How to Recruit HVAC Technicians

Hiring skilled HVAC technicians is one of the biggest challenges for companies in the industry. With rising demand for HVAC services and a shortage of trained professionals, companies must take a proactive approach to hiring. The Bureau of Labor Statistics projects that HVAC jobs will grow at twice the national average in the coming years, but many experienced technicians are retiring faster than new ones enter the trade. 

Whether you're a business owner, operations manager, recruiter, or HR professional, this guide will walk you through the best strategies for finding HVAC technicians and keeping your workforce strong.

1. Write an Effective Job Ad

Your job ad is the first impression potential candidates get of your company. It should be clear, detailed, and designed to attract the right people while discouraging those who aren’t a good fit. A well-crafted job ad doesn’t just list qualifications—it tells a story about your company, its culture, and why technicians should want to work there. A generic “HVAC Technician Needed” post won’t stand out, but an engaging, well-structured job ad can make a difference in attracting top talent.

• Keep job postings concise and engaging. Avoid long lists of demands and focus on why candidates should apply.
• Position the role as a leadership opportunity. Instead of advertising for "HVAC Technician," try "Lead HVAC Technician" or "Future HVAC Manager." This attracts experienced candidates looking for growth opportunities.
• Be Specific About Job Expectations – List required certifications (EPA, NATE, etc.), experience level, and physical demands.
• Highlight Your Company’s Culture – HVAC technicians have plenty of options, so make your company stand out with a strong employer brand.
• Use Screening Questions – Questions like “Do you have at least two years of HVAC experience?” or “Are you comfortable with on-call shifts?” help weed out unqualified applicants.
• Include Pay & Benefits – Many HVAC techs won’t even apply if pay and benefits aren’t listed.
• Use a strong call-to-action (CTA) in your job ad, such as: "Join our growing HVAC team! Call [Company Name] at [Phone Number] to apply today."

→ Get Inspired: HVAC Hiring & Recruiting Job Ad Examples

‍2. Leverage Employee Referrals

‍Your best hires may already be connected to your current team. HVAC technicians often have strong networks within the trade, and a simple recommendation can lead to your next great hire. Employees who enjoy their jobs are naturally inclined to refer friends, but a structured referral program gives them an extra incentive to do so. Allowing them to help design the program will go even further at getting them excited about submitting employee referrals.

• Offer a Referral Bonus – Cash incentives for successful hires encourage employees to spread the word.
• Make It Easy – Provide a simple way for employees to submit referrals, like an online form or automated process for requesting & receiving employee referrals.
• Recognize Employees Who Refer – A public thank-you or a small gift reinforces referral behavior.
• Structure your referral bonus strategically. For example, pay half the bonus after 90 days and the rest after the referred employee stays for a year.
• Expand your referral network by asking vendors, suppliers, and past employees for recommendations.

Referral programs don’t just bring in candidates—they also help with retention. Employees who help bring in new hires often feel more invested in the success of their referrals, leading to stronger team dynamics and a better workplace culture.

‍→ Keep Reading: The 4 Elements of an Effective Employee Referral Program

‍3. Use Online Job Boards & Trade Websites

Posting on the right platforms increases your chances of finding qualified candidates. While general job boards like Indeed and ZipRecruiter can be helpful, specialized sites focused on the skilled trades often yield better results. Many HVAC professionals don’t actively search for jobs but may be open to the right opportunity if it’s presented in the right place.

• Indeed – One of the most widely used job boards. (Just don’t put all your hiring eggs in their basket.)
• ZipRecruiter – Helps distribute job postings across multiple platforms.
• HVAC-specific job boards – Sites like HVAC Agent and iHireConstruction attract industry professionals.
• Facebook & LinkedIn – Many HVAC professionals look for jobs through social media groups and industry pages. You can also run job ads on social media.
• Veteran Affairs job boards – Many military veterans transition into skilled trades, making these a great recruitment source.
• LinkedIn – Actively search for candidates and engage with them directly instead of waiting for applications.

Managing multiple job postings across different platforms can quickly become time-consuming and disorganized. Posting the same job over and over again, updating job descriptions manually, and tracking applicants from multiple sources creates unnecessary administrative headaches. With Team Engine, you can automate this process, posting to multiple job boards at once with a single click. If you need to update your job description or adjust details, you can do it in one place and have those changes reflected everywhere automatically. Automated job posting software not only saves time but ensures consistency and keeps your job listings fresh, maximizing visibility to the right candidates.

4. Advertise in the Right Places Offline

‍Not every HVAC technician is searching online for jobs. Some of the best hires might come from:

• Trade schools & apprenticeship programs – Partner with local HVAC schools to connect with upcoming graduates.
• Supply houses & wholesalers – Posting job flyers at HVAC supply stores gets your ad in front of working techs.
• Industry events & job fairs – Networking at trade shows and local hiring events can help attract experienced talent.
• Community networking – Establish relationships with local high schools and vocational programs to introduce students to HVAC careers early.
• Consider offering paid internships to high school graduates and vocational students to develop future employees.

5. Build an HVAC Apprentice Program

‍With the shortage of experienced HVAC technicians, companies need to think long-term. Building an apprenticeship program is one of the best ways to develop a pipeline of skilled talent. Instead of competing for the same small pool of experienced techs, companies that train their own employees ensure they have a steady stream of qualified workers.

• Partner with trade schools to create a pipeline of new talent.
• Offer hands-on training so apprentices gain real-world experience.
• Provide mentorship opportunities with senior technicians to help develop skills.
• Set a clear career path to show apprentices how they can grow within your company.
• Advertise apprenticeships strategically. Many people don’t realize they can enter the trade without a degree, so highlight "Earn While You Learn" messaging.
• Promote your apprenticeship program on your website and social media to attract more applicants.

Investing in apprenticeships doesn’t just solve hiring challenges—it also fosters loyalty. Employees who receive training and mentorship from your company are more likely to stay long-term, reducing turnover and strengthening your workforce.

6. Improve Compensation & Benefits

‍Even if your recruiting strategy is strong, offering a competitive compensation package is essential to attracting and retaining top HVAC talent. Technicians know their skills are in high demand, and they will go where the pay, benefits, and work environment are most attractive.

• Competitive wages – Research local pay rates and offer competitive hourly wages.
• Signing & retention bonuses – Incentivize new hires and reward loyalty.
• Health & retirement benefits – Strong benefit packages help retain employees.
• Perks that matter – Paid training, tool allowances, company vehicles, and flexible schedules can make your job more appealing.
• Offer performance-based incentives – Bonuses for hitting sales or service goals.
• Provide clear career advancement opportunities – Employees stay longer when they see a path for growth.

→ Keep Reading: The Top 5 Employee Benefits That Cost You Nothing

‍7. Leverage Your Online Presence to Attract Candidates

‍In today’s digital world, job seekers research companies before applying. A strong online presence can make your business stand out to HVAC technicians who are exploring their options. Keeping your website, job postings, and social media updated not only improves visibility but also builds credibility and trust with potential hires.

• Maintain a strong online presence by keeping your website, job postings, and social media pages updated.
• Encourage satisfied employees to leave positive reviews on sites like Glassdoor and Indeed.
• Respond to reviews and engage with followers on social media to build trust with potential hires.

‍→ Keep Reading: When Should I Leverage Social Media & Craigslist Job Ads?

‍8. Use HVAC Recruiting Software

‍While job boards and referrals work, automation can take your hiring process to the next level by speeding up the entire process, leading to faster hires. HVAC recruiting software like Team Engine helps streamline hiring by:

• Automatically screening applicants to filter out unqualified candidates.
• Texting candidates to improve response rates and reduce ghosting.
• Organizing your hiring pipeline so you can track applicants efficiently.
• Facilitating internal communication to keep your team aligned on hiring decisions.
• Use AI-powered tools to identify the best matches based on skills, experience, and past performance.
• Simplify the application process to make it mobile-friendly and reduce candidate drop-off rates.

→ Keep Reading: How Employers Can Improve the Candidate Experience in 2025

‍9. Retain the HVAC Technicians You Hire

‍Recruiting is only half the battle—keeping great employees is just as important. Many companies struggle with high turnover because they fail to invest in their workforce beyond hiring. Employees want to feel valued, heard, and given opportunities to grow.

• Foster a Positive Work Culture – Show appreciation, recognize top performers, and create a team-oriented environment.
• Offer Continuous Training – Invest in employees’ skill development to keep them engaged and growing (even if they’re content in their current role).
• Listen to Employee Feedback – A simple check-in or anonymous survey can reveal key areas for improvement.
• Reduce Burnout – Manage workloads effectively and avoid excessive overtime.
• Create a mentorship program – Help newer techs learn from experienced employees.
• Hold 'stay interviews' with top performers – Proactively address concerns before your best employees consider leaving.
• Provide team-building activities and incentives to boost morale and engagement.

A strong retention strategy prevents you from constantly scrambling to replace employees. HVAC technicians who feel appreciated and see opportunities for advancement are more likely to stay long-term, reducing hiring costs and improving company stability.

‍→ Keep Reading: Expert Insights on Employee Retention in 2025‍

Recruiting HVAC technicians is challenging, but with the right strategy, you can attract top talent without breaking the bank. Focus on clear job ads, strong referral programs, smart advertising, competitive compensation, and tools like Team Engine to simplify and automate the process. Maintain an engaging online presence, actively seek referrals, and build strong community relationships to ensure a steady pipeline of skilled HVAC technicians.

Sound like too much to handle manually on your own? Book a demo to learn more about how Team Engine can help streamline your hiring process and improve communication with your workforce.