Hiring great HVAC techs isn’t about gimmicks or flashy ads. It’s about building a business where top performers can earn, grow, and stay busy all year.
If you want to recruit and retain A-players in HVAC service, sales, and install, your pay structure and schedule are everything.
Here’s how to build a team that sticks.
Start with Earning Potential
The best techs want to know one thing: How much can I make here?
If your pay system supports high earnings, you’ll attract top-tier talent. That means offering commission or flat-rate systems that reward effort and output.
Here’s what works in each HVAC department:
For service techs:
- 15–20% commission on service jobs
- 5–6% commission on equipment sales
- 20–30% commission on indoor air quality upsells
This structure motivates techs to go beyond the basic fix. They get paid well for helping customers improve their systems—and you build more revenue per call.
Strong Commission Wins in Sales
Salespeople need two things:
- A strong commission structure
- A steady stream of qualified leads
Without both, you’ll churn through sales hires fast.
Commission usually ranges from 6% to 14%, depending on:
- Discounted or entry-level sales (6–8%)
- Full retail package sales (10%)
- Self-generated leads or referrals (12–14%)
When someone brings in a lead themselves—through a personal referral or networking—you can tack on what you would’ve paid in lead cost as extra commission.
That’s how you build a system that feels fair, scalable, and rewarding.
Reward Your Installers Like They Matter—Because They Do
Sales bring in revenue. Installers bring it to life.
Yet they’re often overlooked when it comes to incentives.
The fix? Task pay.
Pay them a set rate for each type of installation they complete. This creates predictability and performance-based motivation.
Top-performing HVAC installers regularly earn:
- $50–$100/hour
- Paid per task, not per hour
- Clear visibility into their weekly earning potential
It’s a win for them, and a win for you—because they’re paid well to move efficiently, not drag their feet.
Want to Win at Recruitment? Stay Busy
Your top recruitment tool isn’t pay—it’s a full schedule.
If your techs or installers hear that you’ve got jobs lined up in the off-season, they’ll pay attention.
When hiring, show your track record:
- How many service club members you have
- Lead volume from previous slow seasons
- Monthly job counts and sales numbers
This gives candidates confidence that they won’t be sitting at home come April or September.
Being able to say “we’ll keep you working” is more powerful than any bonus.
What This Looks Like in Practice
Let’s say you’re recruiting a service tech:
- You offer 20% on IAQ products and 5% on equipment sales
- They know they’ll make $300–$500/day in commission
- You show last season’s call volume and promise full days all year
That tech now sees real income potential and job security.
Or maybe you’re talking to a seasoned installer:
- You walk them through your task-pay breakdown
- You show how top installers hit $2,000+ per week
- You highlight your low turnover and busy schedule
Now you’ve got a shot at pulling them from another company—and keeping them.
Build a Business People Want to Work For
At the end of the day, you’re not just selling equipment. You’re selling a career path.
To stand out in HVAC hiring, focus on:
- Clear earning opportunities in every role
- Smart pay structures that match performance
- Proof of work to show you stay busy all year
If you offer that and communicate it well, you won’t need gimmicks to recruit.
You’ll build a team that sticks around—because they’re paid well, challenged often, and never wondering where the next paycheck’s coming from.
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