Why recruiting, onboarding, and continuous training are the keys to building a team of A players
Your team is everything. Not your equipment. Not your trucks. Not even your reputation. Your people determine whether your business thrives or merely survives.
Most HVAC business owners focus on getting the next job, fixing the next problem, or buying the next piece of equipment. Meanwhile, their most valuable asset—their team—is neglected, untrained, and underperforming.
Building a team of A players isn't optional—it's the foundation of everything else you want to achieve.
A team of A players creates success for everyone involved:
A players want to work with other A players. They push each other to excel, create a positive culture, and take pride in their work.
A players deliver exceptional service, solve problems correctly the first time, and create raving fans who refer others.
A players reduce stress, increase profitability, and allow you to work ON your business instead of IN it.
The reality: One A player is worth three average employees. A team of A players creates exponential results that transform your entire business.
You can't build a great team without a recruiting plan. Waiting until you're desperate means you'll hire whoever shows up—not who you actually need.
Clear job descriptions - Define exactly what success looks like in each role
Always-on recruiting - Build a pipeline of candidates before you need them
Structured interviews - Use consistent questions to identify A players
Cultural fit assessment - Skills can be taught; attitude and values cannot
Competitive compensation - A players cost more but deliver 10x the value
The mistake most owners make: They only recruit when they're in crisis mode. By then, they're forced to settle for whoever is available instead of finding the right person.
The first 90 days determine whether a new hire becomes an A player or quits. Most HVAC companies throw new hires into the field with minimal training and hope for the best.
30-60-90 day plan - Clear expectations and milestones for new hires
Company culture immersion - Teach your values, mission, and standards from day one
Mentorship pairing - Assign an A player to guide and model excellence
Technical training - Ensure they have the skills to succeed in their role
Regular check-ins - Weekly feedback sessions to address issues early
The truth: Poor onboarding is why good hires quit within the first year. They feel lost, unsupported, and unclear about expectations.
A players want to grow. If you're not investing in their development, they'll find someone who will. Training isn't an expense—it's the highest ROI investment you can make.
Weekly team meetings - Review wins, challenges, and new techniques
Technical skill development - Stay current with new equipment and technologies
Customer service training - Teach communication, professionalism, and problem-solving
Leadership development - Prepare your best people for advancement
Certifications and credentials - Invest in their professional growth
The reality: Companies that invest 1% of revenue in training see 24% higher profit margins. Your team becomes more skilled, more confident, and more valuable.
When you don't have a recruiting plan, structured onboarding, and continuous training, here's what happens:
High turnover - You're constantly hiring and training, wasting time and money
Mediocre performance - Your team does just enough to get by, not excel
Customer complaints - Poor service damages your reputation and costs you referrals
Owner burnout - You're stuck fixing everyone else's mistakes instead of growing the business
Stagnant growth - You can't scale without a team that can execute at a high level
Stop treating team building as an afterthought. Make it your top priority, and watch everything else in your business improve.