How to hire your first technician

The phases

1. Phase 1

   Decide what you're hiring

   Week 1

   Before posting a job, decide which version you need:

   - Helper / apprentice ($18-$25/hour, ramps over 6-12 months): you're still doing technical work; helper handles the lifting, parts running, simple tasks. Lower cost, longer ramp, future foreman. - Journeyman / experienced tech ($28-$40/hour, productive immediately): they can run jobs solo. Higher cost, faster impact, may need to retrain on your specific service style. - 1099 contractor ($45-$70/hour, project-based): for variable demand or specialized capabilities. Higher per-hour but no benefits / training cost / ramp.

   Most one-truck operators benefit from a journeyman + ramp to second-truck-driver-in-12-months. The helper path is right when you have a long-term apprentice you genuinely want to invest in.

   Don't hire 1099 to avoid the cost of W-2 — that's misclassification. See our [apprentice vs contractor calculator](/tools/apprentice-vs-contractor) for cost comparison.

   Checkpoints

   • Decision on hire profile (helper / journeyman / contractor)
   • Compensation range defined
   • Job description written with explicit skills + values fit

2. Phase 2

   Source candidates

   Weeks 2-4

   Where to find service-trade candidates in 2026:

   1. Existing network: a tech you worked with at your previous employer is the highest-conversion source. Most successful service-business hires start here. 2. Trade school + apprenticeship programs: relationships with local technical schools yield apprentice candidates with foundation skills. 3. Indeed + ZipRecruiter: most volume but also lowest signal. Filter aggressively. 4. Local Facebook groups for the trade: trade-specific groups have engaged candidates. 5. Referral bonus from existing techs / past customers: $500-$1,500 bonus paid after 90-day mark drives quality referrals.

   Avoid: Craigslist (low signal), random Indeed without filtering (volume over quality).

   Checkpoints

   • 5-10 applicants screened
   • 3-5 interviews conducted
   • References checked on top 1-2 candidates

3. Phase 3

   Interview, hire, onboard

   Weeks 4-8

   Interview structure:

   1. Phone screen (15 min): basic fit, salary expectations, availability 2. In-person technical interview (60-90 min): walk through scenarios, examine tools, observe communication style 3. Working interview / paid trial (4-8 hours, paid at full hourly rate): they ride along on 2-3 jobs. You see how they communicate with customers, how they handle problems, whether they're comfortable in the truck. 4. Reference checks (3 references minimum)

   Compensation structure:

   - Base hourly rate in market range - Production bonus (optional, 5-10% of revenue they generate) - Benefits: health insurance contribution ($300-$700/mo employer share), 401k match, paid time off (10-15 days year 1) - Tools allowance: $1,000-$2,500 first year for personal tools

   First 30 days (onboarding):

   - Day 1: paperwork, tools provided, vehicle assignment, first ride-along - Days 2-15: ride with you on every job, observe + assist, no solo dispatch - Days 15-30: solo dispatch on simpler jobs (tune-ups, service calls), you remain on call - Day 30: full solo dispatch with your remote support

   Checkpoints

   • First tech hired
   • 30-day onboarding complete
   • First tech running solo on standard jobs
   • Productivity tracking: jobs/day, ticket size, FTFR

4. Phase 4

   Retain (the harder problem)

   Months 3-12

   The hire is half the battle. Service-trade techs leave for predictable reasons:

   1. Pay no longer matches market: review compensation every 6-12 months against local market rates. 2. Culture / management problems: micromanaging, inconsistent rules, broken promises around tools or training. 3. Better offer from competitor: your best techs get poached if they're underpaid by even 10-15% relative to market. 4. Burnout: too much on-call, no PTO taken, customer abuse without management backing.

   Retention tactics that work:

   - Annual raise + bonus: even cost-of-living adjustments matter - Continuing education paid: trade certifications, manufacturer training, paid time to attend - Predictable schedule: techs value knowing their week in advance - Strong dispatch support: techs who feel "the office has my back" stay; techs who feel "the office abandons me when customers get nasty" leave - Path to growth: foreman role, dispatch role, partner-track for the right person

   Replacement cost of a tech: typically $15K-$30K (recruitment, onboarding ramp, lost productivity during gap). Retention is dramatically cheaper than re-hiring every 18 months.

   Checkpoints

   • Tech reaches 90 days (the typical attrition cliff)
   • Tech reaches 1-year anniversary (industry retention milestone)
   • Salary review at 6 months and 1 year
   • Tech reports satisfaction in informal check-ins