15 to 40 trucks
Big enough that hiring is constant and the paperwork is real. Small enough that you have not hired an HR director and do not want to.
A truck with no tech in it bills nothing.
Call2HR helps home service companies get technicians hired faster, onboarded properly, and still on the truck a year later. Without you doing the hiring at nine at night.
What an empty seat costs
You already know your average ticket and your calls per day. The math writes itself.
Across residential service companies, a running truck commonly produces somewhere in the neighborhood of $300,000 a year. Work that back and an empty seat is costing you roughly a thousand dollars for every day it stays empty.
Now add the six to ten week search, the offers that get accepted and then ghosted, and the guy who quits at month seven and starts the whole thing over.
Most of that cost never shows up on your P&L
There is no line item called "seat we could not fill." It just quietly comes out of the top line while the phones keep ringing.
On the call we run this on your numbers, not industry averages. Your ticket, your calls per day, your fill times.
Sound like your week
- A good tech applies Sunday at 9pm and hears back Tuesday. He already took another job.
- You or your GM are still doing the hiring personally, after hours.
- Offer accepted, then he never shows up for day one.
- Onboarding is whatever the office manager remembers to do that week.
- Licenses and certifications sitting in a spreadsheet nobody opens.
- The new hire quits at month seven and you never really found out why.
- Nobody owns HR, so it happens in the gaps between everything else.
What Call2HR does
Get them hired
- Every applicant gets a text back within minutes, including nights and weekends when trades guys actually apply
- A short screen over text: license, years, own truck, start date
- Ride-along or interview booked straight onto the calendar
- Offer letter and onboarding packet out the moment you say yes
- Nobody sits in a pile waiting for someone to get to them
Keep them
- Onboarding that never drops a step, first day through first ninety
- License, certification, and training expirations tracked before they lapse
- Structured check-ins at day 3, 14, 30, 60, and 90, with a flag to you when answers go sideways
- A handbook and pay practices that hold up if anyone ever looks
- A senior HR professional to call before a termination, not after
Most trades exits happen inside the first year. That is where the money is, and it is the part almost nobody works on.
Who this fits
Service and replacement, not new construction
If your ceiling is billable technician hours rather than contracts won, every empty seat comes straight off revenue. That is where this pays.
Multi-trade or multi-location
HVAC, plumbing, and electrical under one roof, or several locations. More seats, more licenses, more places for things to fall through.
Growing or just acquired
Growth is what creates the hiring pain. If you just bought a shop or just got bought, the people paperwork is probably a mess right now.
Straight answer on the AI
You do not need to know anything about AI. That is my job.
The system does the chasing. Applicant texts, reminders, document collection, expiration tracking, check-in scheduling. The stuff that eats your evenings and does not need a person.
It does not decide who gets hired. It does not write up your guys. It does not handle a termination or a harassment complaint. Those come to me, and I have spent more than 20 years as an HR Director and Chief Human Resources Officer handling exactly those calls.
The AI works for me. Not the other way around.
Book a 30 minute review.
Bring your average ticket, your calls per day, and how long your last tech search took. We will put a real number on what the empty seats are costing you. You will leave with at least three things worth fixing, whether we ever work together or not.