Your Training Obstacles Become Our Training Solutions

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We build training strategies for home service companies that include custom onboarding programs, technician career paths & continued education, and entry-level academies where you can bring in new talent to the industry. 

Here is where we are different. We work closely with your leadership team to develop and align training resources to the way your business operates. Then almost like a gift wrapped with a bow, you receive copies of those resources so that your team can implement the trainings in-house. We help you stop spending thousands of dollars sending just 1 tech away for training by bringing everything under your own roof and in your hands!

This will depend entirely on the level of involvement your team wants to be in developing your content, but on average most projects take approximately 90-days from intake call to pilot phase. 

This is entirely up to you, but we have found the most successful project implementations come from companies that dedicate a project point person. This person (usually a service manager, full-time trainer, or HR manager depending on the project) meets with us virtually for a weekly collaboration call, and will help make the decisions for the many revolving elements of your program. 

Some companies want to be thoroughly involved in the design and feel of their training strategies, while others prefer to meet at the beginning and review a finished draft at the end. Whichever option works best for you works for us!

One of our most popular questions! We do not like to put a minimum headcount or revenue marker on our services, but what we have found is that companies of all sizes need onboarding support, while companies that can afford to designate a point person tend to have more success when implementing career paths and/or training academies.

Because our services are truly customized (no more one-size fits all resources!) the cost can vary greatly from one company to another. The average training strategy project with Upskilled Consulting starts around $5,000.  

Nope! We love that our services are project based, meaning that your company can duplicate the resources we create together for many years to come!

While most of our career pathing and entry-level academies are geared towards the field, we are proud to be able to offer 90-Day Onboarding Experiences for roles including: Maintenance & Service Techs, Installation Teams, CSRs, Dispatch, and HVAC Sales. 

We've earned the trust of many contractors over the years, and that means helping them bring their training visions to life. Some of these projects include soft skill training (Leadership Academies), interactive training dashboards, new hire assessments, and office internship programs for marketing & HR roles. 

Need help with something learning & development related to the trades beyond just onboarding or technician development? Send us a message and we'd be happy to see what that might look like!

We are thrilled to be able to offer our customers weekly training strategy coaching for just $2,500 per month!

These training coaching calls allow us to share best practices and help you get ahead of having to figure it all out "the hard way." 

If you've always dreamed of building a technician training academy, or maybe already started and looking for some extra guidance, we'd love the opportunity to support you in your training development.

The most effective way to train new trades technicians is with a structured onboarding system that combines hands-on ride-along training, a clear day-by-day progression plan, and regular skill checkpoints — not just "riding along until it clicks." At Upskilled Consulting, we build this out fully for your team, including:

• A 100+ page interactive New Hire Technician Workbook with built-in check-in points from day 1 to day 120
• A customized orientation presentation and agenda aligned to your company culture and handbook
• Ride-along/ride-out expectations and structured assignments, so trainers and trainees both know what "on track" looks like at each stage
• Tool list and equipment checklists so new hires know exactly what they need and when
• A graduation checklist marking the transition from trainee to fully independent technician
• CRM and software training checklists, so field software adoption isn't left to chance
• A new manager workbook so the people leading onboarding are trained too, not just the new hires

The result is a repeatable, documented process instead of an informal "jump in a truck" approach.

A technician career pathway works best as a documented, skills-based framework that shows exactly what a tech needs to master to move from apprentice to senior/lead roles, removing the guesswork and favoritism that often frustrates field teams. Upskilled Consulting builds this as a full package for home service companies, including:

• A Career Pathway Playbook laying out each tier and the skills required to advance
• A digital skill tracker so progress is visible to both the technician and their manager
• Data-driven, observable skill assessments: rubrics based on what a tech can actually demonstrate, not subjective opinion
• Digital self-assessments, so technicians can track their own growth between formal reviews
• Visual learning aids and skill maps that make the pathway easy to understand at a glance
• Certification tracking, so licenses, manufacturer certs, and internal credentials stay current and visible

This turns "we should really have a career path" into an actual system your team can see and trust.

Ongoing technician training works best when it's scheduled, tracked, and tied to measurable skill gaps, rather than ad hoc trainings that happen only when something goes wrong. Upskilled Consulting sets this up as an ongoing system, including:

• A technician training survey to identify real skill gaps before building any content
• A training tracker and calendar to keep sessions scheduled and on track
• A training dashboard to monitor skills and progress across your whole team, not just individuals
• Lesson plan templates so trainings are consistent no matter who's leading them
• A continued education feedback survey to keep improving the program over time
• Skill assessment templates to measure whether training actually moved the needle

This keeps technician development an ongoing part of your operations, not a one-time event.