Below are the questions that come up when an HVAC owner is weighing us up for a hiring problem. If yours isn't here, call, text or email and you will get a straight answer from a senior strategist.
Frequently asked questions
Is HVACJobs.ca a job board where technicians can apply?
No. There are no job listings on this site and no way to apply here. HVACJobs.ca is a marketing service that helps HVAC contractors attract applicants to their own careers pages, phone lines and email.
Are you a staffing or placement agency?
No. We don't recruit on commission, screen candidates, run interviews or place anyone. You hire your own people. We do the marketing that brings qualified technicians to you.
What does it cost?
HVAC.Agency family plans start at $2,998 a month, and websites start at $3,500, in Canadian dollars plus GST/HST for your province (GST and QST in Quebec). Recruiting work is scoped into a plan or quoted as a project, in writing.
Do we have to sign a long contract?
No long contract is required. There is no lock-in, the first 7 days are a free trial, and you don't hand over a credit card to start it. Your proposal spells out the exact terms before work begins.
How long until we see applicants?
A rewritten ad and a Job Bank posting can go live within the first week or two. Careers pages take two to four weeks. Paid campaigns need four weeks or more to judge fairly, because hiring decisions take longer than service calls.
We tried an agency before and got nothing. Why would this be different?
Ask what was measured. Many agencies report clicks and impressions. We report qualified applicants and hires by channel, and we start by fixing the ad and the page, because no amount of traffic rescues a vague ad.
Who owns the careers pages, ads and accounts?
You do. Careers pages live on your website, ad accounts are set up in your business's name, and Job Bank is your own employer account. If we part ways, everything stays with you.
Will you tell us what to pay technicians?
No. We don't publish or recommend wage figures. You set pay; we make sure it is stated in the form your province expects and presented clearly.
Do you give legal advice on job postings?
No. We summarise official provincial pages and link to them, such as BC's wage or salary posting guidance and Ontario's rules for publicly advertised job postings. For legal questions, talk to an employment-law professional.
Can you help us hire foreign workers?
We don't give immigration advice. For hiring through immigration programs, work with a licensed immigration consultant (RCIC) or lawyer. We can help with the marketing side of any role you are legally able to fill.
What reports will we get?
Starter clients get a report each month, Growth clients each week, and Elite clients a live dashboard with reporting built around their numbers. For recruiting, each report breaks out enquiries, qualified enquiries, interviews, hires and cost per hire by channel.
Do you install or service HVAC equipment?
No. We are a digital marketing and business consulting service for HVAC companies. We never install, repair or service equipment, so we never compete with you for work or workers.
Can you help in Quebec?
Yes, with French job ads and careers pages. Quebec's language rules, explained by the OQLF, require French to be clearly predominant in commercial advertising and websites for Quebec customers to be available in French, so we plan French versions from the start.
What HVACJobs.ca is, and what it isn't
HVACJobs.ca is a recruiting marketing service for HVAC contractors anywhere in Canada. We write job ads, build careers pages with job-posting markup, set up Job Bank postings, run paid recruiting campaigns and design referral programs.
We are not a job board, a staffing agency or an HVAC contractor. That shapes everything: we never hold applications, never charge per hire, and never compete with our clients. The about page explains who is behind the service.
Money and contracts
Pricing follows the HVAC.Agency family plans: Starter $2,998 a month, Growth $4,498 a month and Elite $8,998 a month, plus websites from $3,500 one-time. Sales tax is GST/HST by province. Before any of that, there is a free 7-day trial, with no lock-in and no credit card asked for.
The pricing page shows what each plan includes and offers a simple way to work out what an empty technician seat is costing you. Anything not published, such as how ad spend is billed, is set out in writing in your proposal.
Timelines and expectations
Recruiting is slower than lead generation. A homeowner with a broken furnace calls today; a tech thinking about a new job may take a month to decide. Plan for:
- Week 1–2: rewritten ad and Job Bank posting live
- Week 2–4: careers hub and role pages live with markup
- Week 4–8: first paid campaign results worth judging
- Month 3 onward: apprentice pipeline and referral program producing steadily
Ownership and control
You own everything we build for you: the careers pages on your site, the ad accounts in your name, the Job Bank account, the photos and the copy. We work inside your accounts, so leaving us doesn't mean starting over.
Rules, advice and where we draw the line
Hiring touches law in a way customer marketing rarely does, so we are careful about our role. We read the official pages and summarise them in plain language: BC's guidance on wage or salary information in public postings, Ontario's rules for publicly advertised job postings, Quebec's French-language requirements, and the apprenticeship rules each province publishes. We link the source every time.
What we don't do is tell you how a rule applies to your particular situation. If you are unsure whether you count as a 25-employee employer in Ontario, or whether a role is covered in BC, read the official page and ask an employment-law professional. The job ad guide shows exactly which pages we rely on.
Questions owners ask us on the first call
A few questions come up on nearly every first conversation, so here are short answers:
- "Can you just find us someone?" No. We are not a recruiter or placement agency. We make your opening visible and convincing, and you pick who to hire.
- "Will this work in a small town?" Usually, but the mix changes. In smaller markets, referrals, apprentices and a strong local reputation do more than paid ads. The areas pages explain regional differences.
- "How much time will it take from me?" About an hour to start, then fifteen minutes a week to confirm role details and pass on applicant outcomes, so we can measure what is working.
- "What if we fill the role in week two?" Good. We pause or redirect the spend and keep the careers page ready for the next opening.
When marketing isn't the answer
Sometimes the honest answer is that the offer is the problem. If technicians are turning you down on pay, schedule or on-call, better ads will just produce more rejections. We will tell you if we see that, and we won't sell you a campaign to fix something only you can fix.
Want to dig deeper first? The guides cover job ads, markup and apprenticeships in detail, and the services page explains each piece of work. When you are ready, the contact page explains what to send us.