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If you’ve ever Googled “Service Technician job description,” you’ve probably run into the same problem:
Every post looks the same.
They’re just copy-paste lists of duties, vague buzzwords, and outdated bullet points pulled from old HR playbooks.
No context. No personality. No real insight into who the right person actually is—or why they should care about the job.
But here’s the truth most job description templates miss:
Top candidates don’t get excited by checklists. They want to know what they’re walking into. Who they’ll work with. What the company stands for. And whether it’s worth their time.
So if your job post reads like a formality, it won’t attract quality applicants. It’ll attract fast applicants.
And those aren’t the people who stick.
Before we dive in, we highly recommend reading our full guide on how to write a job post that attracts top talent , Link https://workscreen.io/how-to-write-a-job-post/ It breaks down the exact format modern companies are using to attract top-tier candidates—without relying on boring bullet points.
In this article, you’ll learn:
- What a Service Technician really does (in plain English)
- 2 job post templates you can use (one for experienced hires, one for entry-level)
- A breakdown of why those templates work
- A real example of a bad job description (and what to fix)
- Bonus tips that help you stand out
- How to use AI the right way when creating a job post
- A copy-paste template you can customize in minutes
- And a better way to evaluate applicants with io
If you want to stop attracting the wrong people—and start hiring Service Technicians who actually care about the work—this guide is for you.
Smart Hiring Starts Here
WorkScreen simplifies the hiring process, helping you quickly identify top talent while eliminating low-quality applications. By saving you countless hours and reducing the risk of bad hires, it empowers you to build a team that delivers results
What Does a Service Technician Actually Do?
Let’s cut through the jargon.
A Service Technician is the person who keeps things running—literally.
They install, maintain, troubleshoot, and repair equipment or systems, depending on the industry. That could mean HVAC units, electrical systems, vehicles, manufacturing machines, or even complex tech setups.
But it’s not just about fixing things.
A great Service Technician is part problem-solver, part customer support, and part brand ambassador.
They show up on time. They explain issues clearly. They make customers feel like someone competent is in control—and they leave things better than they found them.
So when you’re hiring for this role, you’re not just looking for someone who knows how to tighten bolts or swap out parts.
You’re looking for:
- Someone who can work independently without cutting corners
- Someone who communicates clearly with both teammates and customers
- Someone who takes pride in doing things the right way—even when no one’s watching
The technical stuff can often be taught. But responsibility, calm under pressure, and good communication?
Those are what make the difference between someone who fixes a problem—and someone who keeps the customer coming back.
Two Great Service Technician Job Description Templates
We’ll provide two tailored job description options:
1.✅ Option 1: For employers looking to hire an experienced candidates with prior experience.
2.Option 2: For employers open to hiring entry-level candidates or those willing to train someone with potential.
✅ Option 1: Job Description For Experienced Service Technician
🔧 Job Title: Experienced Service Technician – Commercial HVAC (at Redline Mechanical)
📍 Location: Tulsa, OK
💼 Type: Full-Time | In-Person
💰 Pay: $28–$34/hr (Based on experience)
🎥 Meet Your Future Supervisor
Watch this short video from Anthony, our Service Lead at Redline, to hear what we’re working on and who we’re looking for:
👉 [Insert Loom or YouTube link]
🏢 Who We Are
At Redline Mechanical, we’ve spent the last 12 years serving commercial clients across Oklahoma with large-scale HVAC installs, responsive service, and long-term maintenance. We’re a team of 25+ technicians, project managers, and dispatch staff who believe that technical excellence and honest service still matter. Our clients include schools, warehouses, banks, and healthcare facilities. When something breaks, we don’t just fix it—we fix it right.
🧠 What You’ll Be Doing
This isn’t an entry-level role—we’re looking for a technician who knows their stuff. You’ll be:
- Diagnosing and repairing commercial HVAC systems (rooftop units, split systems, chillers, etc.)
- Performing preventive maintenance for long-term contracts
- Communicating clearly with facility managers and dispatch
- Documenting service reports and keeping digital records up to date
- Training junior techs and helping elevate the team
- Managing your schedule independently with support from dispatch
👀 What We’re Looking For
- 3+ years of commercial HVAC experience
- EPA Certification and valid driver’s license
- Strong troubleshooting and diagnostic skills
- Excellent communication and a professional demeanor
- Comfortable using mobile work order systems (we use ServiceTitan)
🌟 Why This Role Is a Great Fit
At Redline, you won’t be micromanaged or left on an island. You’ll work on complex jobs that challenge you, with a team that’s got your back. You’ll have real autonomy, access to new tools, and a leadership team that listens when you speak up. If you want to grow into a lead or training role, this is your path.
🎁 Perks and Benefits
- Health, dental, and vision insurance (starts after 60 days)
- Paid time off (up to 3 weeks annually) + paid holidays
- Company van + fuel card + iPad
- Tool allowance + annual boot reimbursement
- $500/year in continuing education or certifications
- Performance-based bonuses each quarter
🤝 How to Apply
We respect your time. That’s why we use WorkScreen—so you’re evaluated based on strengths, not buzzwords.
Click the link below to complete your short, structured evaluation:
👉 [Insert WorkScreen Link]
🌱 Option 2: Job Description For Entry Level Candidate (We’ll Train You)
🔧 Job Title: Entry-Level Service Technician (Training Provided) – At Horizon Energy Systems
📍 Location: Mesa, AZ
💼 Type: Full-Time | In-Person
💰 Pay: $18–$23/hr (Based on attitude and work ethic)
🎥 Hear From Our Founder
In this 90-second video, our founder Lisa shares what it’s like to be part of Horizon and how we support new techs from Day 1:
👉 [Insert Loom or YouTube link]
🏢 Who We Are
Horizon Energy Systems is an award-winning residential and light commercial energy service company that helps Arizona homes stay cool and efficient. Since 2006, we’ve specialized in energy audits, insulation installs, solar ventilation, and HVAC support. Our mission is simple: do right by our customers, teach our team to grow, and never stop improving. We’re a tight-knit crew of 20, with a culture built around trust, mentorship, and problem-solving.
🧠 What You’ll Be Doing
As a Junior Tech, you’ll:
- Assist with HVAC and attic ventilation installs
- Learn to troubleshoot common issues in the field
- Shadow senior techs on diagnostic calls
- Keep the truck stocked, organized, and field-ready
- Communicate clearly with clients and team leads
- Get hands-on training every week to build your skills
👀 What We’re Looking For
- A strong work ethic and willingness to learn
- Good communication and a team-player mindset
- Reliable transportation and valid driver’s license
- Comfort working in attics, rooftops, and hot environments
- No experience required—just coachability
🌟 Why This Role Is a Great Fit
If you’re tired of dead-end jobs and want a long-term path in the trades, this is your starting point. We don’t just throw you in—we train, mentor, and invest in your growth. Many of our senior techs started in this exact role. This isn’t just a paycheck—it’s a skilled career you can grow into.
🎁 Perks and Benefits
- Paid training with weekly mentorship sessions
- $500 annual training credit for certifications or tools
- Health and dental coverage (starting at 90 days)
- PTO and flex scheduling after 6 months
- Access to trade school partnerships and tuition support
- $250 referral bonus for bringing in new techs
🤝 How to Apply
We use WorkScreen to keep the hiring process fair and efficient.
Apply using the link below and complete a short evaluation to show us what you can do:
👉 [Insert WorkScreen Link]
Don’t let bad hires slow you down.
WorkScreen helps you identify the right people—fast, easy, and stress-free.
Why These Service Technician Job Posts Actually Work
Most job descriptions fail because they treat the post like a formality. These two examples? They treat it like a conversation with a future team member. Let’s break down why they’re effective:
🔧 Experienced Service Technician (Redline Mechanical)
✅ 1. The Job Title Is Clear and Specific
Instead of a vague title like “Technician,” it says exactly what the job is, where it’s based, and who it’s for:
“Experienced Service Technician – Commercial HVAC (at Redline Mechanical)”
That builds instant relevance and filters in the right candidates.
✅ 2. The Video Humanizes the Company
By including a Loom or YouTube link from the Service Lead, candidates get to see who they’d be working with. That makes the opportunity feel more real and trustworthy.
✅ 3. The “Who We Are” Section Feels Real
No generic placeholder copy—this section gives a quick, specific snapshot of the company’s history, client base, team size, and what they’re known for. It sets context and makes the brand feel established.
✅ 4. The Responsibilities Are Written Like a Real Day on the Job
Instead of listing generic tasks, it shows what the role looks like in motion:
- Working on commercial rooftop units
- Using ServiceTitan
- Training junior techs
This creates mental imagery that helps the candidate imagine themselves in the role.
✅ 5. The “Why This Role Is a Great Fit” Section Does the Selling
It speaks directly to the candidate’s mindset:
“You won’t be micromanaged… You’ll work on complex jobs that challenge you.”
This connects on an emotional level and appeals to self-motivated, experienced techs.
✅ 6. The Perks and Benefits Are Transparent and Practical
Everything is listed clearly—insurance timelines, bonuses, tool allowance, continuing education.
No fluff. Just real, useful perks.
✅ 7. The Application Process Is Respectful
WorkScreen is introduced as a fair way to assess skills.
No resume black holes. No vague “we’ll contact you if interested.” That builds trust.
🌱 Entry-Level Service Technician (Horizon Energy Systems)
✅ 1. It Speaks to People Who Want a Career—Not Just a Job
This post doesn’t just say “no experience needed.” It reframes the opportunity:
“This isn’t just a paycheck—it’s a skilled career you can grow into.”
That kind of message attracts loyal, driven candidates—not job hoppers.
✅ 2. The Video Builds Trust and Culture Fit
Hearing directly from the founder adds warmth and credibility.
It also signals: “This is a small company that cares.”
✅ 3. The “Who We Are” Section Tells a Mission-Driven Story
It highlights the company’s focus on energy efficiency, mentorship, and doing right by customers.
That narrative attracts purpose-driven applicants—not just people looking for any entry-level job.
✅ 4. The “What You’ll Be Doing” Section Shows Progression
It starts with shadowing and ends with independent work.
That creates a path, which is more motivating than just saying “help install stuff.”
✅ 5. Requirements Are Framed As Encouraging, Not Exclusionary
There’s a clear message:
“No experience required—just coachability.”
This widens the talent pool without lowering the bar for attitude or character.
✅ 6. Perks and Benefits Feel Tailored for New Techs
- Paid training
- $500 annual credit
- Flex scheduling
These benefits speak directly to someone just starting out in the trades—and they show that the company is investing in them.
✅ 7. The CTA Is Friendly and Fair
Instead of saying “send us your résumé,” it invites the candidate into a clear, modern process.
No guesswork. No ghosting.
🚀 Bottom Line
Both job descriptions are:
- Clear (no vague terms or buzzwords)
- Warm (human intros and real voices)
- Transparent (especially about pay, benefits, and process)
- Tailored (written for the kind of person you actually want to hire)
That’s how you attract better candidates and reduce bad hires.
What a Bad Service Technician Job Description Looks Like (And Why It Doesn’t Work)
To really understand what makes a job post effective, it helps to look at one that misses the mark.
Here’s a real-world-style example of a generic, outdated job description—and a breakdown of what’s wrong with it.
❌ Bad Job Post Example
Job Title: Service Technician
Location: Phoenix, AZ
Job Type: Full-Time
Salary: Based on experience
Job Summary
We are seeking a Service Technician to install, maintain, and repair HVAC and related mechanical systems. The successful candidate will be responsible for ensuring customer satisfaction and completing tasks in a timely manner.
Responsibilities
- Perform routine service and maintenance
- Diagnose and repair HVAC units
- Complete paperwork and service reports
- Follow safety procedures
Requirements
- High school diploma or GED
- 2–3 years of experience
- Valid driver’s license
- Strong communication skills
How to Apply
Send your resume and cover letter to hr@companyname.com. Only shortlisted candidates will be contacted.
🧨 Why This Job Post Falls Flat
Let’s break down what went wrong—and how it could’ve been better:
🚩 1. Generic Job Title
Just calling it “Service Technician” doesn’t say what kind of technician, what industry, or what the company does.
It could be HVAC, automotive, telecom, or field tech. A vague title means you’ll get a vague applicant pool.
🚩 2. No Introduction or Human Element
There’s no company story, no mission, no “why.” It jumps straight into tasks without telling the candidate who they’d be working for—or why they should care.
🚩 3. No Mention of Culture or Work Environment
Is this a small team or a large company? Do they value growth, mentorship, or quality over speed?
There’s zero context to help the candidate figure out whether they’ll fit in.
🚩 4. Responsibilities Are Dry and Repetitive
“Perform maintenance. Diagnose issues. Fill out paperwork.”
These bullet points are technically accurate—but they’re not engaging. There’s no insight into what the day-to-day feels like, or how this work supports the team or customer.
🚩 5. No Salary Transparency
“Based on experience” isn’t enough. Serious candidates want to know if the pay is competitive before they invest time applying.
Leaving it out just signals that you’re playing it safe—or worse, lowballing.
🚩 6. Hiring Process Feels Cold
“Only shortlisted candidates will be contacted.”
This is one of the most off-putting lines you can include. It tells candidates, “Don’t expect to hear from us unless we want something.” In today’s market, that’s not just unkind—it’s damaging to your brand.
🚩 7. No Perks, Benefits, or Growth Path
There’s no mention of insurance, time off, training, tools, bonuses—nothing that answers the question, “What’s in it for me?”
🚩 8. Zero Personality in the CTA
“Send your resume.”
There’s no warmth, no motivation, no explanation of what happens next. It feels like a transaction, not an invitation.
🧠 What You Should Take From This
This kind of job post doesn’t filter for great talent. It doesn’t excite or inform. It doesn’t say anything meaningful about the company—or the role.
If you post something like this, you’ll attract candidates who are just mass-applying to everything. Not the ones who want to grow, solve problems, and represent your company well.
The fix isn’t complicated. You just need to show who you are, speak directly to the right person, and respect their time.
Bonus Tips to Make Your Job Description Stand Out
If you want your job post to attract real people—not just résumé blasters or AI-generated applicants—these small details can make a big difference.
✅ 1. Add a Security & Privacy Notice
Let candidates know you take their privacy seriously.
This builds trust, especially in industries where scams and identity theft are rising.
Example:
🔒 “We take the security and privacy of all job applicants seriously. We will never ask for payment, banking details, or personal financial information at any point during the hiring process.”
✅ 2. Mention Leave Days or Flex Time
Work-life balance matters—even in hands-on, field-based roles.
When you include time off policies, you send the message: “We don’t just care about productivity. We care about people.”
Example:
“Enjoy up to 3 weeks of paid time off, plus flexible scheduling options after 6 months on the job.”
✅ 3. Highlight Training & Growth Opportunities
Top performers want to get better. If you invest in your team, say so—and be specific.
Example:
“We’ll cover the cost of certifications, offer $500/year in training credits, and promote from within whenever possible.”
✅ 4. Include a Video From the Hiring Manager or Team
A short Loom or YouTube video (even 60 seconds) lets candidates see who they’re applying to work with—and instantly sets your company apart.
It doesn’t have to be polished. Just honest.
Pro tip: Put the video before the “Who We Are” section to set the tone early.
Here is an example that we used in our master guide on how to write a great job post description , you can check it out here https://www.loom.com/share/ba401b65b7f943b68a91fc6b04a62ad4
✅ 5. Say Something Human About the Process
Most job posts are cold. You can stand out by writing something like:
“We know applying takes time. That’s why we reply to every applicant and give clear updates throughout the process.”
Or even:
“Whether you get the role or not, you’ll leave with clarity—not radio silence.”
✅ 6. Use Plain English—Not Corporate Speak
Skip phrases like “synergize across departments” or “drive operational efficiencies.”
Just say what you mean: “You’ll help our service team stay organized and get jobs done right.”
✅ 7. Call Out Non-Traditional Candidates (When Appropriate)
If you’re open to training someone new, say so.
This instantly expands your candidate pool and helps you find high-potential people who might have been overlooked elsewhere.
Example:
“No experience? No problem. If you’ve got a strong work ethic and a willingness to learn, we’ll teach you everything you need to know.”
These details may seem small—but they show thoughtfulness, clarity, and respect.
And that’s what great candidates are really looking for.
Should You Use AI to Write Your Job Description?
Short answer: Yes—but not without your input.
We get it. Writing job posts takes time. That’s why many teams use AI to generate job descriptions at the click of a button. In fact, some Applicant Tracking Systems (ATS) like Manatal and Workable even include AI-generated templates.
But here’s the problem:
❌ Why You Shouldn’t Rely on AI Alone
Using AI without context leads to the exact problem we talked about earlier—
Generic, lifeless job posts that attract the wrong people.
Here’s what happens when you ask AI to “write a job post for a Service Technician” with no additional input:
- You get a post filled with buzzwords and vague tasks
- It lacks personality, culture, or tone
- It sounds like every other post online
- It reflects none of your actual company values
That may save you 10 minutes—but it’ll cost you in weak applications and poor hires.
✅ The Right Way to Use AI in Hiring
AI isn’t bad—it just needs better direction.
If you use it as a writing assistant, not a replacement, it can help speed up your process without watering down your message.
Here’s how to prompt it properly:
“Help me write a job description for our company, Redline Mechanical. We’re hiring a Service Technician to help diagnose and repair commercial HVAC systems for clients across Oklahoma. Our culture is based on autonomy, craftsmanship, and professionalism. We want to attract candidates who are skilled, responsible, and take pride in quality work. We offer paid certifications, health benefits, PTO, and quarterly bonuses. We use WorkScreen to evaluate applicants fairly and avoid bias. Here are some rough notes I’ve written to get you started: [Paste your outline or key points].”
You’re giving it:
- The company story
- The tone you want
- The real responsibilities
- The kind of person you’re trying to attract
- The benefits and application process
Then let AI organize it, polish it, and refine your language.
🔧 Think of AI as a power tool:
If you use it properly, it’ll save you time.
If you use it lazily, it’ll build something fragile.
Hiring doesn’t have to be hard.
If your hiring process is stressful, slow, or filled with second-guessing—WorkScreen fixes that. Workscreen helps you quickly identify top talent fast, eliminate low-quality applicants, and make better hires without the headaches.
Need a Quick Copy-Paste Job Description?
We get it—sometimes you just need something fast.
Maybe you’ve already read this guide, understand what makes a strong job post, and just want a solid starting point you can tailor to your brand. That’s what this is.
Below are two Service Technician job description templates you can copy, paste, and customize in just a few minutes.
✏️ Important Reminder:
Don’t copy this word-for-word and expect magic.
This is a foundation, not a final draft.
Add a Loom video, inject your team culture, and edit the details to reflect your actual company.
In this section, you’ll find two ready-to-use job description templates for quick copy-paste use — but please remember, like we mentioned above, don’t just copy them word-for-word and expect results.
Think of these as starting points, not final drafts.
- Option 1: A more conversational, culture-first job description that highlights personality and team fit.
- Option 2: A more structured format, including a Job Brief, Responsibilities, and Requirements for a traditional approach.
✅ Option 1: Conversational Job Description Template (Culture-First Style)
🔧 Job Title: Service Technician – Residential HVAC
📍 Location: [City, State]
💼 Type: Full-Time
💰 Salary: $24–$30/hr (Based on experience)
🎥 Meet Your Supervisor
Before you scroll down, here’s a quick 90-second video from [Hiring Manager Name] explaining who we are and what we’re looking for:
👉 [Insert Loom or YouTube link]
🏢 Who We Are
We’re [Company Name], a family-run HVAC service company that’s been serving homeowners across [Region/State] for over a decade. Our clients trust us because we don’t just fix problems—we help people feel confident in their homes again. We care about craftsmanship, customer service, and doing things right the first time.
🧠 What You’ll Be Doing
You’ll:
- Diagnose and repair residential HVAC systems
- Perform seasonal maintenance and tune-ups
- Communicate with homeowners about solutions
- Complete reports and stay organized using mobile tools
- Support teammates and share insights in weekly team huddles
👀 What We’re Looking For
- 2+ years of HVAC experience
- EPA Certification and valid driver’s license
- Strong diagnostic and communication skills
- Comfortable using mobile apps and documentation tools
- Someone who takes pride in their work and shows up on time
🌟 Why This Role Is a Great Fit
If you’re tired of being just another cog in the system and want to work somewhere where your skill is valued and your input matters, this is it. We’re a close-knit team that backs each other up, gets the job done, and always tries to do right by the customer.
🎁 Perks and Benefits
- Paid holidays and PTO
- Health and dental insurance
- Tool and uniform allowance
- Quarterly performance bonuses
- Career development and certification support
🤝 How to Apply
We respect your time. That’s why we use WorkScreen to evaluate applicants based on strengths—not just resumes.
Click the link below to complete your short, structured evaluation:
👉 [Insert WorkScreen Link]
📄 Option 2: Traditional Job Post Format (Job Brief + Duties + Requirements)
Job Title: Service Technician
Location: [City, State]
Job Type: Full-Time
Salary: $24–$30/hr
Job Brief
We’re hiring a skilled Service Technician to join our HVAC service team. You’ll be responsible for troubleshooting, repairing, and maintaining residential heating and cooling systems. You should be customer-focused, technically confident, and reliable in the field.
Key Responsibilities
- Diagnose and repair HVAC equipment (furnaces, AC units, heat pumps)
- Complete preventive maintenance on residential systems
- Communicate clearly with dispatch and homeowners
- Maintain accurate service records using mobile apps
- Follow all safety protocols and uphold company standards
Requirements
- Minimum 2 years of experience in HVAC service
- EPA Certification (Type II or Universal)
- Valid driver’s license and clean driving record
- Ability to lift 50 lbs and work in attics, crawl spaces, etc.
- Excellent communication and problem-solving skills
Perks and Benefits
- Paid time off and company holidays
- Health, dental, and vision insurance
- Company truck and tool allowance
- Training and certification assistance
- Bonus opportunities based on performance
How to Apply
Apply through our WorkScreen link to complete a short, skills-based evaluation. It’s fast, fair, and helps us find the best fit for the team.
👉 [Insert WorkScreen Link]
After You Post the Job—Let WorkScreen Handle the Rest
A strong job description gets attention. But it’s only the first step.
Now you need to evaluate who’s actually qualified—and who just submitted a résumé.
That’s where WorkScreen.io comes in.
🧠 WorkScreen helps you:
✅ Quickly identify your most promising candidates
WorkScreen automatically evaluates, scores, and ranks applicants on a performance-based leaderboard—making it easy to spot top talent, save time, and make smarter, data-driven hiring decisions.
✅ Easily run one-click skill tests
With WorkScreen, you can administer one-click skill tests to assess candidates based on real-world ability—not just credentials like résumés and past experience. This helps you hire more confidently and holistically.
✅ Eliminate low-effort applicants
WorkScreen automatically eliminates low-effort applicants who use AI Tools to apply, copy-paste answers, or rely on “one-click apply.” This way, you focus only on genuine, committed, and high-quality candidates—helping you avoid costly hiring mistakes.
WorkScreen helps you hire smarter—fast.
Whether you’re hiring an experienced technician or training someone from scratch,
Create a skills-first hiring process your team can trust.
Frequently Asked Questions About Hiring a Service Technician
Beyond technical knowledge, great Service Technicians combine hands-on ability with people skills. Look for candidates who have:
- Strong troubleshooting and diagnostic skills
- Attention to detail when following safety procedures
- Clear, respectful communication—especially with customers
- The ability to work independently and manage their schedule
- A sense of accountability and pride in their work
Bonus points if they’re tech-savvy (comfortable using tablets or field service apps), as many teams are moving toward paperless workflows.
In the U.S., Service Technician salaries vary depending on experience, industry, and location. Here’s a general breakdown:
- Entry-Level: $18–$22/hr
- Mid-Level (2–4 years): $24–$30/hr
- Experienced (5+ years): $30–$40/hr or more
Specialized technicians in fields like commercial HVAC, industrial repair, or high-end appliance service can earn well above the national average—especially in high-demand regions.
While requirements vary by field, common certifications include:
- EPA Section 608 Certification (for HVAC techs)
- NATE Certification (North American Technician Excellence)
- Manufacturer-specific certifications (Lennox, Trane, etc.)
- OSHA 10 or 30 (for safety awareness in field service roles)
Not every candidate will have these from the start—but if you’re hiring for a specialized industry, these are worth asking about.
Some warning signs to look out for during interviews or test tasks:
- Vague answers to troubleshooting questions (“I usually just check everything.”)
- Poor attitude when discussing past team experiences
- Overstated résumés with no hands-on examples
- Discomfort with technology if your team uses apps or scheduling software
- A “just tell me what to do” mindset—versus taking initiative
