Mayers brings a unique blend of blue-collar roots and white-collar experience. He spent a considerable amount of time building teams in the retail, healthcare, and tech industries.
His headhunting strategy focuses on targeted outreach. Mayers keeps the message straightforward, highlighting competitive pay, clear career paths, excellent benefits, and a team-oriented culture. The goal isn’t to dazzle potential candidates with buzzwords but to offer a compelling alternative that makes them think twice about staying where they are.
Speed Wins: A Streamlined Hiring Process
One of the biggest lessons we’ve learned is the importance of acting fast. In a labor market where skilled HVAC technicians are in high demand, a delay of even a few days can mean losing top candidates to the competition.
Mayers personally screens every candidate and adjusts his schedule to accommodate after-hours calls, ensuring techs don’t have to choose between a job site and a conversation.
On busy weeks, he may conduct 20 or more phone interviews — each one focused on listening, understanding, and finding the right fit.
We strive to maintain a streamlined, respectful, and highly responsive hiring process. That efficiency has become a competitive advantage.
Show, Don’t Tell: Selling Culture Through Experience
We understand we cannot explain culture in a job description — culture must be experienced. That’s why we invite every candidate who reaches the interview stage to tour the facility.
Candidates see our values in action as they walk through the sheet metal fabrication shop, training lab, staging areas, and inventory management systems. They meet the team. They get a firsthand look at the equipment, tools, and processes they’d be working with.
This immersive experience turns curiosity into commitment. It’s one of our most powerful recruiting tools.
Engaging the Next Generation
Cardinal also taps into emerging talent pipelines by partnering with local high schools and vocational programs.
Our Cardinal University program has become so popular that some educators have begun enrolling students directly, without requiring interviews.
We loved their excitement, but had to clarify that candidates still needed to go through the proper screening process.
Additionally, we make it a point to interview and, whenever possible, hire veterans. We recognize their discipline, reliability, and strong work ethic. For Cardinal, building a high-performance team means welcoming talent from both traditional and non-traditional backgrounds.
Balancing Technology with the Human Touch
While Cardinal uses software tools and digital platforms to manage recruiting tasks, we are careful not to let automation replace human connection. HVAC remains a relationship-based business, and candidates want to speak to real people who understand the job and care about their future.
By keeping personal engagement at the center of recruiting efforts, we foster trust and build deeper connections from the first conversation.
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