You're not losing techs to pay. You're losing them to four days.
The competitor didn't beat you with $50 an hour. They called the applicant back in four hours while you called back in four days. Hiring is operations, not HR — and the HVAC Hiring OS is the documented system that runs it: 170 modules, 25 sections, and 18 appendices of job posts, screen scripts, scorecards, offer closes, and onboarding plans.
Immediate access · One-time payment · All sales final
One empty truck. $150,000 a year. Gone.
Owners track revenue. They track gross margin. They track close rate. Almost none of them calculate what an empty truck actually costs — because the loss never shows up on the P&L. It just doesn't show up as revenue.
And an empty truck is the obvious cost. Turnover is the hidden one. Lose one mid-level service tech and you're out roughly $34,750 between recruiting, owner time, the empty seat, onboarding, and the ramp period. The average shop in your band loses 3–5 a year.
If you have an empty truck right now, you are losing more money this month by not hiring than you would spend hiring at the 75th percentile of your market. The math doesn't get closer.
- Lost gross margin (50% on service revenue)$210K–$270K
- Lost replacement leads (1–2/mo not turned over)$50K–$100K
- Overtime burden on remaining techs$18K–$30K
- Owner time absorbed covering the gap$15K–$30K
- Customer impact (holds, deferred bookings)Unquantified
- Conservative total — one empty truck$150K+
Conservative math from Hiring OS Module 2. A $2M shop running 7 of 8 trucks for half the year loses ~$75K in margin and walks away from another $50K–$100K in replacement revenue.
You already have a hiring system. It just isn't written down.
It's running on whatever your office manager remembers, whatever ad you put up last time, and whatever you said in the interview before you got pulled onto a call. Different people running different versions of the same process produce different results. That's not a labor shortage. That's an undocumented system.
This is you
- You only post a job when someone quits
- Applications sit for days before anyone calls
- You interview off the top of your head and decide on a feeling
- Good candidates ghost you after the interview
- You've made an offer, gotten a "yes," and then watched them never show up
- Day 1 for a new tech is "ride with Mike"
- You have no idea what you actually pay per hire
This isn't you
- You want a recruiter to do it for you — this is an operator system, you install it
- You want a guaranteed number of hires — nobody honest can promise that
- You want legal advice — this flags the risks and tells you what to ask your attorney
- You want to read something inspiring and change nothing
- You want a refund window — all sales are final
170 modules. 25 sections. Nothing theoretical.
Every concept is paired with an execution tool. Every system is paired with a measurement. Every protocol comes with the script.
| Section | What it installs |
|---|---|
| I–II · Modules 1–17 | The real hiring problem + the OS architecture. The cost math, the five failures, and what you're actually building. |
| III · Modules 18–28 | Compensation & the pay foundation. Pay benchmark SOP, mystery-shop your competitors, set the 75th-percentile target. Every other lever sits on this one. |
| IV · Modules 29–42 | Sourcing & recruitment marketing. Referral program, silver-medal list, Indeed sponsored setup, Meta recruiting ads, /careers page, passive outreach. |
| V · Modules 43–52 | Screening & the phone screen. Auto-knockout questions and the screen script that filters the wrong candidates out before they cost you interview time. |
| VI · Modules 53–64 | Interviewing & decision-making. Structured scorecards, two-interviewer calibration, behavioral question library. Replaces gut feel. |
| VII · Modules 65–74 | Offers, acceptance & close rate. Where most hiring breaks. Close an offer like a sales operator, not like a hopeful. |
| VIII · Modules 75–84 | Onboarding & the first 90 days. The window where you win or lose retention permanently. Day-by-day 30-day plan, mentor assignment, career path map. |
| IX · Modules 85–90 | Legal & compliance essentials. The issues most likely to get you sued, and exactly what to ask your attorney. |
| X–XI · Modules 91–104 | Scorecards, dashboard & owner-independent hiring. Turn hiring from a feeling into a measured system, then take yourself out of it. |
| XII–XV | Field patterns, the 7-Day Sprint, the 90-Day Roadmap, and the 100-Point Diagnostic. |
| XVI–XXV · Modules 109–170 | Deep-dive playbooks. Comp restructure, performance pay, terminations and boomerangs, peak-season hiring, top-performer lock-in, flight-risk early warning, counteroffers, hiring economics and channel ROI, recruiting brand, hiring service managers and comfort advisors, FCRA/MVR/I-9 compliance, and the hiring maturity curve. |
| Appendices A–R | Production-ready assets. Job posting template, phone screen script, interview scorecards, offer letter framework, 30-day onboarding checklist, mentor training, stay and exit interviews, comp restructure communication, SOP master index. |
Not a six-month transformation. A week.
Roughly 2–3 hours of focused work per day, Monday through Friday. You will not finish every detail. You will install the foundation. Polish happens after the system is running.
Diagnose & pay audit
Run the 100-point diagnostic. Benchmark pay against BLS, industry data, and three mystery-shopped competitors. Set your target.
Job post & pipeline
Customize the job posting template. Sponsored Indeed post live with auto-knockouts. Careers page refreshed. Silver-medal list built.
Referrals & sourcing
Activate the highest-ROI channel you own. Referrals: lowest cost per hire, highest 90-day retention, every time.
Screen & interview
Phone screen script and interview scorecard in place, so the next candidate hits a real process instead of a conversation.
Dashboard & cadence
Hiring dashboard stood up. Recurring meetings scheduled. The system now runs whether or not you remember to run it.
Done is better than perfect. Get v1 of each piece in place and iterate later. The owners who never build a hiring system are the ones waiting until they have time to do it right. You don't. Do it now.
By Friday you own these — not notes about them.
- High-conversion job posting template
- Sponsored Indeed setup + auto-knockouts
- Referral program structure
- Silver-medal re-contact list
- Careers page framework
- Phone screen script
- Structured interview scorecard
- Behavioral question library
- Two-interviewer calibration process
- Offer close scripts
- 30-day onboarding checklist
- Mentor training guide
- Stay + exit interview templates
- Hiring dashboard and KPIs
- Pay benchmark SOP
One avoided turnover event pays for it 49 times over.
A single turnover event costs roughly $34,750. A single empty truck costs $150K+ a year. The Hiring OS is $697, once.
HVAC Hiring OS™
- 170 modules across 25 sections
- Appendices A–R: templates, scorecards, scripts, SOPs
- The 7-Day Hiring Sprint
- The 90-Day Implementation Roadmap
- The 100-Point Hiring Diagnostic with module-level fix paths
- Compliance section: FCRA, MVR, drug testing, I-9, documentation
HVAC Growth Command OS™
- Everything in the Hiring OS, plus:
- Workforce OS — keeps the tech you just hired
- Revenue OS — makes them productive at full ticket
- Demand OS — keeps the calls coming so the truck stays full
- 641 modules total, cross-linked into one operating layer
Hiring OS staffs the trucks. Workforce OS keeps them staffed. If your techs walk within 18 months, hiring harder isn't the fix — and buying Hiring OS alone won't solve it.
Because this is digital intellectual property with immediate access, all sales are final and non-refundable. We don't sell you a maybe and we don't hide behind a refund window.
What we stand behind is installation. Complete the implementation steps, use the tools as directed, and submit proof of implementation within 30 days of purchase. If you qualify and you're still unclear on what to do next, Propel Alliance will help you identify the gap and give you a clear next action — clarification, implementation guidance, and a revised action plan.
Proof may include a completed hiring scorecard, a recruiting message, your interview process, an onboarding checklist, a technician expectations document, or a weekly meeting cadence.
This guarantee does not promise increased hires, faster time-to-fill, employee retention, revenue, profit, or any specific business outcome. Your results depend on your market, team, leadership, pricing, offer, compensation, follow-up, hiring discipline, management consistency, and execution. This implementation support guarantee does not create a right to a refund.
The questions you're actually asking.
I already post on Indeed. Why do I need this?
Posting is one module out of 170. The post isn't why you're short-staffed — the four-day callback is, the interview you ran off the cuff is, the offer you didn't close is, and the Day 1 that was "ride with Mike" is. This OS fixes the whole chain, in the order that matters.
My office manager handles hiring. Is this for her?
Section XI is built specifically for that — delegation, scale, and owner-independent hiring. But you run the pay audit and the diagnostic yourself. Those two are owner tasks and don't get delegated.
Is this legal advice?
No. Section IX and Section XXIV flag the compliance issues most likely to get you sued — FCRA, MVR, drug testing, I-9, documentation standards — and tell you exactly what to bring to your attorney. One attorney consultation prevents five- and six-figure exposure. This OS gives you the operational framework; counsel gives you the legal protection.
How long before I see anything?
The Sprint puts a live job post, a screen script, and a dashboard in place inside one week. Time-to-fill and pipeline depth are the first metrics to move. Retention takes longer — that's a 6–12 month read, and it's why the Workforce OS exists.
Why is there no refund?
Because you get the entire system the moment you buy. There's no way to un-give it to you. Instead of a refund window, we give you an implementation guarantee: do the work, show us, and if you're still stuck we get in and help you find the next move. We'd rather back the people who execute than subsidize the people who don't.
The empty truck doesn't wait for you to feel ready.
Every month you run short is $12K+ in margin you don't get back. The system is built. It's documented. It takes a week to install.
Immediate access · All sales final · Implementation guarantee applies
