Stop hiring people
who can't do the job.
Evy is the AI interviewer that actually knows the trade — probing follow-ups on EPA 608, voltage troubleshooting, code, and refrigerant handling, so the candidate sitting in your office on Monday can really do the work.
Your trucks shouldn't sit idle.
Every day a truck doesn't roll, that's $1,200–$3,000 in revenue gone. Your dispatcher is short. Your senior techs are doing two-man jobs alone. And the candidates you do bring in for ride-alongs? Half of them can't actually wire a thermostat.
A typical month today
What hiring actually looks like
- —Indeed dumps 200 résumés. You read maybe 30.
- —"5 years experience" turns out to be 5 months.
- —Schedule 8 in-person interviews. 5 no-show.
- —Send Mike out on a ride-along. Comes back: "Couldn't even pull a vacuum."
- —You're the bottleneck — every résumé screen is YOU.
- —Two trucks parked. Three weeks. Counting.
A month with Evy
What your dispatcher will love on Monday
- Every applicant gets a 12-min technical interview, day or night, on their phone.
- "I have my EPA 608" → Evy probes: "Universal or Type II? Walk me through recovering R-410A."
- Only candidates who actually pass the technical reach your inbox.
- Two-way reminders + commitment ladder cuts no-show rate by ~62%.
- Every shop in the franchise screens to the same standard.
- You ride-along with 3 real candidates instead of 12 maybes.
A non-tech recruiter can't tell if a candidate is BSing.
Evy can.
We trained Evy on real journeyman-level material — code books, manufacturer service literature, EPA & OSHA standards, and 2,000+ hours of senior-tech ride-along recordings. She doesn't just ask scripted questions. She listens to the answer and probes deeper, exactly like your best foreman would.
- EPA 608, NEC, IPC, IMC — Evy speaks the codes
- Adapts mid-interview to candidate experience level
- Catches BS by question 3, every time
- Calibrated against 2,000+ senior-tech ride-along hours
You mentioned you have your EPA 608. Universal or Type II?
"Type II. I work mostly residential."
Walk me through recovering R-410A from a residential split. What's the first thing you do at the unit?
Strong technical depth · accurate refrigerant handling sequence · mentioned vacuum & micron gauge unprompted · matches journeyman-level rubric.
ACTUAL TRANSCRIPT EXCERPT — REDACTED CANDIDATE NAME
Every shop screens to the same standard.
"This manager hires soft, that one hires hard" is over. Every location interviews against the same rubric, the same competency bank, and the same scoring model — with a corporate dashboard that shows pass-through, time-to-fill and quality side-by-side.
Corporate defines the rubric. Shops apply it. No drift across locations or hiring managers.
See pass-through rate, time-to-fill, no-show, and 90-day retention by location, role and manager.
Each location keeps its own pipeline, brand, and dispatch — corporate gets aggregate read-only insight.
A great candidate who didn't fit Shop A can be visible to Shop B with one consent click.
Patterns in interview quality and accept-rate flag locations losing hiring discipline before retention craters.
Every interview, transcript and score retained per your policy — same record in every shop.
Lives next to dispatch. Speaks your stack.
Connect your sources
Indeed, ZipRecruiter, Hireology, your career page — all candidates flow into one inbox.
Evy interviews 24/7
12-minute technical interview, branded as your shop. Candidate's phone, candidate's hours.
Service manager reviews
Top scores hit your dashboard with transcript, recording, and rubric breakdown. One click to advance.
Ride-along the real ones
You ride-along with 3 candidates who can do the work — not 12 maybes who'll waste a foreman's day.
Native to the trades stack
How much revenue is parked in your yard?
The trades don't sign contracts on vibes.
We went from 14 days to fill a journeyman seat to under 3. Two trucks back on the road in a week.
Evy caught a guy who claimed 8 years residential — couldn't even describe a TXV. Saved us a $12k mistake.
Every shop in our 14-location franchise is now screening to the same standard. Quality finally consistent.
Our dispatcher used to call me crying. Now she's got a bench list. That's worth the price right there.
Cut no-shows by 60%+. We were burning a foreman's whole afternoon on candidates who didn't bother showing.
Evy probes EPA 608 like a senior tech would. I listened to a recording and thought I was hearing my best foreman.
Recovered around $1.8M last year just by getting trucks rolling 9 days faster on average. Math is brutal.
Used to interview 12 maybes to find one tech. Now I ride-along with 3 and hire 2 of them.
Phone screens at 9pm and weekends — half our hires came from interviews we never would have run.
The franchise corporate office finally gave us a tool that respects how trade hiring actually works.
We went from 14 days to fill a journeyman seat to under 3. Two trucks back on the road in a week.
Evy caught a guy who claimed 8 years residential — couldn't even describe a TXV. Saved us a $12k mistake.
Every shop in our 14-location franchise is now screening to the same standard. Quality finally consistent.
Our dispatcher used to call me crying. Now she's got a bench list. That's worth the price right there.
Cut no-shows by 60%+. We were burning a foreman's whole afternoon on candidates who didn't bother showing.
Evy probes EPA 608 like a senior tech would. I listened to a recording and thought I was hearing my best foreman.
Recovered around $1.8M last year just by getting trucks rolling 9 days faster on average. Math is brutal.
Used to interview 12 maybes to find one tech. Now I ride-along with 3 and hire 2 of them.
Phone screens at 9pm and weekends — half our hires came from interviews we never would have run.
The franchise corporate office finally gave us a tool that respects how trade hiring actually works.
The Trades FAQ.
Does Evy actually understand the trade — or is it a generic chatbot?
What trades do you currently support?
How does Evy keep multi-location shops consistent?
What about candidates who aren't great with phones / tech?
Will candidates feel like they're talking to a robot?
How does Evy handle wrong or BS answers?
Will it integrate with our scheduling / dispatch tool?
How do you protect against bias and stay compliant?
What does pricing look like for a multi-truck shop?
How long until we're running interviews?
Hiring for a different team?
Park fewer trucks. Hire real techs.
A 15-minute call with someone who knows the difference between a TXV and a piston.