Here Is What We Know:

  • The labor pool of potential diesel mechanics is there, and it is huge. And we've figured out how to tap it. You need to know how to find it and develop it, which our partners at American Diesel Training Centers have perfected.

  • Time and cost of education deter 90% of potential candidates from entering the profession.

  • Attitude, work ethic, and attendance are as important as mechanical ability when it comes to entry-level technicians. Skills can be taught, but work ethic cannot.

  • It costs companies a fortune in lost revenue, missed opportunity, and increased overtime pay when there are long-term mechanic openings. Generally accepted estimates put the cost of not having a technician at a minimum of $1,200 a day. This is almost certainly costing your organization hundreds of thousands or even millions of dollars.

  • Companies must be willing to look at this problem differently and must be willing to invest capital and time to fix it. All other solutions have failed.

  • The companies who do dedicate resources and time to this huge problem will put themselves at a significant strategic advantage to those companies who do not.

Your True Cost of a Technician Opening​:

If you don’t know how much open technician positions cost your company, take a deep breath, put your hands over your eyes, and click hereThis is Amarillo, a calculator American Diesel developed to help you find out how much revenue and profit you are missing out on by having open tech positions.

Input how many mechanic openings your company has. It can be throughout the course of a year, or it can be how many openings you have today. Amarillo will calculate how much revenue you are leaving on the table and how much profit you are losing. Note: The average technician opening is 45 days.


If your company is tired of watching thousands of dollars a month vanish because of technician openings, and you've exhausted all recruiting options, then ADTC Kansas City is the perfect solution. The talent is out there, we provide access to it. We will not only save you expenses, we will improve your bottom line.

How We Work with Employers:​

It's Really Simple...Three Options

1.  Hire one of our students for a one-time payment of $7,500 

-If they don't work out in the first 90 days, we will replace them at no charge to you.

-If you hire them early in the program, workforce development funds are available from Missouri to defray costs.

2.  In exchange for a subscription fee of as low as $700 per month, you will have access to interview and hire our students at any time. Our monthly subscription programs expire after one (1) year.

-Our students' picture, resume, and certifications will be posted on

-Choose who you like and interview them

The more students you commit to hiring via your subscription, the more your cost per student declines.

-If they don't work out in the first 90 days, we will replace them at no charge to you.

-If they leave for any reason prior to one year, you stop paying.

-If you hire them early in the program, workforce development funds are available from Missouri to defray costs. 

Our students sign an agreement that they will work for the employer we place them with for a minimum of one (1) year.

Our numbers show that this will get you an 85% year-one retention rate.

The above two options also guarantee access to a pipeline of our best graduates. We put students through a rigorous evaluation before they are accepted into the employer-sponsored program.

3.  Hire a student who has chosen the route of an Income Share Agreement (ISA). 

- In exchange for not paying for training during the program, our students may choose to participate in an ISA.

- They agree to pay back 10% of their income in monthly payments, for a specified period of time, until they have repaid the cost of the training.

- They must make $30,000 a year before their payment obligations start.

- No interest ever accrues.

- If they lose their job or need time off, their payments pause with no interest accruing.

- They have completed their payment obligation when they've paid 1.2x the cost of the program, or when eight (8) years expire, whichever happens first. 

- ISA's will become the primary way Americans pay for education. They've been used in Australia and Scotland for years. They are not loans, and they force us to do our job of generating quality technicians. For more about ISA's, click here.  

This option gives our graduates the ultimate flexibility to choose where they want to work.  

Our research bears that employers who assist students with their payments have an 85% chance of retaining those new hires for more than a year.

Those employers who do not assist students have a 35% chance of retaining new hires for more than a year.