Paid recruiting campaigns are ads that sell your job, not your service. They reach working HVAC technicians in your area while they scroll or search, and they send them to a role page on your own site where they can call, text or email you. They work only when the ad and the careers page are already right.
What this service is
We plan, build and manage hiring campaigns across the channels that suit your role and region:
- Social feed ads with short crew video or photos, aimed at people in your service area with interests linked to HVAC and the trades.
- Search ads on queries like "HVAC technician jobs [your town]" or "refrigeration mechanic hiring", which catch active job seekers.
- Retargeting that reminds people who viewed a role page but didn't reach out.
- Job board sponsorship, where it makes sense for the role.
All of it points to your careers page, not to a job board you don't control.
Who it is for
- shops that already have a strong ad and careers page, and need more reach
- companies opening a new branch or territory and starting cold
- contractors hiring several installers at once ahead of a season
If you don't have the ad and page yet, start with job ads. Paying for traffic to a weak ad just burns budget faster.
What is included
- Campaign plan. Roles, area radius (based on how far techs will reasonably commute), channels, budget split and timing.
- Creative. Ad copy and visuals built from real crew photos or short clips. If you have none, we give your lead tech a shot list for a phone.
- Tracking. Separate phone numbers or tagged links per channel, so every applicant call, text and email can be traced.
- Weekly optimisation. Shifting budget away from channels that produce clicks but no qualified applicants.
- Monthly report. Spend, applicants, qualified applicants, interviews and hires per channel.
A worked example you can check
Use your own numbers in place of these. Say a campaign spends $2,400 over four weeks and produces 30 enquiries. Of those, 9 hold the ticket you need, you interview 5, and you hire 1.
- Cost per enquiry: $2,400 ÷ 30 = $80
- Cost per qualified enquiry: $2,400 ÷ 9 ≈ $267
- Cost per hire: $2,400
Now compare cost per hire with what the empty seat costs. If an idle truck forgoes $5,000 or more in revenue every week, a $2,400 hire that comes three weeks sooner pays for itself several times over. The useful metric is cost per qualified enquiry, because it shows whether the targeting and message are right before hires have had time to happen.
Timing campaigns around the HVAC year
HVAC hiring has two natural windows in most of Canada. Late winter and early spring, before air conditioning and heat pump installs pick up, is the time to recruit installers and refrigeration techs. Late summer, before the first cold snap, is the time to recruit gas and service technicians for heating season. Running campaigns in those windows gives you time to interview, make an offer and onboard before the phones get busy. In the far North and in Atlantic provinces with heavy oil heat, the calendar shifts, and the region pages explain how.
Timeline
Campaign setup takes one to two weeks once the careers page is live. Plan to run each test for at least four weeks; hiring decisions take longer than service calls, and a single week tells you very little.
How results are measured
- qualified enquiries per channel and cost per qualified enquiry
- interviews and hires per channel
- days from launch to first hire
Mistakes to avoid
- Targeting too wide. A tech two hours away will not commute. Set the radius around realistic drive times.
- Running hiring ads during your own peak. You won't have time to call people back, and good applicants go cold in days.
- Sending traffic to a job board. You pay for the click, then the board shows them your competitors' jobs.
- Using stock imagery. Technicians can tell. A phone photo of your actual van and crew does better.
- Judging after one week. Recruiting has a longer cycle than service calls.
The method is the one behind our customer-lead campaigns, described on the results page. Management is scoped into the plans on the pricing page.
Frequently asked questions
How much should we spend on recruiting ads?
Work back from the cost of an empty seat. If a vacant service truck costs you thousands in lost revenue each week, a test budget for four to six weeks is easy to justify. Your proposal sets the management fee and the ad budget separately, in writing.
Which platforms work for HVAC hiring?
Social feeds usually reach employed techs best, because they are not searching. Search ads catch people actively looking for HVAC jobs in your town. Job board sponsorship helps for volume roles. We test, then shift budget to what produces hires.
Are there rules for targeting job ads?
Yes. Each ad platform has its own policy for employment ads, which can limit the targeting options available, and human rights law applies to how you recruit. We work inside each platform's current policy, and you remain responsible for your hiring decisions.
When should we run hiring ads?
Six to ten weeks before your busy season. Techs are hardest to move in the middle of a rush, and you need time to onboard before the phones light up.