Why reactive hiring fails
Most HVAC companies hire when they are desperate - a tech quit last week, they are turning away jobs, and they need someone immediately. Desperate hiring leads to compromised standards, poor fits, and turnover that restarts the cycle. The fix is treating hiring as an always-on process, not an emergency response.
Where to find HVAC technicians
- Trade schools and community colleges - build relationships with HVAC program instructors before you need to hire. Offer apprenticeships. Many of the best hires come as second-year students who need field hours.
- Referral bonuses for your existing team - your best techs know other good techs. A -,500 referral bonus paid after 90 days of employment is the most cost-effective recruiting spend you can make.
- Indeed and Craigslist still work - but your ad needs to lead with what makes your company worth working for, not just a list of requirements
- Poaching ethically - if you have had a great experience with a tech from another company, it is acceptable to let them know you would welcome a conversation if they are ever looking
What to look for in an interview
Beyond technical competency, hire for: punctuality (they showed up on time to the interview), communication (they can explain a technical concept clearly), and attitude toward customer interaction. Technical skills can be improved. The ability to be professional and trustworthy with homeowners is the hardest thing to develop in someone who does not already have it.
What makes techs stay
Pay matters, but it is not the only thing. Techs leave for: unpredictable scheduling, dispatchers who do not support them, poor equipment, and feeling disrespected. Fix the dispatching, give techs good trucks and stocked supplies, and pay fairly. Companies that retain 80%+ of their techs year-over-year are not always the highest-paying - they are the most operationally respectful places to work.