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How to Train and Grow Your Own Technicians From Scratch

📅 September 23, 2025 ⏱️ 31:40 🎤 Adam Sylvester, Stephen Jobe, Rich Camacho

Chapters

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  • 0:00
    Training vs. Hiring Problem
    Adam introduces the core premise that capacity issues often stem from a lack of training rather than a lack of available hires.
  • 0:33
    Authenticity & Expectations
    Stephen discusses the importance of authenticity and clear expectations when bringing new, younger technicians into the trades.
  • 4:17
    Effective Training Methods
    Stephen outlines a stair-step approach to training, starting with basic tasks and gradually increasing responsibility while providing support.
  • 11:38
    Engaging Trade Schools
    Rich highlights the importance of contractors actively engaging with trade schools and CTE programs to influence curriculum and recruit future talent.
  • 18:29
    Software & Automation
    The discussion shifts to how software like Jobber eliminates chaos, improves efficiency, and aids in training and retaining employees.
  • 22:30
    Career Trajectory & Retention
    Stephen stresses the need for clear promotional ladders and a long-term vision to retain young technicians within the company.
  • 26:22
    Integrity in Hiring
    Stephen shares his approach to identifying good candidates, focusing on trust and integrity during the interview and probation period.

Speakers

A
Adam Sylvester
Host
S
Stephen Jobe
Owner, Jobe and Sons Plumbing
R
Rich Camacho
CEO and Co-founder, BlueRecruit

Key Takeaways

✦

Address your 'training problem' by investing in structured development for new hires, rather than solely focusing on recruiting experienced technicians.

✦

Be authentic and set clear expectations with new hires, including the less glamorous aspects of the job, to build trust and prevent 'bait and switch' feelings.

✦

Actively engage with local trade schools, CTE programs, and community colleges to showcase your company's tools and practices, and to build a pipeline of future talent.

✦

Implement a phased training program (e.g., 'stair-step') that gradually increases responsibility and provides continuous support, allowing new technicians to grow confidently.

✦

Utilize software and automation (like Jobber) to streamline operations, reduce chaos for employees, and facilitate smoother onboarding and daily workflows.

✦

Establish clear career advancement paths and long-term incentives to motivate and retain younger technicians, demonstrating a commitment to their growth.

✦

Prioritize candidates who demonstrate humility, integrity, and a willingness to learn during the hiring process, even if they lack immediate experience.

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