We don't yet have recruiting case studies we can publish, and we won't invent any. What we can show is a record of real, named marketing results from our HVAC work. They matter here because a careers site is content marketing, candidate sourcing is lead generation, and a hiring report is a funnel report. Below is each result, what it shows, and how far it honestly transfers.
Proof of the method from our HVAC work
Featured work: Boilers.ca
The gas-boiler brand of our client ROMA Heating & Cooling: Greater Vancouver installation, replacement and repair, built on a Canada-wide database of boiler brands, series, models, documented error codes, parts, serial numbers and rebates, each tied to the service that fixes it.
- 13,000+pages in its sitemap
- Canada‑wideboiler database
- 6interactive tools
Tools: Running-cost calculator, boiler age lookup, heat-loss estimator, rebate checker, error-code finder, repair-or-replace tool.
AI-ready: llms.txt and llms-full.txt, explicit access for GPTBot, ClaudeBot, PerplexityBot, Google-Extended, Bingbot, structured data, hosted on Cloudflare.
Our other programmatic build, BoilerPart.ca, has 2,000+ programmatic pages.
Design · Development · SEO · AI optimization by our team
Want a platform like this? Call (604) 632-4959
- 850+ SEO articles
HeatLand
- 300% lead increase in 6 months
Result from our HVAC work
Design · Development · SEO · AI optimization by our team
- 2,000+ programmatic pages
BoilerPart.ca
- 180% organic traffic growth
Result from our HVAC work
Design · Development · SEO · AI optimization by our team
- 400% organic traffic growth in 12 months
Roma Heating & Cooling
Result from our HVAC work
Design · Development · SEO · AI optimization by our team
- 3× leads in 90 days
BCWide.ca
Result from our HVAC work
Design · Development · SEO · AI optimization by our team
All case studies on HVAC.Agency
HeatLand: content at volume
Over 850 SEO articles went live for HeatLand, and its leads rose 300% in 6 months.
What it shows: consistent, specific content builds visibility and enquiries over time, especially when every piece answers a real question a buyer asks.
What transfers to hiring: candidates ask questions too. What is the schedule? Who will train me? What happens after I apply? A careers section that answers those questions page by page is the recruiting version of this approach. Our careers site and job ads service applies it.
What doesn't transfer: a company's hiring content will never reach 850 pages, nor should it. The lesson is specificity and consistency, not volume.
BoilerPart.ca: one template, many pages
BoilerPart.ca grew organic traffic 180% on 2,000+ programmatic pages.
What it shows: a well-built page template, filled with accurate structured information, can be found for many specific searches at once.
What transfers: role pages and job postings work the same way. A single, strong template with proper job-posting markup lets each opening be found for the title and location people actually search.
What doesn't transfer: programmatic scale is for catalogues. An employer with twenty openings needs twenty excellent pages, not two thousand thin ones.
Roma Heating & Cooling: compounding search visibility
Roma Heating & Cooling achieved 400% organic traffic growth in 12 months.
What it shows: search visibility compounds when a site is structured well and kept current, and the gains arrive over months rather than weeks.
What transfers: employers who keep their careers section current, removing stale postings and adding new proof points, build a steady stream of candidates who find them directly instead of through paid boards.
What doesn't transfer: a timeline. Hiring needs are often urgent, which is why we pair organic work with candidate attraction campaigns for time-bound roles.
BCWide.ca: tracked from first contact
BCWide.ca reached 3× leads in 90 days.
What it shows: when every enquiry is tracked from source to outcome, budget moves quickly toward what works.
What transfers: source-of-hire tracking does the same for candidates. If you know which channels produce employees who stay, you stop paying for the ones that only produce applicants. That is the core of our recruiting metrics service.
How to read these numbers
Each number above belongs to one named business, measured in one market, over the period stated. None of them is an average, and none predicts what your hiring will do. They show that the methods work when applied with discipline in our own field.
For your company, we start with a baseline from your own hiring records and report against it. That's the only result that should matter to you. The full HVAC case studies are published at hvac.agency/case-studies.
What we'd measure for you
| Area | Baseline measure | Why it matters |
|---|---|---|
| Speed | Days from application to first response | Slow replies lose qualified people early |
| Quality | Share of applicants meeting must-haves | Shows whether the ad and story attract the right people |
| Close | Finalist withdrawals and offer acceptance | Shows whether the end of the process holds up |
| Source | Hires per channel | Shows where to spend effort |
| Outcome | 90-day retention and scorecard rating | Shows whether the process picks people who succeed |
To see how those measures are built, read the hiring capacity planning guide, or browse all services. When you're ready to set your own baseline, call, text or email us through the contact page.
Frequently asked questions
Why show HVAC results on a recruiting site?
Because they are the real, named results we can stand behind. They show our method for content, search visibility and tracked lead generation. We present them as results from our HVAC work and never as hiring outcomes.
Will you publish recruiting case studies later?
Only when a client agrees and the numbers are measured properly against a baseline. We would rather show nothing than show something we can't verify.
Can you give us references?
Ask in your first conversation and we will tell you what we can share. We never pass on another client's details without their permission.