Service Manager (HVAC/Plumbing) - Lead a High-Performance Team

Job Description

Job Description

Service Manager — HVAC & Plumbing
Davis Brothers Heating, Cooling & Plumbing  ·  Indiana, PA  ·  Full-Time

You’ve earned this.
Now do something with it.

You know the trade cold. You’ve been the one your team calls when it gets complicated. You’ve probably been leading unofficially for years — training newer techs, solving problems ownership didn’t see coming, holding standards nobody asked you to hold.
You’re ready for the title, the authority, and the accountability to match. And you’re done waiting for a company that’s serious enough to deserve it.
That’s why we’re writing this.

WHY THIS ROLE IS DIFFERENT A company that actually invests in its leaders.
Most shops will put you in charge of the team and leave you to figure it out. No systems. No real support. No path forward. Just more responsibility with the same frustrations.
Davis Brothers is different — and not because we say so. We’ve been operating in this community for over 80 years. That doesn’t happen by accident. It happens because we invest in the people who run our operation and build systems that actually work.
We are not private equity. We’re not optimizing for a sale or managing to a quarterly number. Every decision here is built for the long term — which means when we invest in you, it’s because we plan on you being here.

What that looks like for you:

• Real authority over your team — not just a title with no power
• Leadership that backs you when you make the hard calls
• A clear path to grow — in responsibility, compensation, and impact
• Modern systems and tools, not improvised chaos
• A reputation in this community that makes your job easier every single day

THE TEAM YOU’LL LEAD High standards. No passengers.
We’re building an A-team — people who take pride in their craft, hold themselves accountable, and genuinely care about doing right by the customer. The kind of team where showing up and trying is the floor, not the ceiling.
If you’ve ever carried a team that didn’t deserve it, you’ll understand why this matters to us. We don’t carry people. And we’re not going to ask you to either.
You’ll have strong performers who want to be pushed — and the authority to deal swiftly with those who don’t meet the standard.

WHAT YOU OWN The performance of the service team. Full stop.
This isn’t a coordinator role. You own outcomes:

• How productive your technicians are
• How smoothly the day runs
• How customers are treated — and whether they call us back next time
• Whether the numbers are moving in the right direction

That kind of ownership is rare. Most companies talk about empowering their managers — then second-guess every decision. We give you the authority because we expect you to use it.

WHAT YOU’LL ACTUALLY DO Four things. All of them matter.
Lead People — the biggest part of the job

• Get out of the office and coach techs in the field — ride-alongs, real feedback, real conversations
• Use your technical depth to train the team, set the standard, and earn genuine respect — not just positional authority
• Develop people into better versions of themselves, including areas you’ve had to figure out yourself
• Have direct conversations, even when uncomfortable — and do it in a way that makes people better, not defensive

Drive Results

• Know your KPIs daily and move them with purpose
• Spot problems before they become excuses — fix them early
• Push your high performers to go further; address underperformance quickly and fairly

Win the Day

• Partner with dispatch to keep the board full and the schedule tight
• Cut chaos before it starts — reduce the "what happened today?" moments
• Make sure every job is done right the first time. Callbacks are the enemy.

Build Structure

• Run huddles that people actually value — not check-the-box standups
• Create processes that stick and get used consistently
• Build a team that runs on systems, not heroics

WHAT SUCCESS LOOKS LIKE You’ll know you’re winning when…

• Your team knows their numbers — and talks about them voluntarily
• The board stays full without constant scrambling
• Callbacks are rare. Quality is consistent.
• Problems surface early — and get handled, not handed up
• Month over month, the team is measurably better than it was

IS THIS YOU? Be honest with yourself. We will be too.
This role is built for you if…

• You’ve led technicians or field teams and left them measurably better than you found them
• You have deep technical ability in HVAC and/or plumbing — and you know how to pass it on
• You’re coachable — you’ve gotten better throughout your career and you expect the same from your team
• You’re comfortable having direct, honest conversations — no sugarcoating, no avoidance
• You take ownership when things go wrong, not just credit when they go right
• You’re energized by being around people who actually try to be excellent

This role is not for you if…

• You’ve never led a team and want to try it out
• Your technical skills are strong but you’re not interested in teaching others
• You’ve stopped trying to get better yourself
• You avoid hard conversations or manage by hoping things improve
• You want a stable, low-accountability role — there’s nothing wrong with that, but it’s not this

QUALIFICATIONS What we’re looking for.

• 3–7+ years of experience in HVAC, plumbing, or service operations (required)
• Direct, proven experience managing technicians or field teams (required)
• Strong technical ability in HVAC and/or plumbing — you can diagnose, train, and set the bar (required)
• Demonstrated ability to train others and develop technical skill in your team (required)
• Coachable — open to feedback, committed to your own growth as a leader (required)
• Demonstrated track record of improving team performance — KPIs, efficiency, revenue, or quality (required)
• Strong communicator who is direct, clear, and consistent

COMPENSATION & BENEFITS When your team wins, you win.

• Competitive base salary — commensurate with your experience and what you’ve actually built
• Performance-based bonus tied directly to your team’s results — real upside, not a token gesture
• Full benefits package: health, dental, and more (details covered in conversation)
• A genuine path forward — this is not a ceiling role; leaders who perform grow here in title, scope, and pay

ABOUT DAVIS BROTHERS