If you want a profitable HVAC service company, your employees are at the heart of it.

That means you can’t treat hiring like an emergency when it’s actually a well-oiled system. Great techs don’t just show up. You attract and develop them – then give them a reason to stay.

For HVAC employers, here’s a playbook to hire for longevity, boost retention and drive real profitability.

Game Plan: Create a clear scorecard

Most hiring misses come from fuzzy expectations. Write a scorecard for the position you need to hire. It should include:

  • Outcomes. Do you expect $1,500/day average revenue? 90% on-time arrivals? A callback rate under 3%? Say those things.
  • Competencies. Be clear about the qualities you are looking for, such as diagnostics, customer communication, documentation skills and upsell abilities.
  • Non‑negotiables. Know what are must-haves for you, like a clean driving record, safety mindset and coachability.

This does two things: it filters out poor candidates quickly while also keeping you honest with yourself when you’re tempted to just fill the seat.

Play #1: Recruit year‑round.

The best companies don’t only run ads during their peak seasons. It’s the same thing with hiring.

Build a talent pipeline by running concise, benefit-first evergreen ads.  wait for summer to go fishing. Build relationships with trade schools and veteran programs by offering ride‑alongs and paid internships.

Finally, establish a referral reward system for current employees. Referral hires almost always ramp faster and stay longer.

Play #2: Interview for habits, not just skills

Technical chops matter, but habits determine longevity. Consider using questions such as these:

  • Tell me about a time you turned a frustrated homeowner into a fan. How did you do it?
  • Step-by-step, walk me through your diagnostic process on a no‑cool call.
  • Describe the last time you made a mistake. What changed in your process after that?

Play #3: Pay for performance

Top techs want upside and predictability. Build a tiered compensation plan that rewards the right behaviors.

Consider starting with a base pay, plus easy-to understand transparent performance bonuses for things like gross margin, first‑time fix rate, customer reviews and safety compliance. Make sure you’re not offering commission sales on unnecessary parts. Your customers need to trust that your techs have their best interest in mind.

Then, post weekly dashboards that show techs see exactly where they stand. Visibility creates momentum.

Play #4: Onboard like you’re training a pro athlete

Give every new hire a 30‑ 60‑ 90-day ramp plan that includes ride-along standards, required certifications, KPI targets and weekly 1:1s focused on coaching.

That’s particularly key while out in the field. There’s value in shadowing your new techs on large jobs, then having a planned debriefing session afterwards.

Consider also running micro-drills for your new techs, helping them gain confidence, speed and accuracy. Aim for one thing: first‑time fix confidence. When techs feel competent, they stay.

Play #5: Create a culture based in trust

It’s important to remember that people don’t leave companies. They leave confusion, chaos and broken promises. Win employee loyalty when your scheduling protects their lunchtime, your trucks are stocked with top-tier tools and you prioritize their safety above all else.

Finally, remember that recognition matters. Offer public praise when your tech brings in a good customer review or boosts their first-time fix rate.

In the end, remember that good companies keep good employees. Make quality hires by looking at character as well as skill, then develop your workers in a structured way that shows you care.

Soon, you’ll find you aren’t just keeping great people. You are building a system that produces satisfied customers and healthy margins, season after season.