboarding.

After all in-person interviews are complete, you can expect to hear back from us within a week. If an offer is made, it is always contingent on receiving positive background checks and motor vehicle reports.

Our shops are kept cool with evaporative coolers during the summer, and heated in the winter with radiant heaters mounted from the ceiling and heaters in the bays. The break room is air conditioned as well.

The size of your team will vary depending on which store or part of the business you work in, but it will range from 4-7, including technicians, store managers, and other team members.

OOROO’s operating hours are Monday to Friday 7:30AM to 5:30PM. We value work-life balance, so all our shops are closed on Saturday and Sunday. Team members are expected to be present and ready for work by 7:15AM to attend the daily team huddle before opening.

Although technicians are expected to have their own tools, each shop is equipped with scanners, computers, tablets for each tech, heavy equipment, and tools. Each shop also subscribes to multiple labor guides and technical support software.

Parts are ordered electronically or by phone several times a day by our experienced Service Managers or our Store Managers.

Part of OOROO’s unique environment is to over communicate—with customers and among team members; more information is always better. There is an open-door policy between leadership and the rest of the team; each team member knows they can contact anyone from management or leadership at any time with issues, or ways to improve the operation.

One example of more formal forums for communication are our daily morning huddles. Each morning starts with a huddle before our stores open to give management time to check in with each team member, look at the workflow for the day, and allow team members to bring up anything they need to.

Leadership takes feedback from team members seriously and often implements team ideas. This has fostered a work environment where team members are inspired to actively participate in shaping OOROO culture and practices.

One of our values is to continually advance team member knowledge and skills. We live out this value in a variety of ways. We train new technicians with a series of modules to ensure their technical ability and that they’re taught the “OOROO way.” We invest in the latest diagnostic equipment to more accurately and efficiently diagnose vehicle issues and so that our staff has access to the most advanced and up-to-date industry technology. Continued ASE and Factory Training (including off-site training) are encouraged and paid for by OOROO.

As OOROO grows, the opportunity for advancement continues to expand. We cultivate growth and development from within, encouraging our team members to explore different roles and communicate about their desired career paths. Opportunities are created when any team member shows initiative and dedication to learn new skills and take on new challenges.

We believe that the best feedback occurs on a regular in-the-moment basis, and that assessments of performance should never be surprises. Formal reviews are conducted on a periodic basis by the Store Managers and Director of Operations. The first review occurs at the 90-day mark, and with at least one formal review occurring during the year.

We strongly encourage collaboration and cross-training. Our team members are constantly teaching and mentoring each other and our management team often oversees our team members as they step up to fill gaps when someone is out sick or on vacation. This leads to a highly skilled and diversified team where each member is an expert in their role, with a broad understanding of other roles within our company.

OOROO works to be an active part of the Tucson Community. Each year we partner with our neighbors, friends, and family during the holiday season to help those in need with our Joyride Program, through the “OOROO CARES” initiative. Families who can’t afford needed car repair are nominated anonymously and we perform work on their vehicles for free.

As an extension of our annual Joyride Program, we launched “OOROO Gives Back,” a program that donates gift certificates for car repair to those in need in our community. Our OOROO Ambassador connects with community-minded, mission-driven companies across Tucson to provide OOROO services for their employees.