Retired technicians can train your new hires and handle the calls nobody else can.
In this article
Why it works
Experienced technicians retire but often want to stay active. Their knowledge can shorten training and improve quality.
Where to find them
Supply houses, trade groups and former employees.
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Part-time roles
Two or three days a week.
Mentoring
Ride-alongs with new techs.
Inspections and quality checks
Less physical work.
Phone support
Helping techs in the field.
Physical limits
Avoid roofs and crawl spaces when needed.
Pay
Fair hourly rate and flexible hours.
Where to start
Ask your supply house counter staff if they know retired techs who still want to work a little.
An example
A retired HVAC tech mentored two new hires three days a week. Their callbacks dropped within months.
Common mistakes
Full-time expectations, heavy physical work and no clear role.
What to track
Track callbacks and first-time fix rates of techs mentored by the senior tech, and how many hours of support they provide each week.
Questions to ask your team
Who on the team would benefit most from a mentor? Which calls do you struggle with most? What questions do you wish you could ask someone experienced?
Price every call so it pays.
We help service businesses set clear policies, book better jobs and turn more calls into profitable work.
Frequently asked questions
What roles fit semi-retired technicians?
Mentoring, ride-alongs, inspections, quality checks, phone support for field techs and part-time service calls.