Field Supervisor (Service Team) HVAC

Our service department is growing faster than one person can run it from a desk. We need an operator, someone who owns the department, not someone who supervises it from the sidelines.

This is not a paper-pushing role and it is not a lead tech role with a nicer title. Our lead technicians are excellent at what they do, we need them in the field, on equipment. What we need is someone above them running the department: the people, the trucks, the estimates, the PMs, the callbacks, and the revenue.

We are hiring an operator who understands HVAC, not a technician who’s willing to do paperwork. If it goes wrong in service, it’s yours. If it goes right, that’s yours too - and your pay reflects it.

Our service technicians and lead technicians report to you. You report directly to the President.

Where this goes. We’re growing. The person who runs this department well is the person who runs a much bigger one in two or three years. If you’re looking for a ceiling, this isn’t it, and that’s the point.

We’re a locally owned mechanical company competing against private-equity roll-ups in the Columbus market. We win by being better operators, not by being bigger.

But being good operators isn’t the whole of it. We are building a company with a soul. A business that’s meant to last, run on values rather than on the next quarter’s number. We tell customers the truth about their equipment even when a bigger number was available. We price fairly. We do right by our people. That is a deliberate choice, and it comes straight from what our ownership believes.

Anyone can scale trucks, technicians, and revenue. The hardest thing to scale is integrity. That’s the actual job here, and it’s why this role matters as much as it does.

What you’ll own

The team

• Lead, coach, and hold accountable the residential and commercial service technicians
• Make sure every tech has the tools, parts, training, and information they need to do the job right the first time
• Ride along, spot skill gaps, and close them - technical development is part of the job, not an afterthought
• Set the standard for professionalism in the field: uniform, truck condition, customer interaction, documentation

Quality and execution

• Ensure preventive maintenance visits are performed to spec - not checked off, actually performed - with complete documentation and photos in ServiceTitan
• Drive callbacks down. You’ll own the callback rate as a tracked metric, diagnose the root cause of each one, and fix the system that produced it
• Review technician documentation and diagnostics for accuracy before it goes to the customer

Revenue

• Make sure repair estimates get built and sent to customers on time, every time - no estimate sits overnight
• Serve as the technical resource for our estimating team: answer their questions, validate scope, sanity-check equipment and labor before a quote goes out
• Identify and convert PM opportunities in the field; grow the commercial maintenance book
• Bring in new PM customers where you see the opportunity - you’ll be paid for it

Fleet and inventory

• Manage the service fleet: maintenance schedules, DOT/registration compliance, repairs, cleanliness, and downtime
• Own truck stock. Build and enforce the standard inventory list so techs stop losing hours running for parts, Answer all six in your email. Applications without answers won’t be reviewed - this is the first thing we screen on. We’re looking for specifics, not polish.
• Tell us about something you took ownership of that wasn’t working - a team, a route, a process, a board, a truck stock, anything. What was broken, what did you change, and what were the numbers before and after? It does not need to be a whole department. Be specific about the numbers.
• What’s the most useful thing you’ve ever built or configured in a software system - a pricebook, a form, a report, a dispatch view, a spreadsheet everyone ended up using? Tell us what it did and who used it.
• What AI tools do you use in a normal work week? Give us one specific example of something you used one for in the last 30 days. “I don’t use them yet, but here’s how I’d start” is an acceptable answer if it’s a real answer.
• How would you measure callback rate, and what number would you consider acceptable? Tell us how you’d bring it down from wherever it’s at today.
• It’s 7:00 AM. You have 7 techs on the board, 11 calls, and 3 of them are no-cools. Walk us through your first 30 minutes.
• What do you want to earn, and what does the variable side of your comp need to look like for you to feel it’s genuinely worth chasing?

1. Tech-forward. You use software to make yourself faster, and you use AI tools daily, not as a novelty. You are the kind of person who builds the report instead of asking someone for the numbers. ServiceTitan experience strongly preferred - if you haven’t used it, show us you’ve gone deep on a comparable system and can learn ours fast.

2. HVAC literacy. You don’t need to be our best diagnostician - that’s what our lead techs are for. But you need to know the trade well enough to challenge a tech’s diagnosis, review a PM for real completion, and answer the estimating team’s technical questions without stalling. Commercial and refrigeration exposure is a significant plus.

Also required

• Experience leading, coordinating, or being the person others turned to on a field service team - HVAC, mechanical, plumbing, electrical, or a comparable trade. Formal management titles are not required.
• Comfortable with numbers: you can read a job cost, understand margin, and explain why a number is what it is
• Valid driver’s license with a clean record

We are open to someone stepping up. If you’ve been running crews, dispatching, coordinating, or quietly holding a service department together without the title, and you’re ready for the seat - apply. We would rather hire someone hungry with a high ceiling and train them into this than hire someone coasting on a résumé. Tell us what you’re aiming at., Answer these five in a sentence or two each.

• Do you have a valid driver’s license with a clean record? (Y/N)
• Are you able to work on-site in Groveport, OH and travel throughout the Columbus metro daily? (Y/N)
• How many years have you worked in HVAC, mechanical, or a comparable field trade?
• Software: Rate your ServiceTitan proficiency 1-10. If you haven’t used it, put 0 and tell us which field service platform you know best - ServiceFusion, FieldEdge, Housecall Pro, Jobber, BuildOps, or anything comparable - and how deep you went with it.
• AI: Which AI tools do you use, and what do you use them for? Give us one concrete use case., * Software: Rate your ServiceTitan proficiency 1-10. If you haven’t used it, put 0 and tell us which field service platform you know best - ServiceFusion, FieldEdge, Housecall Pro, Jobber, BuildOps, or anything comparable - and how deep you went with it.
• Which AI tools do you use, and what do you use them for? Give us one concrete use case.
• How many years have you worked in HVAC, mechanical or comparable field trade?

Pulled from the full job description

• Fuel card
• Referral program
• Professional development assistance
• 401(k)
• Health insurance
• Paid time off
• Employee discount, Base salary: $70,000/year

Performance bonus Year 1 target:

Accrued quarterly, paid at the end of the plan year. The bonus is tied to the things this role actually controls: won repair estimates, PM completion and quality, callback reduction, and commercial PM renewals.

We’ll set the specific targets with you inside your first 90 days, once you’ve seen the department and we’ve both looked at the same numbers. We’re doing it that way on purpose - we’d rather build a plan you agree is fair and achievable than hand you targets on day one that neither of us can defend six months later. What’s measurable, what’s genuinely attributable to your work, and what’s realistic - we decide that together, in writing.

Commission on new PM business - uncapped

Separate from the bonus above. Any new preventive maintenance customer you personally source and close earns commission on the first-year contract value, with no ceiling. If you’re the kind of person who goes and gets business, this is where your number stops being a number we set.

Also included:

• Company vehicle and fuel card
• Health insurance
• Paid time off and holidays
• Company phone and laptop
• Ongoing training and manufacturer certifications, * 401(k)
• Dental insurance
• Employee discount
• Health insurance
• Paid time off
• Professional development assistance
• Referral program
• Vision insurance