Fieldedge’s Jessie Barrack shares candid insights on the HVAC labor crisis, the role of technology, and the urgent need for coordinated action across the HVACR distribution channel.
How FieldEdge Helps Contractors Do More with Less
When we spoke with Jessie Barrack, it is clear that he is carrying the weight of decades in the HVAC space, having worn every hat from call center rep to VP of Sales at Carrier Enterprise. Now with FieldEdge, Jessie is at the front lines of helping contractors modernize their business while navigating one of the worst labor shortages in memory.
FieldEdge is field service management software purpose-built for HVAC contractors that eliminates the whiteboards, duplicate data entry, and clipboard chaos that bog down service businesses. With real-time dispatching, integrated invoicing, and streamlined job tracking, FieldEdge supports HVAC field operations and improves technician efficiency.
“It’s not just about automation,” Jessie told us. “It’s about creating space for contractors to grow without hiring before they’re ready.”
And it’s not a one-size-fits-all tool. While designed primarily for residential HVAC contractors, FieldEdge adapts well to plumbing, electrical, and even light commercial operations. It’s currently used by more than 4,000 contractors across North America.
How HVACR Distributors Can Grow with FieldEdge
Distributors are in a unique position to drive positive change in the labor equation – by helping contractors run better businesses.
As Jessie put it, “Back at Carrier, our biggest growth came from helping dealers get better at running their businesses. That’s what FieldEdge does.”
Better-run contractors make fewer errors, quote faster, register warranties on time, and order accurately. Distributors benefit from smoother workflows, higher sales volumes, and tighter customer loyalty.
Partnerships with FieldEdge often include:
- Loading distributor pricing into the contractor’s workflow/bidding software
- Providing co-branded training for Territory Managers and contractor staff
- Running promotions or business-building webinars
It’s not about distributors reselling software. It’s about bringing solutions to their contractor base that reduce friction and increase throughput.
Distributors who bring tools to the table that help them [contractors] run their business better don’t just sell more – they build stronger and longer-lasting relationships.
Solving the HVAC Workforce Shortage Starts with Contractors: What Distributors, Contractors, and Manufacturers Must Do Now
Anyone that’s been in business for the past several years has felt the pain related to the general shortage of workers in the broader economy. In the HVAC contracting world, the skilled trades labor shortage is made worse by the length of time needed to turn a raw Apprentice/Helper into a competent Technician.
We asked Jessie for his assessment of this reality and what can be done about it. Jessie was blunt: “This isn’t a dip, it’s a long-term structural shortage. The good contractors have figured out they need to recruit all the time.”
The ones who get it:
- Build relationships with local schools before they need to hire
- Use social media not just to find customers, but to attract techs
- Market themselves as great places to work: safe, stable, and growth-oriented
Contrast that with the reactive shops who only post a job when someone quits. It’s not working.
And it’s not just large contractors who are leading the way. Some of the scrappiest 5–10 truck shops are recruiting lunch-and-learn style, building name recognition in their communities before students graduate.
Private Equity, Small Contractors, and the Labor Equation
Private equity is drawn to HVAC and home services for good reason: recurring revenue, steady demand, and service margins. But none of that scales without people in the field.
Workforce isn’t just a challenge—it’s the constraint. That’s why PE-backed firms, and the small independents they sometimes acquire, both have a vested interest in fixing the labor issue. We asked Jessie to walk us through how the most forward-thinking companies are tackling it.
For PE-backed rollups:
- Centralize what your experienced techs know and make sure new hires can tap into that via video, chat, or remote support
- Build training pipelines the same way you’d approach sales enablement
- Track productivity per tech and benchmark it across your branches
For the 5–10 truck shops:
- Focus on maximizing revenue per call. Selling accessories, maintenance agreements, and add-ons isn’t just good business—it’s what keeps the lights on
- Use tools like FieldEdge to cut down admin time so owners can stay in the field or spend more time growing the business
Whether you’re operating regionally or locally, the math doesn’t change: if you want to grow, you need a plan to attract, train, and retain talent.
Young People Aren’t Hearing the Right Message
“You can make great money, start a career with zero student debt, and be home for dinner,” Jessie said. “But we’re not telling that story loud enough.”
He’s right. Industry experts have been talking about the critical need for new helpers, apprentices and new blood entering the trades. But those positions continue to go unfilled. Two big aspects of this problem are the shortage of modern, public vocational schools and a societal bias that favors white-collar jobs over blue-collar ones. If they don’t see a path to gaining the necessary skills and can’t picture where this takes them, they’ll move on.
Contractors, distributors, and manufacturers all have a role to play here. Whether it’s on your website, in a school presentation, or through your social media – the message must be simple and clear: this is a real career with real upside.
However, there’s a twist. The building trades may already have the thing that Gen Z is looking for: “Work that Matters”. Research has consistently shown that they prioritize meaning, purpose, and impact over pure earning power. This is exactly the type of work HVACR delivers—every single day.
They’re drawn to work that:
- Solves real problems
- Helps people or the environment
- Aligns with personal values
- Offers a sense of identity or community
The HVACR and other construction trades check every one of those boxes. Contractors, distributors, and manufacturers need to connect the dots for receptive young people. These aren’t just tech upgrades. They’re business model upgrades.
3 Things Distributors Can Do Today
- Model what works: Follow the lead of groups like Auer Steel and Hajoca who are building and funding training pipelines.
- Fund contractor recruiting: Whether it’s lunch sponsorships at trade schools or third-party services like Hire Dimensions, help your contractors fish where the talent is.
- Create ROI-based sales enablement: Train your TMs to sell operational impact, not just product.
If you make your contractors stronger, they’ll make you stronger.
Why Manufacturers Must Lead Too
Manufacturers have the resources, and the strategic imperative, to get involved. Jessie mentioned Trane’s veterans initiative as a bright spot, and many manufacturers are now donating equipment to trade schools or co-investing in distributor training centers.
But we need more coordination and commitment. With regulatory complexity easing post-2025, the timing is ideal.
What if each manufacturer adopted five schools? Or funded 100 scholarships? Or partnered with two national campaigns? There’s no shortage of options, just of urgency.
Why the HVACR Industry Needs a Unified Recruitment Message
One of the biggest takeaways from our conversation with Jessie was this: the HVACR industry lacks a consistent, coordinated message when it comes to attracting new talent.
“We’ve seen a lot of whack-a-mole efforts,” Jessie said. “Good intentions. But scattered.”
Groups like ACCA, HARDI, and EGIA are perfectly positioned to lead – but they can’t do it alone. Real momentum will take support from manufacturers, distributors, and other key stakeholders across the channel. While everyone agrees that we need to grow the labor force, what’s missing is execution. It’s time to move from conversation to coordinated action. We must build the platform, pool the resources, and put real marketing muscle behind the issue.
What FieldEdge Plans to Do Next
We asked Jessie what role FieldEdge can play moving forward.
He didn’t sidestep the question: “We haven’t done enough yet. But we’re getting more intentional – sharing success stories, supporting our partners, and using our reach to elevate this conversation.”
If you’re a distributor, OEM, or contractor wondering how to join the movement – Jessie would like to hear from you.
Because this isn’t just about selling software. It’s about helping contractors build businesses that last.
What Happens Next Is Up to the Industry
The HVACR industry is facing a labor crunch that is not going to fix itself.
The good news is, the strategies and partnerships we need already exist. What’s working for contractors in Georgia, Alabama, and other FieldEdge users around the country can be scaled across the industry.
Jessie summed it up well:
“The only way we’re going to grow this industry is by getting more people to do what I did – join at 26 and never leave.”
As always, we appreciate your comments and feedback. dgordon@channelmkt.com
