Garages That Kick the ‘Man Cave’ Stereotypes to the Curb

Garages have long been little more than a home’s spare space, ideal for storage, fixing up cars and, for some, a small escape with an old couch and mini fridge. But now, mop up those oil spills because there’s no end to the features that can transform it into something a whole lot more enticing.

The idea of making a garage into a refuge probably originated in postwar America, when magazines like Popular Mechanics were full of do-it-yourself plans for transforming your home place with built-ins. Then, the “man cave” of popular imagination had a big heyday in the 1980s, when garages were fitted with TVs, built-in bars, and a microwave for popcorn. These days, garage retreats are getting a bit more sophisticated—and much more functional.

“Our focus is on transforming garages into clean, bright and functional spaces,” Aaron Cash, a co-founder of Garage Living and head of its franchise systems, said. “People do come to us wanting ‘man caves,’ but that’s not our focus. We’re about recognising the value of and reclaiming the space.”

Garage Living now has 45 franchise locations around the U.S., Canada (where the company is based) and Australia. Makeovers range from $20,000 to $100,000. The goal is to get a family’s accumulated “stuff” off the floor and into the company’s own line of powder-coated cabinets, or mounted on the walls and overhead.

Garage Living made over this space with vaulted ceilings and a finished floor.
Garage Living

“This is a growing category,” Cash said. “There’s a lot of interest from an affluent clientele with disposable income.”

Not everyone wants their space uncluttered. Today’s popular accessories for garage makeovers include home theatres, high-tech audio equipment, golf simulators, fireplaces with remotes, wine racks, custom flooring (sometimes heated) and lifts that allow a multi-car collection to be displayed in a smaller space.

Meanwhile, for the auto enthusiast, there are tool chests, rotisseries for working on a car’s underside, pressure washers and compressors, engine hoists, work benches, and more.

Storage space is always at a premium. Levrack, launched in 2016, makes a shelving system that suspends its racks from above. The sections, each with three or more shelves, slide together and apart to maximise space.

Ryan Stauffer, the Nebraska-based co-founder of Levrack, said that 80% to 90% of his company’s business is industrial and commercial, but it’s moving increasingly into residential—with strong buy-in from big car collectors like Jay Leno. The Porsche Classic Factory Restorations facility in Atlanta is also a client.

The Wisconsin- and Nebraska-made units make it possible to collect all the stray tools, cleaners and products that typically live in all corners of the garage and store them out of sight, freeing up a lot of floor space. Units come in seven- to 12-foot widths, with varying depth and height. Prices range up to $7,400 for a 12-foot unit.

Garage Living makeovers range from $20,000 to $100,000.
Garage Living

“We appeal to high-end consumers, people who have a lot of gear,” Stauffer said. “The concept goes back to the 1950s for agriculture, healthcare and other industries, and the racks typically have tracks at the floor level. But in the garage space, where dirt, oil and contamination are an issue, it makes more sense to suspend from the top of the rack.”

Taking the modern garage further still is the Hangar Group, which builds “premier garage condominiums,” where people can store their vehicles in luxury.

The first of these was in Riviera Beach, Florida, completed in 2019—it sold out. And the second is in West Palm Beach, near the airport, with a 2024 completion date. The new facility will have more than 60 units, ranging from 1,500 to 4,500 square feet, with a full-time concierge. There will be a members’ club with golf simulators, a lounge and even a boardroom.

A garage at the Hangar includes a lift to increase auto storage.
THE HANGAR

“What we’re doing is a little different,” said Scott Cunningham, founder and CEO of the Hangar Group. “Some of our customers buy as many as three units and furnish them with high-level amenities like $100,000 wine coolers for their million-dollar collections. We get Fortune 500 executives and equity guys. For some, it becomes like a personal museum—but for security reasons a museum with no windows at street level.”

The Hangar obviously appeals to car collectors, some of them with a dozen or more vehicles, and sponsors track days at nearby race meccas Homestead, Sebring and Daytona.

The Palm Beach location is already 70% sold. A third complex will cater to car collectors in the Hamptons, in New York, and ultimately there will be six to eight locations, he said.

“I’m a Ferrari guy at heart,” he said. “Many of our customers are people, like me, who don’t have room for any more cars at home,” he said. “They once traded in their Ferrari 360 for a 430, but now they want to keep them both.” Often, there’s a guitar collection, too.

The Hangar’s concept is similar to another recent phenomenon—full condominiums, with garages attached, located near race tracks—or with their own. Circuit Florida, between Orlando and Tampa, is one of those. The $90 million complex includes a 1.7-mile private track, with 75 two-story condos. The project is now “six weeks out from the asphalt paving,” according to the company. These are units for serious car people—with garages that will accommodate up to six vehicles.

Space is at a premium in most garages, and Levrack’s “mobile aisle” shelving helps.
Levrack

This article originally appeared on Mansion Global.

Steven Clark had the unpleasant task of firing a 24-year-old—twice. Once was in a brief conversation with the new hire, who’d showed up late or not at all four times in his first week at a construction job.

Then Clark had to do it all over again, this time with the guy’s mother.

She called him a few hours later, pleading to give her son another chance. When Clark told her no, things got heated before he ended the call.

“I said, ‘Look, you know, this is between us and your son. He’s the employee,’” says Clark, who is chief operating officer of a Fairbanks, Alaska-based staffing firm.

Gen Zers make up nearly one-fifth of the adult workforce, and bosses and recruiters say it often feels like the nervous parents who hovered over them through childhood and college are right alongside them. What began as the occasional parent ride-along to a job interview coming out of the Covid era is now full-on career “co-piloting,” said Jasmine Escalera, head career coach at résumé templates service Zety.

More parents are calling up hiring managers, applying for jobs on their adult child’s behalf, and even showing up—or lurking just off-screen—on Zoom calls to help navigate difficult conversations or go over benefits packages.

“The first time it happened, I was appalled,” says Clark, who has fielded calls from parents asking why their child didn’t get a job. “Since then it’s become more of a here-we-go-again reaction.”

Human resource professionals have expressed outrage on social media.

“Parents should not be calling employers to check on their application status or ask questions on behalf of their child,” says Lynne Alba, a director of talent acquisition and physician recruitment at a large health system on Long Island, who vented about the phenomenon in a Tik Tok video she reposted on LinkedIn.

At a recent job fair, a mother approached Alba with her daughter’s résumé, explaining that she wanted to work as a nurse. “While I appreciated that she was trying to help, I intentionally shifted my attention to her daughter. No matter what Mom said, I wanted to hear directly from the candidate,” says Alba.

Some parents who step in say it’s a challenging job market for young people, and that they would only intervene in extreme circumstances—social anxiety, a toxic boss, unfair treatment. There’s also a gray area of intervention that some see as an extension of the parental advice and networking help that’s been happening for generations.

Rick Wainschel last year published a post on LinkedIn asking his network to help his daughter, a recent college graduate, find a corporate entry-level position.

Wainschel, a vice president at an automotive marketing technology company, says he doesn’t think his outreach qualifies as helicoptering. “Well, maybe a little,” he said, before quickly adding he was being half tongue-in-cheek. “It was really merely just to help her get a network established. I just think the work world is a challenging place.”

Wainschel’s post, which was OK’d by his daughter on the condition he didn’t embarrass her, didn’t lead to a job but did result in productive conversations, he said. She found a job with a credit union on her own shortly after.

Recruiters and other HR types say aggressive parental involvement signals a lack of independence and raises fears that mom and dad will be checking in regularly if their kid gets hired.

What’s more, they say, such interference rarely, if ever, works.

The phenomenon is becoming so commonplace it made the agenda of human resources organization SHRM’s national conference in June. When James Harrell asked a room of 250 professionals if they ever had a parent calling on behalf of a young employee or coming to an interview, more than half raised their hands.

“The first time it happened to me, I got high up on my soapbox and I shook my fist,” Harrell says. “The 15th time I said, ‘OK, well, I gotta figure out how to do something differently.’”

Harrell helped run an apprenticeship program for high-school students while he was the human capital management chief for the San Antonio Independent School District. To run interference, the district introduced a “signing day” when parents could come and ask questions.

After a Gen Z employee at Nation’s Best Holdings, a chain of hardware and home goods stores, didn’t get an “exceeds expectations” designation on his performance review last year, HR chief Amber Little got a call asking why.

It was one of a number of calls from parents her office has picked up recently about issues ranging from negative feedback to understanding which health insurance plan to choose. Little has even noticed parents are now calling in sick for their adult kids.

“Instead of coaching them, they do it for them,” Little says. When it happens, she adds, “we encourage them to tell their child to come talk to us and we will walk them through it.”

A Zety survey of more than 1,000 Gen Zers found 20% had a parent attend a job interview with them.

“You get a sense it’s all hands on deck for some families,” says Keith Wolf, managing partner of recruiting firm Murray Resources in Houston. His office has received emails from parents seeking jobs for their children, and Wolf says he’s always wondered if the kids even knew.

Paul “PB” Branson, who graduated from the University of Missouri-Columbia in May, bristles at the thought. The 22-year-old says while he understands their anxiety, parents shouldn’t be joining their children’s job interviews or contacting employees on their behalf.

“That trend,” he says, “has really hurt my generation by creating this kind of stereotype that we need our hands held.”