HVAC recruiting
Get qualified HVAC techs in your trucks before the next rush.
The best technicians are already working and rarely browse job boards. UBC finds them, talks to them personally and brings you vetted people who are ready to move, for residential, commercial and industrial service.
- Service, install, controls and refrigeration technicians
- Direct-hire, contract and contract-to-hire options
- Screened for EPA 608, NATE, licensing and your must-haves
Prefer to talk? Call or text 404-480-0297
Clients the UBC team has served
- The Home Depot
- BCG
- Intuit
- Johnson & Johnson
- Lowe's
- CNN
- Eaton
- XPO
- Oracle NetSuite
- Chick-fil-A
- Nielsen
- WarnerMedia
- Pandora
- Niantic
- Marvell
- Upstart
- Avanade
- Bleacher Report
- Data Axle
- LTK
- Max
Roles we fill
Technicians, leaders and the people who keep the board full.
Whether you run residential replacement, commercial service agreements or industrial refrigeration, we recruit for your actual mix of work.
Field technicians
- Residential service technicians
- Install technicians and leads
- Commercial service technicians
- Controls and BAS technicians
- Refrigeration technicians
Field leadership
- Service managers
- Install managers
- Field supervisors
- Apprentice program leads
Office and growth
- Comfort advisors and sales
- Dispatchers and CSR leads
- Operations managers
- General managers
How we help HVAC companies
Staff for the rush without overpaying the rest of the year.
- 01
Hiring Sprint
A focused push of up to three roles over a two-week passive candidate engagement cycle. Built for the weeks before peak season.
- 02
Recruiting-as-a-Service (RaaS)
Ongoing recruiting capacity for companies that are always hiring, working inside your process.
- 03
Contract and contract-to-hire
Get a tech in a truck now and evaluate their diagnostic and customer skills before making a permanent offer.
- 04
Fractional HR
Pay plans, onboarding, career paths and compliance that help you keep the techs you worked hard to hire.
Human-led. Tech-enabled.
Techs who fit your shop, and stay.
A good technician gets recruiting texts every week. We know what techs earn and expect in your market, and we bring the HR depth and the read on people to find the ones who fit your team and stick around.
The engine · Proprietary AI
- Market insightWhat techs earn in your market and what competing shops are offering.
- Talent mappingFinds techs by equipment, certifications and service history, not just a job title.
- Candidate insightExperience, work style and motivations organized so you compare people, not resumes.
The human touch · UBC partners
- Your pitch, told wellWe learn what makes your shop a better place to work and lead with it.
- HR and culture expertisePay plans, onboarding and career paths that keep good techs from leaving.
- Personality and team fitCustomer manner and how they work with your service manager, checked before you interview.
How it works
From first call to first service call
Define
A short call to learn the role, the team, how the manager leads and what a great hire looks like on day 90.
Locate
We map the market you are hiring in, including the people who are working today and not on job boards.
Engage
Our recruiters reach out personally, explain the opportunity and qualify interest and fit.
Land
You meet a short list of vetted, interested people. We help with the offer and stay with it through the start date.
Do you recruit residential, commercial or industrial HVAC technicians?
All three. We recruit residential service and install technicians, commercial service technicians, controls and building automation technicians, and industrial and refrigeration specialists. Tell us your mix and we will target people with that exact background.
Should I hire direct or use contract labor for the seasonal rush?
It depends on whether the need is permanent. For core techs and leaders, direct-hire through Recruiting-as-a-Service is usually the better value. For peak season, contract or contract-to-hire puts a tech in a truck sooner while you evaluate diagnostic skills and customer service before making a permanent offer.
Can you screen for certifications like EPA 608 and NATE?
Yes. We screen against your requirements before you see a candidate, such as EPA Section 608 certification, NATE certification, state licensing, years on commercial or residential equipment, and a clean driving record.
How fast can you start?
Quickly. A Hiring Sprint covers up to three roles over a two-week passive candidate engagement cycle, which makes it a good fit before the summer or winter rush. For companies that are always hiring, ongoing recruiting support keeps the pipeline full.
Do you hire beyond technicians?
Yes. We also recruit service managers, install managers, operations managers and general managers, comfort advisors and sales, and dispatch and customer service leads.
Can you help us keep techs once we hire them?
Yes. Our fractional HR team helps with pay plans, onboarding, career paths and the HR basics that reduce turnover.
Next step
How many techs do you need before peak season?
Tell us the number and the timeline. A UBC partner will follow up personally with a plan.