Write the job ad in about two minutes. Pick the role (service tech, installer, journeyman, apprentice, helper, dispatcher, CSR), add your pay range, schedule, on-call expectation and benefits, and get a paste-ready posting for Indeed, Facebook, Craigslist or your careers page. Every section copies on its own, the tool warns you when a missing pay range would break the law in your state, and it scans the wording against EEOC rules on discriminatory job advertisements. Free, no signup.
Generator
This writes the job ad — the short public posting for Indeed, Facebook, Craigslist or your careers page. It is written to sell the job. If you need the formal internal job description — the HR record with essential vs marginal functions for ADA purposes, an FLSA exempt/non-exempt check, and PDF, Word and Excel export — use the job description template builder instead. Most shops need both: the ad brings people in, the description is what you keep on file.
No pay range — this posting would be non-compliant in 14 US jurisdictions. Colorado, California, Washington, New York, Hawaii, Washington, D.C., Maryland, Illinois, Minnesota, New Jersey, Vermont, Massachusetts, Virginia, Maine all require a pay range in the posting. Even where it is not required, trade postings without pay get materially fewer applications — the number is the first thing a technician looks for.
What you offer
Pick everything that is true. In the trades, the truck, the tools and the paid training move more applicants than a generic “competitive benefits” line.
Your job posting
Paste it straight into Indeed, Facebook or your careers page. Every section below is editable and copies on its own.
HVAC Service Technician We are hiring a full-time HVAC Service Technician. You run your own truck, work your own calls, and get backed by a dispatcher who keeps the day sensible. Most of your work is diagnosing and repairing furnaces, heat pumps, split systems, packaged units and mini-splits. On-call rotation shared evenly across the crew. What you'll be doing - Diagnose and repair residential and light commercial heating and cooling equipment - Test controls, capacitors, motors and boards, and replace what has failed - Recover, evacuate, charge and leak-test refrigerant circuits under EPA Section 608 rules - Check combustion, draft and carbon monoxide, and red-tag anything unsafe to run - Walk the customer through what you found and present written pricing before you start - Close out the work order and keep your truck stocked and organised What we're looking for - EPA Section 608 certification (Type II or Universal) and any HVAC or mechanical licence your jurisdiction requires - Able to diagnose from readings rather than by swapping parts - Comfortable talking to homeowners and explaining the work in plain language - Valid driver licence and a clean enough record to be insured on our vehicles - Able to move equipment and materials to and from the truck, work from ladders, and work in attics, crawlspaces and mechanical rooms — reasonable accommodation available How to apply Reply to this posting with a short note about your experience and we will call you back. This company is an equal opportunity employer. All qualified applicants receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, genetic information, veteran status, or any other characteristic protected by federal, state, or local law.
Discrimination check
No protected-characteristic language found in this posting.
A job ad may not indicate a preference based on a protected characteristic — Title VII § 704(b), 29 CFR 1625.4 and the EEOC’s guidance on job advertisements. We re-scan as you edit.
No protected-characteristic language found in this posting.
No protected-characteristic language found in this posting.
No protected-characteristic language found in this posting.
No protected-characteristic language found in this posting.
No protected-characteristic language found in this posting.
Need the formal HR version?
This ad is what you publish. The document you keep on file is different: essential versus marginal functions split the way 29 CFR 1630.2(n) expects, an FLSA exempt/non-exempt check, physical demands, working conditions, EEO and accommodation statements, and an employee acknowledgement — exported to PDF, Word or Excel.
Build the formal job description →Pick your state above and we will check this posting against it. These jurisdictions require the pay range in the posting itself. Verified 2026-07-31 against state legislatures, state labor departments and official codes.
Colorado
Colo. Rev. Stat. § 8-5-201 (Equal Pay for Equal Work Act); rules at 7 CCR 1103-13 · in force since 2021-01-01 · Any employer with at least one employee in Colorado
SourceCalifornia
Cal. Lab. Code § 432.3(c)(1) (SB 1162) · in force since 2023-01-01 · 15 or more employees
SourceWashington
Wash. Rev. Code § 49.58.110 (SB 5761) · in force since 2023-01-01 · 15 or more employees
SourceNew York
N.Y. Lab. Law § 194-b · in force since 2023-09-17 · 4 or more employees
SourceHawaii
Haw. Act 203 (2023) (S.B. 1057), codified at HRS ch. 378, pt. I · in force since 2024-01-01 · 50 or more employees; external listings only
SourceWashington, D.C.
D.C. Code § 32-1453.01 (Wage Transparency Omnibus Amendment Act of 2023) · in force since 2024-06-30 · Any employer with at least one employee in D.C.
SourceMaryland
Md. Code, Lab. & Empl. § 3-304.2 (HB 649) · in force since 2024-10-01 · All employers, any size
SourceIllinois
820 ILCS 112/10(b-25) (Equal Pay Act, as amended by HB 3129) · in force since 2025-01-01 · 15 or more employees
SourceMinnesota
Minn. Stat. § 181.173 · in force since 2025-01-01 · 30 or more employees at one or more Minnesota sites
SourceNew Jersey
N.J.S.A. 34:6B-23 (P.L. 2024, c. 91) · in force since 2025-06-01 · 10 or more employees over 20 calendar weeks
SourceVermont
21 V.S.A. § 495p (Act 155) · in force since 2025-07-01 · 5 or more employees
SourceMassachusetts
M.G.L. c. 149, § 105F · in force since 2025-10-29 · 25 or more employees in the Commonwealth
SourceVirginia
Va. Code § 40.1-28.7:12 · in force since 2026-07-01 · All employers, no size threshold
SourceMaine
26 M.R.S. § 622-A (L.D. 54, ch. 771) · in force since 2026-07-29 · 10 or more employees
SourceComing: Connecticut (2026-10-01), Delaware (2027-09-01). Connecticut (today), Rhode Island, Nevada, Cincinnati and Toledo have pay transparency laws, but they require the range on request or after an interview rather than in the posting — so they are not listed above. Several cities (New York City, Ithaca, Jersey City, Cleveland, Columbus) do require it in the posting on top of, or instead of, state law.
No age signals
29 CFR 1625.4(a) names the words outright: “age 25 to 35, young, college student, recent college graduate, boy, girl”. A “young, energetic crew” is the version contractors write without meaning anything by it, and it is still a violation.
No preference on a protected characteristic
Title VII § 704(b) makes it unlawful to publish an advertisement indicating a preference based on race, color, religion, sex or national origin. The narrow bona-fide-occupational-qualification exception in that section covers religion, sex and national origin only — never race or color.
Careful with “must be able to lift 50 lbs”
Not automatically unlawful, but a physical standard only survives if it is an essential function and is job-related and consistent with business necessity (42 U.S.C. § 12112(b)(6); 29 CFR 1630.2(n)). State the result — “move equipment from the truck to the work area” — because a dolly or a team lift may get there too. Which functions are essential is exactly what the job description template works out.
Don’t ask for age, graduation year or salary history
Age and graduation-year questions get scrutinised under the ADEA, and a large number of states and cities ban salary-history questions — so the safe default is not to ask anywhere.
Citations: Title VII § 704(b), 42 U.S.C. § 2000e-3(b); ADEA 29 U.S.C. § 623(e) and 29 CFR § 1625.4; ADA 29 CFR § 1630.4(a)(1)(i). This is a drafting aid built from published sources, not legal advice — have counsel review anything you are unsure of.
Pick the role and the terms
Choose the role from the same catalogue the job description template uses, then set employment type, city and state, pay range, schedule and on-call. On-call is the detail most postings hide and most new hires quit over, so say it up front.
Check pay transparency before you post
Fourteen US jurisdictions now require a pay range in the posting itself. Pick your state and the tool tells you whether a blank pay field would make this ad non-compliant, names the statute, and links the state source.
Copy it, section by section or whole
Edit any section inline and the discrimination screen re-runs as you type, flagging age-coded, gendered or health-based wording before it goes live. Copy one block for a Facebook post or the whole posting for Indeed.
Choose the role from the same catalogue the job description template uses, then set employment type, city and state, pay range, schedule and on-call. On-call is the detail most postings hide and most new hires quit over, so say it up front.
Fourteen US jurisdictions now require a pay range in the posting itself. Pick your state and the tool tells you whether a blank pay field would make this ad non-compliant, names the statute, and links the state source.
Edit any section inline and the discrimination screen re-runs as you type, flagging age-coded, gendered or health-based wording before it goes live. Copy one block for a Facebook post or the whole posting for Indeed.
A job ad and a job description are two different documents, and using one as the other is why so many trade postings sit unanswered. The ad is public, short, and written to sell the job: pay, schedule, truck, tools, training, and how to apply. The job description is the internal HR record: essential versus marginal functions, FLSA classification, physical demands, working conditions. This generator writes the ad. When you need the formal document, the interactive job description template builder at /templates/hvac/job-description-template produces it with the ADA essential-function split and the FLSA exempt/non-exempt check, exportable to PDF, Word or Excel.
Two things decide whether a hvac posting gets replies. The first is the pay range, which is the first thing a technician looks for, and in Colorado, California, Washington, New York, Hawaii, Washington D.C., Maryland, Illinois, Minnesota, New Jersey, Vermont, Massachusetts, Virginia and Maine it is legally required in the posting itself. The second is specificity: "Monday to Friday, 7am to 4pm, shared on-call rotation, take-home truck, $28-$42 per hour" outperforms "competitive pay and benefits" every time. The generator also screens the wording, because job ads are directly regulated. Title VII § 704(b), the ADEA at 29 CFR 1625.4 and the ADA all prohibit an advertisement that indicates a preference based on a protected characteristic, and "young energetic crew" is the phrasing contractors write without meaning anything by it.
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View statesThey are two different documents for two different audiences. This generator writes the public job advertisement, the short posting that goes on Indeed, Facebook or your careers page, written to sell the job. The job description template at /templates/hvac/job-description-template builds the formal internal HR record: essential versus marginal functions split the way 29 CFR 1630.2(n) expects, an FLSA exempt/non-exempt classification check, physical demands, working conditions, EEO and accommodation statements and an employee acknowledgement, exported to PDF, Word or Excel. Most shops need both, because the ad brings people in and the description is what you keep on file and rely on if an accommodation or classification question ever comes up. Both use the same role list, so the two documents describe one job.
In fourteen US jurisdictions, yes, and the range has to be in the posting itself: Colorado (C.R.S. § 8-5-201), California (Lab. Code § 432.3), Washington (RCW 49.58.110), New York (Lab. Law § 194-b), Hawaii (Act 203 of 2023), Washington D.C. (D.C. Code § 32-1453.01), Maryland (Lab. & Empl. § 3-304.2), Illinois (820 ILCS 112/10), Minnesota (Minn. Stat. § 181.173), New Jersey (N.J.S.A. 34:6B-23), Vermont (21 V.S.A. § 495p), Massachusetts (M.G.L. c. 149 § 105F), Virginia (Va. Code § 40.1-28.7:12) and Maine (26 M.R.S. § 622-A). Employer-size thresholds differ: Maryland and Virginia apply to every employer, California, Washington and Illinois start at 15 employees, Minnesota at 30. Connecticut joins on 1 October 2026 and Delaware in September 2027. Several cities, including New York City, Cleveland and Columbus, have their own rules. The tool checks your state and names the statute.
Anything that indicates a preference based on a protected characteristic. Title VII § 704(b), 42 U.S.C. § 2000e-3(b) makes it unlawful to publish an advertisement indicating a preference based on race, color, religion, sex or national origin. The ADEA regulation at 29 CFR 1625.4(a) names the offending words outright, including "age 25 to 35, young, college student, recent college graduate, boy, girl", so "young energetic crew" and "recent grad" are both violations. The ADA covers advertising at 29 CFR 1630.4(a)(1)(i), which is why "must be in good health" or "able-bodied" is a problem. This generator scans both the copy it writes and anything you type over it, and flags the phrase with the rule it breaks.
Sometimes, but it is the wording most likely to cause you a problem. A physical standard is lawful only where it is an essential function of the job and is job-related and consistent with business necessity (42 U.S.C. § 12112(b)(6) and 29 CFR 1630.2(n)). The EEOC's own guidance is to state the result rather than the method, such as "move equipment and materials from the truck to the work area", because a dolly, a team lift or another accommodation may achieve the same outcome. The generator flags a raw lifting number as something to check, not as an automatic violation, and the postings it writes use outcome wording instead.
Yes. Every tool on CloseCrew is free, no account required, and nothing you type leaves your browser, because the posting is generated on your device. It is a drafting aid built from published sources, not legal advice.
We will run your numbers on the call and tell you if the maths does not work for a shop your size. That happens, and it is a cheaper conversation than finding out three months in.
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