Recruiting marketing services for HVAC contractors

HVAC technician and installer job ads

This is the foundation: a job ad written for the technician you want, not for an HR template. It states the ticket, the type of work, the truck and tools arrangement, the schedule and on-call rotation, and the pay in the form your province expects.

It suits any shop whose ads draw applicants without the right ticket, or draw nobody. It also suits shops in BC and Ontario that need their postings checked against provincial pay transparency and posting rules. Details are on the job ads page, and the job ad guide shows the full checklist.

Careers pages, Job Bank and job-posting markup

A careers section on your own website gives every job ad somewhere to send people. We build one page per open role with Google job-posting structured data, so the role can appear in Google's job search features, and we mirror it on Job Bank, the free federal job board.

It suits shops that rely entirely on third-party boards, or whose website has a single "we're hiring" line. See the careers page service and the technical walkthrough in the job-posting markup guide.

Apprentice pathway marketing

Apprentices are a different audience with different worries: will I actually get my hours, who will I ride with, and what ticket will I end up with? This service builds the pages, ads and school outreach material that answer those questions for the trades HVAC shops sponsor most: refrigeration and air conditioning mechanic, gasfitter, sheet metal worker and oil heat technician.

It suits shops willing to train and wanting a steady pipeline instead of competing every season for the same few journeypersons. More on the apprentice pathways page and in the apprenticeship guide.

Paid recruiting campaigns

Most good technicians are employed and not searching job boards. Paid recruiting campaigns put your role in front of them on social feeds and in search, targeted by area and interest, and send them to your careers page.

It suits shops that already have a solid ad and careers page and now need more reach, especially before the spring cooling rush or the autumn heating rush. See paid recruiting campaigns.

Crew referral and retention marketing

Your current technicians know who is good and who is unhappy where they are. This service builds a referral program your crew will actually use, plus the internal and public content that makes your shop harder to poach from.

It suits shops with a decent crew culture that is not visible from outside, and shops losing techs to competitors. See crew referrals and retention.

How to choose: a quick diagnostic

Answer these four questions honestly:

1. Did your last ad state the pay clearly? If not, start with job ads.
2. If a tech searched your company name, would they find a careers page with a current opening? If not, add the careers page.
3. Have you sponsored an apprentice in the last two years? If not, and you have a journeyperson with time to mentor, look at apprentice pathways.
4. Do more than a third of your hires come from people your crew knows? If not, referrals are probably the cheapest channel you are not using.

Whatever you choose, the scope and price are confirmed in writing before work starts. The pricing page explains the plans, and the FAQ covers contracts and ownership.

We do all of this as a marketing service. HVACJobs.ca is not a staffing agency, not a job board and not an HVAC contractor: we don't place candidates, host listings or touch equipment.