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Survey: Why people leave HVAC Sales Jobs
about 2 months ago Empty Jason Thornhill
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From the desk of a recruiter...
We see the same patterns of attrition every day. While a competitive salary will get an HVAC Sales candidate to the table, it’s rarely the reason they walk out the door.
Our latest data proves that the modern HVAC sales professional prioritises purpose, products, and mental well-being over the size of their take home pay.
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📌The New HVAC Talent Benchmark
The HVAC sector is experiencing a talent shift. A recent industry-wide survey of our HVAC Sales community, has not only crowned the Best HVAC Manufacturer to Work for but has also delivered a clear mandate to employers: Change your focus or lose your best people.
The winners, Daikin UK and Mitsubishi Electric, set a high bar. As recruiters, we use these companies as a benchmark—they are clearly doing something right when it comes to attracting and, more importantly, retaining experienced professionals (many respondents are in the seasoned 35–54 and 55–64 age groups).
If your HVAC Sales talent retention strategy is solely focused on increasing base pay, you are missing the boat. The reasons people leave HVAC sales—frustration, stagnation, and lack of support—are directly addressed by what the new generation of talent demands.
☎️Arrange a call with me to chat about what to offer your ideal candidates.
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💡The Real Reasons HVAC Sales Professionals Quit (It’s Not Just Money)
Last year's previous research on why people leave HVAC sales identified key issues: lack of opportunity/stagnation (35%) and lack of innovation (19%). Our latest survey confirms these pain points and provides the solution.
Top Factors When HVAC Sales Choose a New Employer:
The data reveals a decisive shift in priorities, with financial factors ranking near the bottom:
25% (Tied for #1): Positive culture & flexibility: Retention Crisis Solved: Directly addresses issues like poor leadership, instability, and feeling "not valued."
25% (Tied for #1): Good products, services, & support: Retention Crisis Solved: Eliminates the frustration of representing uncompetitive or stagnant products (lack of innovation).
19%: Feeling happy at work, low stress: Retention Crisis Solved: Tackles the core issue of burnout and stagnation ("feeling stuck").
11%: Innovation & product development: Value Add: A necessary foundation to allow sales engineers to solve client problems effectively.
10%: Big name & brand reputation: Value Add: Employer branding plays a significant role in attraction.
9%: Good salary, bonus, & commission: The most telling statistic: Financial factors rank second-to-last.
1️⃣ Culture Outranks Cash
The biggest myth we hear in recruitment is that a 10% pay rise will stop an employee from moving. This data shatters that. Instead, Positive Culture & Flexibility (25%) is the leading retention tool. For sales professionals, this translates to:
Autonomy: Giving them the freedom to manage their territory without micromanagement (supported by the 1% valuing Trust & Autonomy).
Stability: A strong, clear culture provides the psychological safety to combat the 11% who previously left due to a need for "greater stability" and uncertainty (e.g., cutbacks).
2️⃣ The Product is Their Weapon
HVAC Sales engineers want to win. They don't want a job where they are constantly undercut by a competitor with superior technology.
The combined value of Good Products/Support (25%) and Innovation (11%) is massive—it’s what allows a salesperson to be a problem-solver rather than an order-taker.
The fact that these factors account for 36% of employee preference is a direct challenge to the 19% of salespeople who previously left due to their employer's lack of innovation. If you are not investing heavily in new technology (like the growth in heat pumps), your top talent will inevitably gravitate toward those companies who are.
3️⃣ Mental Well-being: The New Non-Negotiable
A staggering 19% of respondents prioritise Feeling Happy at Work and Low Stress.
Employee well-being is now more important than financial compensation.
Companies that focus on transparent leadership and a positive work environment will naturally combat the 11% who leave due to poor leadership.
☎️Arrange a chat with me to discuss how points 1-3 above could help with your attraction and retention strategy.
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For HVAC Companies: Your 4-Point HVAC Sales Candidate Attraction Action Plan
As your partner in talent acquisition and retention, here is where your investment needs to go to secure the best of the industry.
1️⃣ Re-Engineer Your Workplace Culture
Implement True Flexibility: This isn't just about hybrid working; it's about trusting your sales team to manage their time and territory autonomously.
Conduct Culture Audits: Benchmark yourself against the winners. Daikin and Mitsubishi Electric aren't just selling HVAC systems—they are selling a great workplace experience.
Prioritise Wellness: Offer robust mental health support or simply ensure managers are trained to spot burnout and reduce unnecessary administrative burden.
2️⃣ Turbocharge Innovation and Product Support
Align Sales with R&D: Sales professionals must be your voice of the customer. If they feel your product roadmap is stagnant, they will move to a more competitive brand.
Invest Heavily in Training: The desire for "Good Support" (25%) implies a deep need for continuous upskilling and technical knowledge transfer, which is key for retention.
3️⃣ Tailor Your Retention Strategy by Age Group
Retention is not one-size-fits-all. The survey showed distinct differences in priorities
Ages 25–34 (Early Career):
Priorities: Good products/services and job satisfaction.
Strategy: Offer innovative products and clearly defined, structured career progression paths to eliminate the risk of feeling "stuck."
Ages 35–54 (Mid-Career & High Financial Responsibility):
Priorities: Positive culture, flexibility, and a stress-free environment. (Highest concern for salary/obligations.)
Strategy: Ensure commission structures are transparent, fair, and achievable. Flexibility is essential to support work-life balance.
Ages 55–64 (Seasoned Professionals):
Priorities: Positive culture and workplace flexibility.
Strategy: Focus on stability, internal mentorship opportunities, and ensuring management values their experience and offers the flexibility they require.
Ages 65+ (Experienced & Brand Loyal):
Priority: Working for a well-known, reputable brand.
Strategy: Emphasise the company's long-term success, market position, and the value of their specific experience.
4️⃣Get the Best Advice and Recruitment Support
Don't leave hiring the best HVAC sales people to chance - your bottom line is too important!
Access Elite Talent: We tap into the "passive candidate" market. Hence, we work with top HVAC Sales professionals who aren't applying but are open to being headhunted for specialised roles.
Time & Resource Efficiency: We manage the entire, time-consuming hiring process (screening, shortlisting, admin), allowing you to focus on core operations.
Expert Market Insight: We provide crucial salary benchmarking and market intelligence, ensuring competitive offers and reducing the risk of a costly "bad hire."
By addressing culture, innovation, and well-being, you are building a fortress around your talent pool. If you fail to act, the candidates we are talking to will continue to name rising stars like Clade Engineering and Qvantum as exciting places to build their careers, leaving established manufacturers behind.