HVAC Technician Hiring: Proven Strategies for 2025

AI
Written By Ellie Marshall
Manager talking to staff

HVAC technician hiring in 2025 is harder than it's ever been.

Right now, the industry is short by more than 110,000 technicians.

Every year, another 25,000 leave the workforce because they retire, burn out, or switch to other jobs. At the same time, more people need HVAC services than ever before.

These numbers aren't just statistics. They hit your business every day.

They explain why:

  • You have trucks sitting in your lot with nobody to drive them.

  • Customers have to wait weeks for service.

  • You can't grow your business even though your phone rings all day long.

HVAC technician hiring isn't just an HR problem anymore. It's the biggest thing stopping you from running the business you want.

As a certified business coach who has worked with HVAC companies for more than 25 years, I've watched companies that get hiring right take off like rockets.

The ones that don't get stuck and can't move forward.

Here's what I've learned: the hiring game has completely changed.

You can't simply post a job online and expect someone to apply. You need to build systems, train your managers, and create a place where technicians actually want to work.

Let me show you the proven strategies that actually work.

Table of Content

Why HVAC Technician Hiring Is So Hard Right Now

The numbers tell the whole story. More people want HVAC services, but fewer people want to do the work.

Every HVAC business owner in your area is trying to hire from the same small group of workers. That shortage of 110,000 open positions means the best techs have lots of choices, and they know it.

Business owners feel this pressure every single day.

I am the business and executive coach for a $12 million HVAC contractor in southern New Jersey who had enough work lined up to generate $15 million. Ye, he was frustrated and stressed most of the time. Why?

He couldn't find the technicians to do the work.

Five (5) technician jobs sat empty for months. Think about the math: five empty trucks equals five trucks not making money, day after day. That's not just lost income. It's lost customers and lost opportunities.

Even when owners manage to hire someone, they often lose them quickly. Why? Because most companies don't have a hiring problem. They have a major retention problem.

Workers don't quit jobs. They leave bad bosses. That's why successful HVAC technician hiring and effective management training go hand in hand.

Staff on computer

The Mistakes HVAC Owners Keep Making

I've coached trades businesses for 25+ years, and I see this happen all the time. When owners feel pressure to fill a job quickly, they rush and hire the wrong person. This move has dire consequences for the business.

What happens is the owner:

  • Ends up hiring anyone who shows up to keep the schedule moving.

  • Skips the proper interview process.

  • Fails to perform a background check or references.

  • Trusts their gut (which is stressed) instead of testing skills.

  • Ignores whether new hires will fit in because they're desperate for people in the field.

  • Fails to create an onboarding and training plan.

Bottom line, they hire out of panic instead of strategy.

Here's what happens next: new technicians who have not gone through the proper hiring and onboarding procedures usually last two or three months, then they quit.

You start over, and the whole thing happens again.

I worked with an $18.0M HVAC company in northern Boston that had this exact problem.

They paid more than other HVAC companies and offered good benefits, but they still couldn't keep techs. The problem wasn't money. It was their service manager who watched everything they did, criticized their work, and never said "good job" when they did something right.

While coaching the owner, we decided that I would coach the manager to give him the skill set of a true leader.  No one had ever taught him how to lead a team effectively.

That one change saved the company hundreds of thousands of dollars and made their whole team happier and more stable. Additionally, employee retention increased by 38% in the first year.

As a certified business coach, I advise my clients: Hiring an HVAC technician without management training is a losing game.

Hiring Strategies That Actually Work

The good news is that owners who treat hiring like a system can beat their competition.

Here are strategies that work every time.

  • Build your company's reputation. Technicians want to be part of something they can be proud of, not just collect a paycheck. Show off your company culture online and in job posts. Share stories about successful technicians. Make it clear why your shop is the one they'll want to work for.

  • Pay people to refer good workers. A $1,500+ referral bonus might seem expensive, but it's nothing compared to what an empty position costs you over a year. Your current employees are your best recruiters because they know what kind of person succeeds at your company.

  • Partner with trade schools. Not enough students are enrolling in trade programs to fill all the open jobs. HVAC companies that build relationships with schools early tend to get the first pick of new graduates. Sponsor programs, offer apprenticeships, and show up as the company students want to join after graduation.

  • Recruit veterans and career changers. Many veterans and workers from struggling industries make excellent technicians. They show up on time, work hard, and stay loyal. With the right training, they become long-term team members.

  • Use structured interviews. Don't just hire based on a resume. Test their technical skills, see how they handle customers, and ask questions about how they solve problems. This helps you know if they can really represent your company in customers' homes.

Want advanced strategies that go beyond hiring? Book a Hiring Strategy Session and learn how certified business coaching turns new hires into long-term profit.

HVAC vans

Retention: The Real Secret To Success

Here's the truth most people don't want to hear: you don't have a hiring problem. Your company is struggling to retain people.

Every time a tech quits, you're back to competing against every other contractor in town for the same small group of workers.

But when you keep the people you've already invested in, you win. Keeping good employees is the secret weapon in hiring great HVAC technicians.

To do this, you must:

  • Show them a future. Don't let techs feel stuck in the same job forever. Show them they can become Lead Technicians, Trainers, or Service Managers.

  • Invest in training and certifications. When you pay for their growth, it shows you're invested in their future, not just using them to make money today.

  • Offer rewards beyond pay. Performance bonuses, profit sharing, flexible schedules, and tool allowances help keep techs interested in staying. Remember, they're already earning nearly $60,000 a year on average. What makes them stay isn't just more money. It's how you treat them.

  •  Most importantly: exhibit good leadership. Managers make or break whether people stay.

I coached a company in southern New Hampshire, where technicians were constantly quitting. The company had a revolving door.

The problem wasn't pay or benefits. The problem was that the managers only talked to techs when something went wrong.

After coaching, those same managers learned how to change their leadership style.

They now provide positive feedback, set clear expectations, and foster genuine relationships. Within nine months, the whole mood changed, and the technician started staying.

AI image

How AI Technology Helps HVAC Technician Hiring

AI and technology are changing how companies recruit.

Resume screening tools help you identify top candidates more efficiently. Workforce planning software helps you predict when you'll need more techs based on busy and slow seasons.

Good AI systems can even help reduce unfair hiring practices. But AI isn't magic.

As an AI literacy business coach, I help my clients choose the right software and AI platform to use in their company and in their hiring system.

Why I do this is simple.

Most business owners do not properly know how to use AI, what systems they should use, and how to double-check everything the AI tells them.

AI is still in its infancy, and it needs to be babysat. However, most people are unaware of this. They take whatever they get as ‘the truth’. This can be a fatal mistake. I have a proven system that exposes AI, so you don’t have to follow the wrong path.

Housecall Pro did a recent survey in May of 2025, citing: “There’s still a big knowledge gap for AI in the trades.” 

Remember, smart  HVAC companies use AI as a helper, not a replacement for human judgment. Think of AI as a tool to speed things up while you and your managers focus on making the right decisions.

Real Example: From Chaos to Success

Let me give you a real example.

A $20 million HVAC company in Maryland was losing more than $1.5 million every year because people kept quitting. They were constantly advertising, interviewing, and training new people, only to watch them walk out within months. The cycle was draining both money and team spirit.

They finally turned to professional help and hired me, a certified business coach with a strong working knowledge of AI.

Here's what we did together.

  1. We created a system that enabled current employees to help find new hires by leveraging their network of friends and former coworkers.

  2. We developed a 90-day training program to ensure new employees knew exactly what success looked like from day one.

  3. We trained all the managers to become better leaders.

The results were clear. In 18 months, 35% fewer people quit, hiring costs dropped by $250,000, and net profit increased by 9%.

The difference wasn't just better hiring. It was better leadership and a culture where technicians felt supported and valued.

Workmen men have a drink

Key Takeaways for HVAC Technician Hiring Success

  1. The crisis is real and growing. The U.S. faces a shortage of 110,000 HVAC technicians, with 25,000 leaving the industry annually while demand continues rising.

  2. Wages have jumped significantly. The median HVAC technician salary is now $59,810 per year, making compensation planning crucial for competitive hiring.

  3. Panic hiring destroys profitability. Rushing to fill positions without proper screening leads to costly turnover cycles that can drain hundreds of thousands from your bottom line.

  4. Retention beats recruitment every time. Companies that focus on keeping good people outperform those that constantly hire because they avoid the endless cycle of training and replacement costs.

  5. Management training is non-negotiable. Poor leadership is the number one reason technicians quit. Investing in manager coaching can reduce turnover by 40% or more.

  6. Employee referrals work best. Your current team members are your most effective recruiters because they understand your company culture and standards.

  7. Trade school partnerships create pipelines. Building relationships with technical schools gives you first access to motivated, trained candidates before your competitors.

  8. Structured interviews prevent costly mistakes. Testing technical skills, customer service abilities, and cultural fit saves time and money compared to gut-feeling hiring decisions. However, most HVAC owners are unaware of how to develop effective interview systems or training programs.

  9. Hire a professional, certified business coach to help with your entire hiring, training, and retention of employees. A good coach knows how to create interview questions that work, build training systems, and keep good workers from leaving. They help you avoid expensive hiring mistakes and high turnover that hurt your business.

  10. Technology helps, but you have to learn how to use it AND monitor it. AI and hiring software can make things faster, but you still need to know how these tools work and watch what they're doing. You can't just set it and forget it. A qualified business coach can teach you how to use these tools properly and keep an eye on them to make sure they're working right.

  11. Getting help from a professional coach usually pays for itself. You'll spend less money finding new workers, fewer good employees will quit, and your team will work better.

Most HVAC owners are great at their trade but never learned how to hire and manage people properly - that's where a certified business coach makes a big difference.

Frequently Asked Questions

  1. How do I recruit HVAC technicians quickly? Employee referrals, apprenticeship programs, and trade school partnerships are more effective than job boards for quickly finding quality candidates. Working with a seasoned coach who has over 18 years of hands-on HVAC industry experience and a proven system can accelerate your results significantly.

  2. What do HVAC technicians expect to be paid in 2025? The median pay is $59,810 per year, but competitive markets often pay more to attract the best people. A coach with deep HVAC industry knowledge can help you structure compensation packages that attract top talent without breaking your budget.

  3. Why is HVAC technician hiring so challenging right now? The U.S. is short 110,000 techs, with 25,000 leaving annually, while demand for services keeps growing faster than most other industries. This is why you need guidance from someone who understands both the technical and business sides of HVAC operations.

  4. Should I focus on experienced techs or entry-level hires? Both. Experienced techs can start working right away, but entry-level hires often stay longer if you train them well and treat them right. A professional HVAC business coach can help you build systems for both hiring tracks.

  5. What's the biggest factor in keeping technicians? Good leadership. Technicians stay with managers who support them, coach them, and help them grow in their careers. This requires working with someone who has spent years in the trenches and developed proven management systems specifically for HVAC companies.

  6. How long does it take to see results from better hiring practices? With the right proven system and experienced coaching, most HVAC companies see measurable improvements in hiring success and retention within 90 days. However, lasting cultural change typically takes 6-18 months when guided by someone with extensive experience in the HVAC industry.

Ready to solve the HVAC technician hiring shortage once and for all? Book your complimentary strategy session today and get a hiring and retention plan built specifically for your business. Just click the link below.

Sources: