A good HVAC job ad does one thing: it lets a qualified technician decide in under a minute that your job is worth a call. We write ads that do that by stating the ticket, the work, the truck, the schedule and the pay up front, then giving the reasons your shop is a better place to work.
What this service is
It is copywriting and posting support for HVAC roles, built on how technicians compare jobs. We interview you (or your service manager) for about 30 minutes per role, then write the ad, a short version for social and text, and the matching careers page copy.
Roles we write for most:
- Residential service technician (furnace, boiler, heat pump, air conditioning)
- HVAC installer and lead installer
- Commercial refrigeration mechanic
- Gasfitter, Class A or Class B
- Sheet metal worker for ductwork fabrication and install
- Oil heat technician, mainly in Atlantic Canada
- First- to third-year apprentices
We are not a staffing agency. We don't screen applicants, and every application goes straight to you.
Who it is for
It suits HVAC contractors whose ads draw the wrong people or nobody, and owners who want their postings checked against provincial rules before they go live. It is especially useful when you are hiring for a role you have never filled before, because a vague ad for a new role draws the vaguest applicants.
What is included
- A role interview. Ticket required, ticket you will sponsor, ratio of service to install, residential versus commercial split, truck and tool policy, on-call rotation, training budget, and the pay you have decided on.
- The full ad. Headline with the role and town, a five-line summary, then sections for the work, the ticket, the schedule, the pay and what you offer.
- Short versions. A 40-word version for social posts and a text-message version your crew can forward.
- A rules check. For BC and Ontario roles, a check against the public posting rules summarised below. For Quebec roles, a French version through your translator or ours.
- Posting support. Publishing on your careers page and Job Bank, and formatting for the boards you already pay for.
Posting rules we write to
We summarise these rules from the official pages; we don't give employment-law advice.
- British Columbia. The Province of BC says publicly advertised postings must show the expected wage or salary as a range or a specific figure. Open-ended wording such as "up to" or "and up", or simply "competitive", does not count. Bonuses, overtime, commissions, tips and benefits don't have to be listed.
- Ontario. Since January 1, 2026, Ontario requires employers with 25 or more employees to include expected pay or a pay range, say whether AI is used to screen applicants, say whether the posting is for an existing vacancy, and not require Canadian work experience. Interviewed applicants must be told within 45 days whether a decision has been made.
The job ad rules guide covers these in more depth.
Timeline
A single ad usually takes three to five business days from the role interview to a final draft. A batch of three to five roles, written together so the voice is consistent, takes one to two weeks.
How results are measured
We don't measure ads by views. We track, per ad and per channel:
- applicants with the required ticket, as a share of all applicants
- applicant-to-interview rate
- days from posting to accepted offer
A useful check: if fewer than one applicant in four holds the ticket you asked for, the ad is attracting the wrong audience, and the fix is usually the headline and the first five lines.
Mistakes to avoid
- Listing every possible duty. A tech reading 22 bullet points assumes the job is chaos. Pick the six that matter.
- Hiding the pay. Beyond the legal issue in some provinces, ads without pay lose applicants to ads that show it.
- "Must have 5+ years." It filters out strong third-year apprentices and says nothing useful about skill. Ask for the ticket instead.
- Forgetting on-call. Techs will ask. Say how the rotation works.
- No phone number. Many techs would rather call or text than fill in an online application. Give them the option.
Ready to rewrite your current ad? See pricing or call, text or email us with the ad you are running now.
Frequently asked questions
Do HVAC job ads in BC have to include pay?
As of October 2026, the Province of BC says publicly advertised job postings must include wage or salary information, either a range or a specific amount, and that wording like 'competitive wage' does not meet the requirement. Confirm the details for your situation on the province's page or with an employment-law professional.
What about Ontario?
Ontario's rules apply to employers with 25 or more employees for postings made on or after January 1, 2026. They cover pay information, disclosure of AI screening, whether a vacancy exists, and a ban on requiring Canadian experience. We summarise them; we don't give legal advice.
Will you write ads for roles we have not posted before?
Yes. New roles such as a first commercial refrigeration tech or a dedicated heat pump installer need extra care, because the ad also has to explain why the role exists and what success looks like.
Can you post the ads for us?
We can publish them on your own careers page and Job Bank, and help set up postings on boards you already use. You stay the employer of record on every posting.