The Ultimate HVAC Hiring Guide: Find, Recruit, & Manage Top Techs

It can be hard to find the best person for the job. It seems that no matter what industry you are in, the good folks are already working for your competitors. So, how are you going to get the best technicians to help you run a successful HVAC business?

Thankfully, finding great talent isn’t impossible. With the right tips and a bit of perseverance and due diligence, finding skilled HVAC techs is absolutely within reach. In this guide, we’ll walk you through how to attract, recruit, train, and most importantly, retain the best HVAC technicians in 2025.

HVAC Hiring Guide Every Contractor Needs

Where to Find Qualified HVAC Technicians

You’ve got the workload. Now you just need the hands to help you handle it. But where exactly do you find skilled HVAC technicians who are ready to jump in and do the job right?

Spoiler alert: they’re out there—you just have to know where to look.

In this section, we’ll walk you through five solid places to find your next great hire. From running smart job ads to tapping into trade schools, setting up a referral program, making the most of social media, and yes—even attracting folks who might already be working for your competitors—we’ve got practical strategies that can help you connect with techs who fit your business.

1. Post Job Ads That Work

It’s not unusual for job ads to get lost in the shuffle. To get noticed, focus on the right places and the right message. Use HVAC-specific job boards like HVAC Jobs Center, iHireConstruction, and local trade associations. Don’t just list tasks—talk about pay, benefits, and how techs can grow with your company. Sign-on bonuses, paid training, and clear paths for advancement can really grab attention. Keep it simple, honest, and appealing.

Pro tip: Need a hand getting started? Download our free HVAC Employment Application Template to help you sort through applicants and find the right fit faster.

2. Tap Into Trade Schools & Apprenticeships 

HVAC isn’t going anywhere. In fact, jobs for heating, air conditioning, and refrigeration techs are expected to grow by 9% from 2023 to 2033. Many folks don’t want to spend four years (and thousands of dollars) on college. They want a hands-on career that keeps them moving—especially since 43% of U.S. jobs are highly sedentary. That’s where HVAC comes in.

Partner with local trade schools, offer internships, and sponsor students in apprenticeship programs. Build strong ties with instructors who can send great candidates your way. Fresh grads might lack experience, but they’re coachable—and don’t come with baggage.

3. Start an Employee Referral Program

Your current employees are probably connected with other skilled professionals in the same field. So, why not tap into them and reward your people when they help you bring on great hires? A referral program is a smart way to build your crew while showing appreciation for the people who already work hard for you.

Here’s how to make it work:

• Offer bonuses to employees who refer great hires
• Create an easy process for submitting referrals
• Incentivize referrals with tiered rewards (e.g., $250 at hire, $500 after 6 months)
• Recognize employees publicly when their referral turns into a long-term hire

4. Monitor Social Media & Industry Groups 

Social media is where it’s at today. In fact, people spend nearly 143 minutes per day (yes, you read that right) on their favorite social media channels. So why not target your next hire where they might be spending some of their time?

Post your job openings in HVAC-focused Facebook groups and LinkedIn trade forums where techs hang out. Go beyond the job listing—share photos, team highlights, and real success stories that give people a feel for what it’s like to work with you. And don’t be afraid to reach out directly. A quick DM can go a long way—many great techs aren’t actively job hunting but are open to the right opportunity.

5. Steal Talent from Competitors (Ethically)

Okay, so we’re not saying you should go steal talent from the competition. That’s not good business. But that doesn’t mean all those people working for your nearby competitors are happy with their job.

So, think of it as attracting—not poaching. Attend trade shows and strike up conversations with working techs. You can also network at local supply houses—distributors often know who the rockstars are. If someone’s unhappy where they are, they might be open to making a move. Offer better benefits, more flexibility, and a clear path to grow.

Pro tip: Need help hiring an HVAC office manager? Use our HVAC Office Manager Job Description Template to make the process easier.

How to Recruit the Right HVAC Technicians Without Wasting Time

Now that you know where to look, let’s align on what you should be looking for. As with any industry, there are great candidates and not-so-great candidates. You want the great ones. And knowing how to recruit them is where it all starts. Here’s what to do.

Write a Job Description That Attracts A-Players

When it comes to writing an HVAC tech job description, clarity matters. In fact, 64% of job seekers said they’d skip right over an ad with a confusing job title or one that is poorly written—and 60% said jargon in job ads drives them nuts. Keep it simple, honest, and direct. Start with a bold opening like, “Tired of working for companies that don’t appreciate you?” Share the pay, benefits, schedule, and perks like BBQ Fridays or paid training to spark real interest.

Ask The Right Interview Questions 

A good interview shouldn’t feel like a checklist—it should feel like a real conversation. Skip the yes-or-no questions and ask open-ended ones that help you understand how a candidate thinks, works, and interacts with customers. Don’t focus only on technical skills; soft skills matter just as much in the field.

Here are a few examples:

• Technical Skills: “Tell me how you’d diagnose a compressor failure.”
• Customer Service: “How would you handle an upset homeowner with no AC in the middle of July?”
• Work Ethic: “What’s the last thing you taught yourself to do better on the job?”
• Physical Demands: “Are you comfortable working in tight spaces, at heights, and in extreme weather?”

Pro tip: Not sure what to ask? Use our list of 47 HVAC Interview Questions to help hire your next technician.

Weed Out Bad Candidates with a Technical Skills Test

While you don’t want to come across as though you don’t trust job applicants, you don’t always want to take their word for what they say. In some cases, putting them to the test, is the only way to weed out candidates that don’t meet the muster test.

Thus, a short hands-on test can tell you a lot. Even a quick 15-minute task helps show whether a candidate actually knows their stuff. You don’t have to make it complicated—just ask them to troubleshoot a common issue or explain how they’d handle a basic install. It’s not about catching them off guard; it’s about seeing how they think on their feet and approach real-life work situations.

How to Keep Your Best Techs and Build a Stronger HVAC Crew

People don’t stay in their jobs as long as they used to, and that applies to the trades as well. No matter what you do to create the best possible work environment, workers are always looking for something better. And, what they want typically revolves around higher pay and benefits, finding something with a new challenge, and prioritizing a healthy work-life balance.

Let’s take a look at some of the things you can do to create an HVAC business where HVAC techs want to stay.

1. Create a Memorable Onboarding Experience 

Once the candidate has accepted the offer, it’s important that you create a great onboarding experience. We’re not saying that you need to knock their socks off, but you should sure try to. The truth of the matter is that ​​a new hire’s first few weeks can make or break their future with your company. A weak onboarding process often leads to early turnover—something no HVAC business wants to deal with. Set the tone early by giving new techs the tools and support they need to succeed.

Here’s how to make it count:

• Pair them with a mentor for the first 90 days
• Teach company values and expectations from day one
• Provide training on technical tasks and soft skills like customer service and using scheduling or invoicing software

2. Pay Them Well & Listen to Their Needs

Money matters—more than half (54%) of workers say they’re unhappy with their pay because it doesn’t cover their bills. Another 28% feel they earn less than coworkers doing the same job. But it’s not just about the paycheck. Poor communication is also a problem, with 40% of employees saying it drags down productivity. If techs feel unheard or undervalued, they won’t stick around.

Here’s what you can do:

• Pay competitively—check local wage data and adjust every year
• Offer performance-based bonuses
• Recognize hard work with shoutouts, extra PTO, or small perks like gift cards
• Provide a clear career path (lead tech → supervisor → operations manager)

Did You Know? Most employees say job satisfaction is tied more to a healthy workplace culture than a bigger paycheck.

3. Invest in Technology to Help with HVAC Hiring & Management

Hiring and managing a team doesn’t have to feel like a juggling act. With the right HVAC management software, you can take a lot of the pressure off your plate. That’s where Housecall Pro comes in. It’s designed to help you find, schedule, manage, and retain great HVAC techs—all while keeping your business running smoothly.

Here’s how it helps:

Automate Technician Scheduling & Dispatching

Housecall Pro’s HVAC technician scheduling software makes job assignments easy. It automatically schedules based on availability and location, helping you get the right tech to the right job—without the guesswork.

Track Overall Business & Employee Performance

Housecall Pro’s field service mobile app lets employees clock in and out, track travel and job time, and pause jobs without marking them as complete. You’ll get a better view of how long jobs take, how techs are performing, and where there’s room to improve—all without micromanaging.

Simplified Payroll Management

Forget chasing timesheets or switching between systems. Housecall Pro syncs directly with Gusto, letting you run payroll, handle W-2s and 1099s, and take care of payroll taxes all in one place. No more manual data entry or last-minute stress.

Bottom line? When you use technology like Housecall Pro, you can spend less time buried in paperwork and more time building a team that works hard, gets along, and keeps customers coming back.

Planning for Future Business Growth

Hiring great HVAC techs doesn’t just happen overnight. It takes planning, effort, and a solid game plan. In this guide, we’ve covered where to find strong candidates—whether it’s through trade schools, employee referrals, social media, or even your competitors. We’ve talked about writing job ads that actually get noticed, asking the right interview questions, and using short skills tests to see who really knows their stuff. We also walked through onboarding, communication, fair pay, and using tools like Housecall Pro to make hiring and management easier.

But here’s the thing—don’t wait until you’re scrambling to fill a role to start thinking about hiring. Build a hiring pipeline before you desperately need someone. Keep a running list of potential candidates—people you’ve met at trade shows, former applicants, referrals, or even techs you’ve connected with on social media. You can also work with a recruitment agency to help you stay ahead and keep your candidate pool fresh.

Hiring isn’t a one-and-done task. It’s part of your business strategy. Invest in recruitment, training, and retention now, and you’ll create the kind of company that techs want to work for—not just today, but for the long haul. Need help managing the process? Housecall Pro is here to help—from scheduling and payroll to performance tracking and communication. Start building the team that will help grow your business year after year.

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