You can't hire experienced techs — there aren't enough of them, and the good ones aren't leaving. So you hire for attitude and train on the job, which means your best technicians spend billable hours teaching, every truck teaches something different, and one resignation erases months of tribal knowledge. There's a better onboarding pathway.
A helper who can't run calls solo isn't just unbillable — he's occupying a seat in a truck that used to produce revenue. Every month of ramp you shave is a month of margin you keep.
Your best tech is your most expensive trainer — and every hour spent explaining Ohm's law in a driveway is an hour not spent on the jobs only he can do.
Five trucks, five curricula. What a new hire learns depends on who he rides with — and when he quits, the training leaves with him. A structured pathway survives turnover.
Buy a seat the day you make the hire — one at a time, no blocks. Your cohort, your class, your reporting. New location? New class.
Five to ten hours a week — on the clock or as a condition of advancement. Your hire troubleshoots virtual furnaces, panels, and refrigeration circuits before touching a customer's equipment. You watch quiz scores and time-on-task per tech, per branch.
EPA 608 for anyone handling refrigerant, OSHA 10, NATE Ready-to-Work — exam attempts included. Your techs carry cards, not just experience claims.
Your senior techs verify skills instead of teaching vocabulary. Ramp compresses, consistency goes up, and the pathway is still there for the next hire — and the next location.
No implementation project. When a partner's training lab closed for asbestos remediation, 40 of their people were in VR labs five days later. Employer cohorts launch on the same timeline.
Cohorts segmented by branch, crew, or client — each with its own roster, gradebook, and reporting. Compare locations at a glance.
PO and ACH invoicing, per-hire seat licensing, and one-year terms that start when each tech starts — not when the contract is signed.
Core programs available in both — train the crew you actually have.
Every simulation runs on a standard desktop. Add Quest 3 headsets if and when you want the full lab experience.
Direct line to the team that runs the programs. Call 800-485-7986 — a person answers, usually the same day.
One seat is $999 for a full year — less than most shops bill for a single day of one technician's work. If the pathway shaves even two weeks off ramp, gets one hire EPA-certified before busy season, or saves your senior tech a few driveway lectures a week, it has paid for itself several times over. Start with five seats, add one per hire.
Book a 30-minute walkthrough — we'll map your roles to programs and have a cohort plan in front of you this week.
Build your onboarding pathway