Keep the techs you already trained.
Good HVAC techs are the hardest trade to replace right now. Group benefits and a retirement match cost less than constantly recruiting — and they're far harder for a competitor to match on the spot than another dollar an hour.
- Keep your people: Coverage and a retirement match your crew can't get at the next shop — the one thing a competitor can't match on the spot with an extra dollar an hour.
- Control the cost: We're independent, so every renewal gets benchmarked against the real market before you sign it. No rubber-stamped increases.
- Zero work for you: Enrolment, employee questions, claims problems and new hires come to us — not to your desk at 9pm.
Limited roster — every application read personally by a partner
Employees — the shop sizes we build plans for
The whole fit review. No cost, no obligation.
Business days to a straight answer, either way
What it actually costs HVAC companies to keep losing people
The cost never shows up as a line item. It shows up in overtime, callbacks and the jobs you had to turn down.
Your best tech gets recruited mid-season.
Losing a senior tech in July means turning away installs in your highest-margin months — and paying a premium for whoever is left on the market.
Seasonal surges make retention a year-round problem.
Techs who feel like seasonal labour act like it. A benefits plan signals a career, which is what keeps them through the shoulder seasons.
You answer wage demands with wage increases.
Every raise is permanent, fully taxable to the employee, and instantly matchable. It buys loyalty for about one pay cycle.
The companies recruiting your crew have benefits.
When a tech with a family compares two offers, dental, drugs and disability win. Without a plan you're competing on rate alone.
What turnover is costing you this year
Move the numbers to match your shop. Every assumption is visible and editable — this is an estimate, not a quote.
Estimated annual cost of turnover
$70,176
At a 25% annual turnover rate.
- Recruiting & onboarding
- $42,432
- Lost productivity while ramping
- $19,584
- Overtime & crew disruption
- $8,160
Typical group benefits cost for 12 people
$13,680 – $19,440 / year
Based on common Ontario small-group pricing of $95–$135 per employee per month. Your actual quote depends on ages, claims history and the design you choose.
Assumptions used: recruiting and onboarding at 20% of annual wages, a new hire producing at 60% during the ramp-up period, and two weeks of crew overtime and supervision per departure. These are conservative figures we see across HVAC companies — your real cost is usually higher once callbacks and turned-down work are counted.
How we build it
Three steps. No obligation until you've seen the numbers side by side.
- 01
The fit review — 30 minutes, no cost
Headcount, roles, turnover, and what you have today. We tell you honestly whether a plan will move the needle for your shop — or whether you're already in a good one.
- 02
Benchmark and design
We shop the Canadian market and put your current plan beside real alternatives, in dollars. Then we design coverage around the crew you actually have — trades families, not office staff.
- 03
Roll it out and service it
We run enrolment, explain the plan to your people in plain language so it counts as compensation in their heads, and handle the annual renewal.
What you get
One independent firm handling both plans, so the benefits and the retirement side are designed together instead of by two providers who never speak.
Group benefits plan
Health, dental, drug, disability and life coverage sized for shops with 3 to 100 employees.
Group retirement or DPSP
A match or profit-sharing structure that rewards people for staying, without a permanent payroll increase.
Independent market shopping
We're not captive to one insurer. We compare carriers and show you the quotes.
Renewal benchmarking
Every renewal is reviewed against the market before you sign it — not passed along.
Enrolment & employee education
We meet your HVAC technicians and explain the plan so they value what you're paying for.
Ongoing service
Claims problems, new hires, terminations — you call us, not a 1-800 line.
Why HVAC companies bring us their plans
We are independent. We are not tied to one insurer or one fund company, so we shop the full Canadian market and show you the comparison rather than a single quote.
Johnathan Pollock, our Managing Partner, has started, scaled and sold businesses of his own. The conversation about payroll, retention and what a plan really costs per hour billed is one he has lived.
Our roster is deliberately limited. Every application is read personally by a partner, and we turn away work we can't genuinely improve — which is why the clients we do take get answered on the first ring.
Straight answers before you apply
- We already have a plan through a broker. Why look again?
- Most shops we review are in a plan that was set up years ago and never benchmarked since. We'll tell you plainly whether yours is priced and structured well. If it is, we say so and you keep it.
- How small is too small?
- We can build a plan for as few as three employees. The design changes with size, but the retention math works at every level.
- Won't a raise do the same thing?
- A raise is fully taxable to the employee and permanent to you. Benefits and a group retirement match usually deliver more perceived value per dollar, and they're far harder for a competitor to replicate on the spot.
- How much of my time does this take?
- A 30-minute fit review, then one working session to review the design. We handle enrolment, employee education and the annual renewal.
Also see group benefits for the trades, group retirement plans for the trades, and Financial planning for HVAC companies.
Apply for a fit review
Tell us about the crew — headcount, roles and what you have today. A partner reads every application personally and responds within five business days with a straight answer either way.
“If you need help making your financial dreams come true, John is your guy. He will patiently work with you to set the goals you have in mind.”
“John is very professional and goes over and above for all his clients. I would highly recommend John to anyone looking for investment advice or life insurance.”
Before you book
What happens next?
We reply with the next 2–3 available meeting slots. Once you pick one, you’ll get a calendar invite and a short prep note so we can make the most of the time.
How long does it take?
Most first meetings are 20–30 minutes. We’ll ask a few questions, share what we see, and only move forward if it makes sense for you.
What should I bring?
Nothing is required. If you have a recent tax return, group benefits summary, or investment statement handy, it helps — but only if you want to share it.
Referred by an existing client? Use the referral path. Prefer to talk? 905-243-6328
Where we work with HVAC companies
We are based in Oshawa and work with shops from Whitby east to Belleville, plus Peterborough and Northumberland County. Plans can be administered anywhere in Ontario.