In an industry where finding skilled HVAC service and installation technicians is increasingly difficult, at Cardinal Heating, Cooling, Plumbing, and Electric, we discovered a powerful solution: grow our own talent from within.
While many HVAC companies rely on trade schools, job boards, or poaching experienced technicians from competitors, Cardinal Heating has invested in a different approach — one driven by a commitment to culture, training, and long-term career growth.
This recruiting model has enabled us to build a workforce of over 180 employees across HVAC, plumbing, and electrical services, with company revenue projected to exceed $50 million.
The Foundation: Cardinal University
At the heart of our strategy is Cardinal University, the company’s in-house training program. Designed to produce skilled, well-
rounded HVAC professionals, the program focuses not only on technical expertise but also on soft skills, communication, and cultural alignment.
Our idea is simple: by training new hires from scratch, we can avoid the challenges of retraining experienced technicians who have developed bad habits. Instead, we help shape professionals who understand Cardinal’s values and expectations from day one.
Cardinal University is a five-month program. I am amazed at how transformative this program is for younger recruits, many of whom show remarkable development in both technical ability and confidence over a short period.
We are now ready to replicate this success in our plumbing and electrical services businesses, with plans to launch in-house training programs for both trades over the next 12 to 24 months.
Referrals: Your Best Recruiting Tool
Cardinal’s most effective recruiting pipeline is not from job boards but from within our team.
We have an employee referral program that offers financial incentives and has empowered the workforce to recruit peers they trust and respect.
The idea with this is as follows: I believe our team members are more likely to refer high-quality candidates who are a good cultural fit, because no one wants to bring in someone who will make their own job harder.
The result is faster onboarding, stronger team cohesion, and higher retention.
Headhunting with Purpose
While referrals remain the cornerstone, Cardinal also takes a proactive approach to sourcing talent. We have a relatively new position that is called our HR Compliance and Talent Specialist.
We hired Brandon Mayers to fill that role in January 2025, and he scours platforms like Indeed and LinkedIn daily, searching for experienced professionals who may not be actively looking for a new role.
Click Below for the Next Page:
Recent Comments