Recruiting and Hiring Support for HVAC Companies
Every shop in town is chasing the same techs, and summer does not wait. We reach every applicant in minutes, screen for certs and real experience, and fill your interview calendar before the season fills your board.
Sound Familiar?
Peak Season Hits Before Your Hires Do
The time to hire for July is April. Shops that start recruiting when the heat wave arrives are choosing from whoever every other shop already passed on.
Good Techs Get Poached, Not Posted
The best HVAC techs barely touch job boards, and when they do, they are gone in hours. Winning them is a speed game, and voicemail is not speed.
Install and Service Are Different Hires
An installer who is great on new equipment can be lost on a diagnostic call. Screening that does not separate the two wastes your interviews.
How Qualified Hires Works
Posts That Reach Techs and Helpers
We write and publish HVAC-specific posts, split install from service where it matters, and run a branded careers page so your shop looks like a place a tech would want to land.
Instant Screening for Certs and Real Work
Applicants get a text in minutes. The conversation covers certifications, install versus service experience, and brand familiarity before anyone touches your calendar.
A Warm Bench Before the Season
The pipeline runs year round, so when the first heat wave lands you are calling a bench you already screened instead of posting into the rush.
Why Owners Trust Us With Hiring
We run hiring for HVAC companies today. The screening and interview flow is built for the trades: it asks the questions a shop owner would ask, and it moves at the speed the market demands.
The single biggest reason good applicants slip away is a slow first response. Our system texts every applicant back within minutes, any hour of the day. Across our client companies, 4 out of 5 applicants get their first text within 10 minutes of applying. The numbers above come straight from our production database, not a marketing deck.
Qualified Hires was not built by a software company guessing at what hiring is like. It was built by the owner of Cascade Home Cleaning, a residential cleaning company doing over $100K per month per location. Our own crews come through the exact system on this page, every week.
Common Questions
Can it screen for EPA certification?
Yes. Certification questions sit in the first text screening, so uncertified applicants for cert-required roles never reach your interview calendar, and helper-track applicants can be routed to the right role instead of rejected.
How early should we start hiring for summer?
Months early, and the honest answer is: keep it always on. The system keeps a pipeline warm at low effort, which is what lets you ramp with screened people instead of strangers.
We lose techs to bigger shops with recruiters. How does this help?
Their recruiters answer in a day. This system answers in minutes, every time, including nights and weekends. Speed and a professional careers page close much of the gap between your shop and the big fleet down the road.
Does it handle helpers moving up to techs?
Yes. Helper roles screen for aptitude and reliability, and your interview scripts can carry the questions that tell you who is worth training. Growing your own techs is the cheapest ramp there is.
Who actually sources, screens, and decides who gets hired?
The system posts the job, texts every applicant back in minutes, and asks about certifications and real experience in that first conversation. Candidates who clear the screen get scheduled straight onto your calendar. You run the interview and make the final hiring decision, every time.
How is this different from a job board or a staffing agency?
A job board hands you applications and stops there. You still have to text people back, ask the cert questions, and chase down interview times yourself. A staffing agency does that work for you but typically charges a fee per hire. Qualified Hires runs the posting, the text screening, and the interview scheduling as one system, so you get the speed of software with the screening depth a recruiter would normally do by hand.
What does it cost?
Managed recruiting is $3,000 a month plus ad costs, with a one-time $2,500 tech onboarding, and it runs month to month with no long-term contract. If you would rather own the system and run it yourself, we build your complete hiring funnel for a one-time $4,000 with no monthly fee. Both prices are published on our pricing page, so you know the number before you ever get on a call.
The exact job posts, screening questions, and hiring copy we use for home service businesses. Free, no login required.
Free Hiring Guides
Staff Up Before the Season Does
Book a free call and we will look at your ramp timeline and what the pipeline should look like today.
Other industries we hire for: Plumbing · Electrical · All industries
