By: Laura Bennett

Mechanic Plug is known for speed, execution, and results. But behind the metrics is a culture that drives it all.

Founder Chris Coco says the company’s internal mindset is what makes fast, consistent delivery possible.

Built for Urgency

“Speed is a core value here,” Chris explains. “It influences everything we do.”

Mechanic Plug follows through by contacting leads in minutes, not hours. Interview scheduling happens quickly. Internal decisions don’t get stuck in long email chains. This responsiveness has become a competitive edge for them.

“The faster we move, the more traction we create,” he points out. “For ourselves and our clients.”

Celebrating Wins in Real Time

Inside Mechanic Plug, momentum matters. The team celebrates success often and loudly. Whether it’s a placement, a booked interview, or a closed deal, wins are shared instantly.

According to Chris, they have a “Team Wins” channel where members are encouraged to post their successes. And, under Chris’s encouragement, this channel “lights up every day.” He believes that internal wins are as important as external ones — especially since it’s the internal ones that keep people energized.

The company also holds weekly recognitions. MVPs, rookies of the month, and employees who are performing well are all publicly acknowledged. That recognition reinforces progress and helps maintain a high-energy environment.

Results Over Hype

Chris Coco is clear about what drives growth at Mechanic Plug. It’s not just branding or positioning. It’s performance.

“We don’t claim to have the flashiest offer,” he says. “We just deliver.”

That no-frills approach applies to every part of the business. The team stays focused on execution. If something works, it gets prioritized. If it doesn’t, it gets cut.

Chris credits this mindset with helping the company scale quickly. “We got to six figures in our first 38 days without a website or ads,” he says. “It was just phones, hustle, and belief in the model.”

People First, Process Second

Despite its pace, the company doesn’t treat people like numbers. Chris says his team takes time to understand what each employee values. Once he has that, he rewards them accordingly.

Of course, different people will have different priorities. Some want flexibility. Others crave recognition. And others just want to feel like they’re growing and improving. Regardless of what they need, Chris and his team do their best to support them.

To illustrate this, Chris shares how one employee recently lost an expensive pair of sunglasses. It wasn’t work-related in any way. But for his one-year anniversary, Mechanic Plug bought him a new pair.

“It’s the little things,” he says. “If you take care of your people, they stay.”

Training the Right Way

New hires at Mechanic Plug don’t get thrown into the fire. Instead, they’re given clear coaching, early support, and goals tailored to their ramp-up period. That structure helps them succeed quickly.

“When someone joins, we’re not just looking at what they can do today,” Chris states. “We’re thinking about how to help them grow into the next role.”

Performance is still expected, of course. But people are given tools to meet those expectations rather than pressured to “figure it out.”

“We don’t yell at people to work harder,” Chris says, adamant. “We get excited with them when they win.”

Leading by Example

Chris Coco’s personal background shapes the company’s culture. Before launching Mechanic Plug, he worked in aggressive sales environments (including timeshare sales) where performance pressure was extreme.

“I learned two key things,” he says. “First, everyone is closable if you know how to frame the value. Second, culture matters more than anything else if you want to build something that lasts.”

That belief now shows up across Mechanic Plug’s internal operations. Chris expects excellence but leads with encouragement. “We move fast, we work hard, but we have fun doing it,” he says.

Built to Grow

Mechanic Plug has already helped over 200 shops and placed more than 400 technicians nationwide.

But, according to Chris, they’re just getting started.

“We built this to scale,” he says. “We want to serve every vertical in the blue-collar hiring space.”

To do that, Chris knows the team has to keep evolving. That means new hires, new systems, and constant feedback.

“We get 1% better every day,” he says. “That’s our standard.”

Why Culture Comes First

For Chris, culture isn’t just about employee experience. It directly affects client outcomes. “If our team isn’t aligned and energized, we can’t deliver the way we do,” he says.

Mechanic Plug’s speed, client service, and hiring success all stem from what happens behind the scenes. Chris sees that as the most important part of the business.

“You can copy our ads or our scripts,” he says. “But if you don’t have the culture, you won’t match our results.”

The Culture Driving Mechanic Plug

Mechanic Plug’s growth isn’t random. It’s the product of a team that values execution, speed, and personal growth. Chris Coco believes that when people love what they do, and feel supported while doing it, they work faster, better, and with more intention.

“Our culture isn’t just a ‘nice to have,’” Chris says. “It’s why we win.”

Disclaimer: The information provided in this article is for informational and educational purposes only. It does not constitute professional business, financial, or legal advice. Always seek the guidance of a qualified professional for any business-related decisions.