The Automotive Training Institute (ATI), the largest coaching and training company for Owners of Independent Repair Shops in the US and Canada. With over 1700 shops actively engaged in our program, we provide coaching, training and the largest buying program in the automotive aftermarket for Independent Shop Owners. Our members have cumulatively increased their Gross Profits by almost $3.0 Billion dollars through the ATI program.
JOB DESCRIPTION:
The Peer Group Facilitator, Mechanical is the primary leader, designer, and steward of the peer learning experience for ATI members who own and operate independent mechanical and general repair shops. The Facilitator does not exist to teach, consult, or solve members' problems for them. The Facilitator exists to build and sustain a high-trust environment in which independent mechanical shop owners learn from one another, hold one another accountable, and produce measurable change in their businesses and in themselves.
Peer groups are ATI's most relationship-dense product. The Facilitator is the single most important factor in whether members extract transformative value, return year after year, refer others, and ultimately deepen their engagement with ATI. The Facilitator is, in effect, the brand of the program in the room.
This is a dedicated, professional facilitation role — not a coaching or consulting role with facilitation duties attached. Facilitators are selected, trained, and evaluated against a distinct discipline. A genuine, active commitment to ongoing personal and professional development is a prerequisite for this role and a continuing expectation throughout it. ATI provides structured development support; candidates must be equally committed to pursuing it.
Plan, prepare, and lead all assigned peer group meetings: two annual 2-day in-person sessions per group and monthly 1–2 hour virtual sessions.
Design each meeting agenda with intention — introducing new topics, concepts, resources, or industry developments as the group's evolution and needs demand, then quickly transitioning to member-driven discussion and execution on the opportunities that new information surfaces.
ATI is recognized as an industry authority. Facilitators carry a responsibility to bring new and relevant material into the room — not as lecturers, but as curators. The Facilitator does not need to be the subject-matter expert on every topic introduced; they may draw on their own expertise, bring in vetted internal or external SMEs to present specific content, or leverage industry resources — then step back into the facilitation role as the group engages.
Balance introduced content with member-generated discussion. Neither should crowd out the other. The measure of success is not the quality of the content presented but the quality of the thinking, accountability, and action it produces in the group.
Manage group dynamics in real time — surface quiet voices, redirect dominant ones, hold productive silence, and convert tension into learning.
Use Socratic questioning and structured peer-coaching protocols. Resist the temptation to teach, lecture, or solve.
Maintain structured touchpoints with each member between meetings, including check-ins on prior commitments.
Monitor engagement, surface drift early, and address attendance issues or churn risk before they become irreversible.
Maintain accurate member-level notes, attendance records, and engagement signals in ATI systems.
For New Member Cohort groups, lead the front-loaded 90-day plan: weekly virtual sessions in weeks 1–4, bi-weekly in months 2–3, then standard cadence.
Establish group norms, confidentiality expectations, and a group operating agreement within the first three meetings of any new cohort.
Conduct onboarding conversations with every new member to surface goals, business context, and the change they want to produce.
Dedicate regular, structured time to researching developments in the mechanical/general repair industry — technology shifts, shop economics, labor dynamics, regulatory changes — so group conversations are grounded in current reality.
Curate relevant content, case studies, and frameworks that elevate group discussion without converting peer time into lecture time.
Bring recurring themes and unanswered questions from group sessions back to ATI's curriculum and market intelligence functions.
Take primary ownership of member retention within assigned groups. Retention is a direct outcome of facilitation quality.
For Standalone Peer Program members, serve as a soft on-ramp to ATI's broader portfolio — surface readiness signals to ATI account partners when appropriate. This is an awareness expectation, not a quota.
Actively seek out and participate in ATI-provided development programming, external facilitation training, and self-directed skills building. ATI is committed to supporting this growth; Facilitators are expected to pursue it with equal commitment.
Engage fully with facilitator peer-development sessions, debriefs, and case discussions led by the Director of Peer Group Programs.
Bring learning back into the room — insights from development activity should enrich meeting design and deepen member conversations over time.
Minimum 10 years of operational experience in the independent automotive aftermarket, with significant time in an ownership, general manager, or senior leadership role at a mechanical or general repair shop.
Demonstrated track record of operating, growing, or transforming a mechanical shop or multi-shop operation. Members must believe the Facilitator has earned the right to be in the room.
Working fluency in shop financials, KPIs, technician productivity, service advisor performance, customer experience, and the operating realities of running an independent mechanical shop.
Demonstrated experience leading peer groups, mastermind groups, advisory boards, executive forums, or comparable structured group learning environments.
Demonstrated personal commitment to ongoing professional growth and development. Candidates who are not actively invested in their own learning are not a fit for this role at any experience level.
Certified Executive Coach (ICF, EMCC, or equivalent recognized credential).
Certifications in DISC, Predictive Index, Working Genius, or comparable behavioral assessment tools.
Familiarity with established peer advisory frameworks (Vistage, EO, YPO forum protocols, or similar).
Prior experience as an ATI member, coach, or vendor partner is a plus but is not required.
Primarily remote work environment.
Required travel for two annual 2-day in-person meetings per assigned group, plus ATI Super Conference and facilitator development sessions. Estimated 20–25 travel days per year.
Extended periods of computer and video-conference use.
Occasional evening or weekend availability may be required for in-person meetings and member needs.
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Position Location:
MarylandCompensation Range:
$15.00 - $139,000.00Compensation Frequency:
AnnualBase pay offered may vary depending on actual location, job-related knowledge, skills, and experience. Supplemental pay types may include commissions or bonus incentives, depending on the role. Driven Brands offers a variety of health and wellness benefits including paid time off and holiday pay. Details regarding our benefits can be found here: https://www.drivenbrandsbenefits.com
Get early access to 50% of your earned wages at any time through our myFlexPay program.
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