Results from our HVAC marketing, and what they mean for hiring

The case studies

BCWide.ca: 3× leads in 90 days

BCWide.ca reached 3× leads in 90 days. The lesson for recruiting is speed: a focused message to one clearly defined audience, put in front of them through the right channels, can move numbers within a single quarter. That is the timescale a hiring campaign before heating season has to work on.

HeatLand: 850+ SEO articles and 300% more leads in 6 months

Over 6 months, HeatLand saw a 300% lead increase, built on a library of 850+ SEO articles. Content that answers real questions earns attention over time. For recruiting, the equivalent is a careers section with detailed role pages and apprenticeship explainers: content that keeps working every time a tech searches your company name.

Roma Heating & Cooling: 400% organic traffic growth in 12 months

Roma Heating & Cooling grew organic traffic 400% in 12 months. Organic search is the channel that keeps paying after the ad budget stops. For a contractor hiring several times a year, well-built role pages with job-posting markup are the recruiting version of that.

CanroHeat.ca: 250% lead growth

CanroHeat.ca achieved 250% lead growth. The broader lesson is that an HVAC company's reputation and online presence compound. Technicians check that presence too: a shop that looks busy, organised and well-reviewed online is easier to say yes to.

More case studies are on the HVAC.Agency case studies page.

What transfers to recruiting

These parts of the method carry over almost unchanged:

• Audience-first messaging. We wrote for the homeowner's real worry; now we write for the technician's: ticket, truck, schedule, pay.
• Pages that answer questions. A customer wants to know price and timing. A tech wants to know on-call and training. Same principle, different questions. See the careers page service.
• Channel testing. Spend a little across several channels, measure, then move money to what works.
• Source tracking. Every call, text and email tagged to where it came from.

What doesn't transfer

Being honest about the differences matters:

• The sales cycle is longer. A homeowner with no heat calls today. A technician thinking about leaving may take weeks, and the decision involves their family.
• Volume is lower. A good customer campaign produces dozens of leads a month. A good hiring campaign might produce a handful of qualified applicants, and that can be a success.
• The offer matters more. Marketing can't fix an offer technicians don't want. If pay, schedule or culture are the problem, we will say so.
• Your response is part of the result. An applicant who waits three days for a callback is often gone.

Reading results honestly

Put three questions to any case study you are shown, ours included. Is the client named and is the site live, so you can check it? Is the number specific, with a timeframe? And is the result from the same kind of work you are buying? Ours pass the first two. On the third, we are telling you plainly that these are customer-marketing results, and that recruiting is a related but different job.

How we will report on your hiring

Our monthly recruiting reports show, per channel:

1. enquiries (calls, texts, emails and any online applications on your own system)
2. qualified enquiries, meaning those with the required ticket or a real apprenticeship fit
3. interviews
4. hires
5. spend, cost per qualified enquiry and cost per hire

Over time, those reports become your own results page. The pricing page shows which plans include which level of reporting, and the services page explains each piece of the work.