Our measured, published results come from marketing HVAC and heating companies to homeowners. They count customer leads and website traffic, not hires. We show them here, labelled as results from our HVAC work, because the methods behind them are the same ones a recruiting campaign uses. Each case below explains what it shows and what does, or doesn't, carry over to hiring tradespeople in BC.
- 3× leads in 90 days
BCWide.ca
Result from our HVAC work
- 850+ SEO articles
HeatLand
- 300% lead increase in 6 months
Result from our HVAC work
- 400% organic traffic growth in 12 months
Roma Heating & Cooling
Result from our HVAC work
- 250% lead growth
CanroHeat.ca
Result from our HVAC work
All case studies on HVAC.Agency
BCWide.ca: speed of response matters
The short answer: BCWide.ca reached 3× leads in 90 days. It is a BC result, and it is the one we point to when an owner asks how long marketing takes to show anything.
What it shows. Measured inquiry volume can change meaningfully inside a single quarter. It does not, on its own, tell you which tactic did the most work.
What transfers to recruiting. The 90-day window. Owners often expect recruiting to take a year to show anything. When the message, reach and applicant response are all fixed together, the first quarter usually tells you whether the plan is working.
What doesn't. Customer demand and candidate supply behave differently. A tripling of homeowner leads does not mean a tripling of qualified journeypersons, who are far scarcer.
HeatLand: depth of useful content
HeatLand recorded a 300% lead increase in 6 months, built on 850+ SEO articles.
What it shows. A large body of published content sat alongside a measured rise in leads over half a year.
What transfers. Candidates research employers before applying. A careers section that answers their actual questions (how apprentices are supervised, how school blocks work, what a typical week looks like) does the same job for a job seeker that HeatLand's articles did for homeowners. Our Red Seal pathway service applies this directly.
What doesn't. A trades employer doesn't need hundreds of pages. Ten honest, specific careers pages will usually do more than a hundred thin ones.
Roma Heating & Cooling: organic visibility over time
Roma Heating & Cooling achieved 400% organic traffic growth in 12 months.
What it shows. Organic visibility was measured over a full year, which is the right horizon for search work.
What transfers. Employer visibility works the same way. People who search your company name after seeing an ad should find a current website, a careers page and an active Google profile. Building that takes months, not days, so start before the next hiring crunch.
What doesn't. Traffic is not applicants. We report careers-page visits only as a step towards the numbers that matter.
CanroHeat.ca: lead growth from a focused offer
CanroHeat.ca saw 250% lead growth.
What it shows. A measured increase in leads for a heating business. We use it as a reminder that marketing should be judged on leads, or, for hiring, applicants, rather than on clicks.
What transfers. Focus. One job ad for "all trades, all levels" performs poorly. Separate, specific ads for an apprentice, a journeyperson and a lead hand, built from your employer brand, consistently do better.
Why we don't borrow other people's hiring numbers
It would be easy to quote industry hiring statistics or invent a "typical" result. We don't, for two reasons. First, numbers that aren't ours can't be checked against our work. Second, hiring results depend so heavily on the employer's own offer and region that a borrowed figure would mislead you more than it helped. What we can show is the method and the measured results from our HVAC work above, then report your own numbers honestly every month.
How we measure recruiting work
Because we don't have published hiring case studies, here is exactly how we will measure yours:
| Stage | Measure | Why |
|---|---|---|
| Reach | Ad views, careers-page visits by region | Are the right people seeing it? |
| Interest | Applicants, by source | Which channels work? |
| Fit | Qualified applicants | Are they the right level and trade? |
| Conversion | Interviews, offers, acceptances | Does the offer hold up? |
| Retention | Still employed at 90 days | Did the ad set honest expectations? |
| Cost | Cost per qualified applicant, cost per hire | Is the spend worth it? |
Every HVAC case study we've published sits on one page at hvac.agency/case-studies. For the arithmetic behind cost per hire, read our hiring-funnel guide, and see pricing for plan costs.
Frequently asked questions
Do you have recruiting case studies?
Not published ones yet. Rather than invent hiring numbers, we show measured results from our HVAC customer-marketing work and explain how we measure recruiting campaigns: applicants, qualified applicants, interviews, hires and cost per hire.
Why should HVAC lead results matter to an electrical or roofing employer?
Because the tools are the same: pages that answer real questions, visibility in the right area, proof, and fast follow-up. What differs is the audience and the outcome measured, which we explain on this page.
Can you get us results like these?
We can't promise any specific outcome. Hiring depends on your offer, your region and how quickly your team replies. What we can promise is a clear plan and honest monthly reporting.
Where can I see more results?
HVAC.Agency publishes the full set of case studies at hvac.agency/case-studies.