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Firestone Complete Auto Care

Engaged employer

Below industry standard - Technician Firestone Complete Auto Care Employee Review

2.0
9 May 2025
Recommend
CEO approval
Business outlook

Pros

Varies between shop and location. The biggest is guaranteed 30 hours when its slow

Cons

Management, especially corperate. They push for CFNAs and will tell you to target people who are desperate. Pay is also below average if you're not ASE certified. If you're in a bad location, expect your area manager to cry you're not hitting budget and corperate not approving for newer shop equipment. They will also expect you to work 12 hours in some cases. The benefits arent that great either

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Firestone Complete Auto Care Response
1y
We appreciate you valuable feedback! We strive to offer competitive compensation packages with opportunity to grow your career, expertise, and compensation. Additionally, we're continually working to optimize our processes and workload distribution to minimize the need for excessive overtime. If you're experiencing a particularly challenging workload or concerns with your compensation please don't hesitate to reach out to your manager or HR for support.

Explore other reviews about Firestone Complete Auto Care

5.0
16 Jan 2026
Recommend
CEO approval
Business outlook

Pros

Great job lots of opportunities.

Cons

Cannabis long work days but if you want to make money and work hard this is the place.

3.0
14 May 2026
Recommend
CEO approval
Business outlook

Pros

Great place for qualified techs who enjoy the hands-on nature of the work. And Jason was a good manager.

Cons

There is a significant disconnect between the front office and the shop floor. Service advisors are often "sales-oriented" rather than "service-oriented," which creates unnecessary friction. Management seems to prioritize sales figures over smooth operations, often resulting in "shop favorites" who get the best work while others struggle with pay consistency and high stress. I have seen many highly qualified individuals—people who truly understand how to run the back of the house—get passed over for leadership roles simply because they aren't "salespeople." A shop doesn't need a salesperson to manage the floor; it needs someone who knows how to move jobs along and support the technicians.

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