> This is the markdown version of https://www.classet.ai/blog/enterprise-home-services-scaled-skilled-trades > Learn more at https://www.classet.ai ![Case Study: How an Enterprise Home Services Company Scaled Skilled Trades Recruiting with AI](/_next/image?url=%2Fimages%2Fblog%2Fenterprise-home-services-case-study.png&w=3840&q=75) # Case Study: How An Enterprise Home Services Company Scaled Skilled Trades Recruiting with AI A national home services company transformed its high-volume recruiting process using Classet's AI recruiter. [![Cooper Newby](/_next/image?url=https%3A%2F%2Fassets.basehub.com%2Fe0b5701f%2Fa5147cb3099ec037383fa0596c81e935%2F4.png%3Fwidth%3D100%26height%3D100%26quality%3D100&w=96&q=75) Cooper NewbyCPO & Co-Founder at Classet ](/blog/authors/cooper-newby) September 18, 2025 Case Study **Summary:** A national home services company hires 30 technicians weekly. Their written assessment had only 50% completion: with AI voice screening, completion jumped to 70%. Candidates "do it on Sunday morning at 8:00 AM in their pajamas." They now maintain that hiring volume with 15 recruiters instead of 25. ## Executive Summary _A national home services company, focused on hiring appliance and HVAC technicians for their nationwide operations, transformed their high-volume recruiting process using Classet's AI recruiter, Joy. **The result:** improved completion rates, reduced interview times, and the ability to scale hiring goals in the competitive skilled trades market._ > "For us, we can now scale in ways that we couldn't scale before... We can now grow in ways we didn't think we could grow previously. We currently have 15 recruiters on staff. We've had upwards of 25." > > — Talent Acquisition Manager, Enterprise Home Services Company ## The Challenge: Volume Hiring in Skilled Trades The company needed to hire 30 technicians weekly across appliance and HVAC roles. This is a challenging task in a competitive skilled trades market where candidates often work unpredictable hours and have limited availability for traditional phone interviews. > "That can be a tough place for hiring because it can be harder to reach those candidates. We also don't know when they're working certain hours." — Talent Acquisition Manager ### **Several problems compounded each other:** - **Scheduling Conflicts:** Technicians working in customer homes all day couldn't take recruiter calls during business hours - **Low Completion Rates:** Written assessments had only ~50% completion rates, with candidates struggling with typing requirements - **Time-Intensive Process:** 30-45-minute phone screens were consuming recruiter bandwidth - **Resume Limitations:** Traditional resumes failed to capture hands-on experience that skilled trades roles depend on > "We had candidates who were delighted they could do it on Sunday morning at 8:00 AM in their pajamas" — Talent Acquisition Manager ## The Solution: 24/7 AI-Powered Interviews The company implemented Joy to handle initial candidate screening with round-the-clock availability, allowing technicians to interview candidates at their convenience while providing recruiters with detailed insights before the initial recruiter interaction. ### **Key Results:** ### **Dramatic Completion Rate Improvement:** > "Our completion rate with Joy has gone up significantly. Before Classet, around 50% of people completed our interview form, whereas now we have a significantly higher completion rate, sitting around 70%." — Talent Acquisition Manager ### **Better Candidate Experience:** > "The verbal component of Joy is what has made it a success for us. Because the candidates can just explain in their own words, they don't feel like they have to worry about punctuation or spelling or anything like that." — Talent Acquisition Manager ### **Scaling with Fewer Resources:** The company maintained its 30-hire weekly goal with 15 recruiters instead of the previous 25, cutting payroll costs while improving consistency. ### **The Human-AI Partnership:** Rather than eliminating human connection, Joy made recruiters more effective by handing them detailed candidate insights before calls: > "What we have found is that we're able to utilize our time with the candidates much more efficiently. If a candidate is super green, but we want to bring them in and train them up, we know \[based on the recorded screening call with Joy\] to start our questions there instead of having to go through a litany of questions." — Talent Acquisition Manager ### **Uncovering Hidden Talent:** > "We all know resumes, particularly in blue-collar, often don't tell the full story. The screening calls with Joy tell us that they know so much more and that they've been doing a lot of handyman work on the side for friends and family." — Talent Acquisition Manager ## Brand Alignment Success The AI interview experience became an extension of the company's tech-forward culture, serving as both a screening tool and brand ambassador: > "Joy is accessible for everybody, and is able to interact in such a human way that takes AI to a whole other level... It gave our candidates a great experience of what the company is gonna be like, because we as a company are very AI-driven." — Talent Acquisition Manager ## Implementation Success The transformation in candidate perception exceeded expectations: > "My brain has totally been blown by all of these different comments that \[Joy\] makes, what Joy comes up with, to where I feel hugely confident to recommend it not only to our candidates and encourage them to take it, but also other people in the recruiting field." — Talent Acquisition Manager ## The Payoff This company's success demonstrates how AI recruiting can solve unique challenges in skilled trades recruiting. By providing flexible, accessible screening that works around technicians' schedules, they've created a competitive advantage in a tight labor market. > "There are so many different places people can work, especially if you're in the trade industry... if you have all these options, we know that your initial interaction with the company needs to be as positive as possible because we are selling ourselves just as much, maybe even more than the candidate is selling themselves to us." — Talent Acquisition Manager **The key insight:** AI-powered interviews can transform both operational efficiency and candidate experience, creating a win-win that strengthens brand perception while scaling hiring operations. * * * **About this company:** A nationwide provider of appliance and HVAC repair services, focused on hiring skilled technicians to serve customers in their homes with technology-driven solutions. [![Cooper Newby](/_next/image?url=https%3A%2F%2Fassets.basehub.com%2Fe0b5701f%2Fa5147cb3099ec037383fa0596c81e935%2F4.png%3Fwidth%3D100%26height%3D100%26quality%3D100&w=128&q=75) Cooper Newby CPO & Co-Founder at Classet Cooper brings a background in AI and acoustics from Stanford's CCRMA and previously co-founded BlueCrew, where he built data-driven workforce platforms at scale. At Classet, he leads the product and engineering behind Joy, the AI interviewer designed to feel genuinely human. ](/blog/authors/cooper-newby) Follow Classet in Google Add classet.ai as a preferred source and our hiring research is more likely to show up in your Top Stories and AI Overviews. 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