Recruit HVAC technicians with a campaign built for the market you are hiring in.
HVAC and refrigeration hiring gets expensive when every employer is chasing the same experienced technicians. Put paid recruitment media behind the actual role, service area, urgency, and hiring volume.
Not every HVAC technician is the same candidate.
Commercial service, residential installation, controls, refrigeration, and junior helpers work in different candidate markets. One generic ad and a national average hide those differences.
Define service versus install, EPA 608, licensing, on-call, territory, pay, driving, shifts, and required equipment experience.
Build local sourcing markets around realistic commuting and service territory, then test job networks, search, and social where supported.
Track qualified inquiries and screens by technician specialty, local market, and application destination.
Campaign around the actual job.
Build separate campaign audiences for commercial service, residential installation, refrigeration and controls. Focus attention on the markets and vacancies with the greatest need.
When demand outpaces organic applicants
Use targeted paid media for time-sensitive, multi-branch, seasonal, or continuously hard-to-fill HVAC hiring, rather than assuming one source reaches every technician.
Available channels and costs are confirmed before launch.
Start with the jobs you need to fill.
Example: commercial HVAC service technicians in DFW with EPA 608 and rooftop-unit experience, plus separate refrigeration roles.
- Bring your jobsAdd one or more jobs or connect them through your employer account.
- Approve the approachReview audience signals, initial media allocation, and the planned budget.
- Fund and measureActivate supported placements and review available job-level candidate outcomes.