The marketing problem many combined shops actually have is not demand but crew. Technician recruiting campaigns build the careers page, job ads and short videos that show plumbers, gasfitters, refrigeration mechanics and apprentices why a two-trade shop is a good place to work, then put them in front of the right people.
What this service is
It is employer marketing, run like customer marketing:
- a careers page on your own website, with real details about pay structure, schedules, vehicles, tools, training and what working across both trades looks like;
- job ads written for each role, posted on job boards and promoted on social platforms where tradespeople actually spend time;
- short videos from your own crew, with their permission, showing a real day;
- a plain way to apply: a call, a text or an email, with no long online application to abandon halfway.
Who it's for
It fits shops that:
- turn down or delay work because they can't staff it;
- get applications, but mostly from people who aren't qualified;
- lose apprentices to larger shops or other trades;
- are adding a trade, such as HVAC to a plumbing shop, and need their first licensed technicians.
If you're mainly hiring HVAC technicians and want deeper material on that market, our sister site HVACJobs.ca focuses on it.
What a combined shop can offer that others can't
Most job ads in the trades read the same: competitive wages, benefits, company vehicle. A two-trade shop has a stronger story, if it's true for you:
- Steadier hours. When heating slows in spring, plumbing work and maintenance can keep people busy. Say how you handle slow weeks.
- A path into a second trade. The Red Seal trades list includes Plumber, Gasfitter Class A and B, Refrigeration and Air Conditioning Mechanic, Sheet Metal Worker and Steamfitter/Pipefitter. If you help people add a second ticket, explain the support.
- Variety. Drains in the morning, a boiler in the afternoon. Some technicians love that; say so to attract them.
What's included
- Role interviews. Thirty minutes with you and, ideally, a current technician in each role.
- Careers page. Written and built on your site, with one section per role.
- Job ads. A version per role and board, including clear pay information if you choose to publish it.
- Promotion. Paid social and job-board promotion, with the budget set separately from your customer ads.
- Applicant handling guide. Text and email templates (with placeholders such as [Name] and [Role]) for replying within a day, booking interviews and following up.
- Monthly report. Applications, qualified applicants and hires by source.
Timeline
- Weeks 1–2: interviews and careers page.
- Weeks 3–4: ads live and promotion started.
- Ongoing: monthly review, new videos each quarter, ads refreshed when roles change.
How results are measured
- applications per opening, and the share that meet your minimum requirements;
- time from posting to hire;
- cost per qualified applicant, by source;
- 90-day retention of hires, if you share it, because a hire who leaves in a month isn't a result.
A note on the numbers
A rough way to value recruiting: if one extra technician bills 25 hours a week at a gross profit of $90 an hour, that's $2,250 a week, or over $100,000 a year, before you count the jobs you no longer turn away. The figures are illustrative; use your own billing rate and margin. It's why recruiting often earns a place in the plan ahead of more customer ads.
Mistakes to avoid
- Hiding the pay range. Tradespeople skip vague ads. If you can share a range, do.
- Asking for a résumé upload. Many good technicians don't have a current résumé. Let them call or text.
- Promising what you don't do. If there's no formal cross-training, don't imply there is. Word travels fast in the trades.
- Slow replies. An applicant who waits a week has usually taken another job.
Recruiting works best alongside demand you can count on; see seasonal demand balancing and the services overview, or contact us.
Frequently asked questions
Do you do the hiring for us?
No. We market your openings: careers page, job ads, social posts and a simple way for people to apply by phone, text or email. You interview, check credentials and hire. We're not a recruitment agency or an employment adviser.
Which trades do these campaigns cover?
Whatever you're hiring for. For combined shops that's usually plumbers, gasfitters, refrigeration and air conditioning mechanics, sheet metal workers, steamfitters and apprentices in each of those trades, plus dispatchers and service coordinators.
Can we advertise cross-training?
Only describe the cross-training you really offer. If you support apprentices working toward a second certificate, say exactly how. Certification requirements are set by each province's apprenticeship authority, and we link to them rather than interpret them.
How quickly do applications come in?
It depends on your market and the role. Apprentice roles usually draw replies within days; experienced licensed technicians can take weeks. We report applications per opening so you can see what's working.
Sources
- Red Seal Program: Red Seal trades list (2026-10-23)