Over 14,000 candidates engaged on a monthly basis.
PeopleProcessPerformance
expertise in
Mechanical Contracting
1.2k+ Happy Hires
Innovative recruitment practices
HVAC QOP is built around how HVACR and mechanical contractors actually operate—installing and servicing systems across new work, retrofits, and ongoing repairs—where results depend on jobsite execution, service capacity, and safety discipline. We concentrate on proven performers from the same contractor environments—commercial mechanical and retrofit work, residential service/replace platforms, controls/BAS delivery, and sheet metal/duct operations—so they already understand dispatch constraints, change-order pressure, refrigerant compliance, and turnover expectations.
QUALITY OPERATIONS, QUALITY TALENT, REAL IMPACT,
High-touch approach that drives results
HVAC QOP defines “high-touch” in HVACR and mechanical contracting as staying close to the realities that drive performance: dispatch boards, jobsite schedules, weather-driven demand, change-order pressure, and safety and turnover requirements. We keep communication tight and plain, represent the scope and brand honestly, and screen for operators who’ve delivered in similar commercial mechanical, residential service/replace, or controls/BAS environments. The goal is fit and staying power—fewer mismatches, fewer dead-end interviews, and smoother starts.
Top Performers
Frequently filled functions
The choice of thousands
+8
years
of experience in the HVACR & Mechanical Contracting space
2.5
weeks
average time to hire, from intake call to top candidate accepting an offer.
Our Process
Proven results through a proactive outbound strategy.
01
Ideal candidate profile
Before we can find you the perfect candidate, it is essential to establish the foundation for an effective recruitment campaign. To do so, we start by learning about your company, your specific requirements, and what qualities you find valuable in a future employee. With this vital information and understanding every detail of the position, we will have a clear picture of your ideal candidate.
02
Candidate availability research
Using the information you have provided, we conduct in-depth research and compile vast amounts of significant data based on our targeting and candidate availability. We then utilize this data to help our team establish a highly effective recruitment campaign that will turn top candidates into applicants.
03
Outreach and screening
Once the exact targeting has been identified, we will immediately reach out to all potential candidates to create your ideal talent pool. Applicants are then put through our screening and vetting process, where we quickly determine which professionals meet your standards and genuinely qualify for the position. Through our proactive approach, we are able to source qualified candidates in just a matter of days.
04
Guidance and placement
Working closely with every qualified candidate, our team guides them through each interview round; this includes candidate management, scheduling, interview preparation, and inspiring a high level of motivation throughout each step of the process. In the final phase, our team will assist in any negotiations and ensure the candidate’s transition to your team is smooth and successful.
Frequently asked questions
How do we run searches for companies in HVACR and mechanical contracting?
We use a fully outbound recruitment process. We do not post jobs or rely on inbound applicants. HVAC QOP defines the requirements, map the talent in HVACR and mechanical contracting, and reach out directly to professionals who match those requirements. This keeps the search focused on proven performers instead of active job seekers.
How do we decide which candidates to target and present?
We convert your brief into clear must have criteria for experience, responsibilities, and results. We then identify professionals who meet those criteria and speak with them to confirm depth, alignment, and readiness. Only candidates who fit the role and environment are presented.
How fast do we deliver candidates?
On average, we provide a usable shortlist within 2.5 weeks. The outbound model removes delays caused by job postings and allows us to target relevant profiles immediately, which reduces interview waste and shortens the hiring cycle.
How does our pricing and guarantee work?
We operate on a full contingency basis. All research and outreach are funded upfront. You are invoiced 30 days after the hire starts. If the hire does not stay for at least 180 days, we restart the search under the same agreement. This keeps most of the risk on our side until the hire is stable.
Do we also handle executive and leadership roles in HVACR and mechanical contracting?
Yes. Over the past eight years we have built a strong network of operators, senior managers, and leadership professionals within HVACR and mechanical contracting. When an executive search comes in, we use that network to identify leaders with relevant experience, proven judgment, and stable track records. This lets us support both day to day ancillary hiring and higher-level leadership needs within the same industry.
How do we handle confidentiality during the search?
We keep both sides protected. Candidate conversations stay private, and client details are only shared once a candidate meets the core requirements and expresses genuine interest. This avoids unnecessary exposure for both the company and the candidate.
How do we communicate with candidates throughout the process?
We contact candidates directly, set expectations early, and relay only accurate information about the role. Candidates understand the workload, environment, and reporting structure before speaking with you. This reduces mismatched expectations and improves close rates.
Real stories of growth and success