How to hire an air duct mechanic

How to hire an air duct mechanic, step by step

Here's a step-by-step air duct mechanic hiring guide:

• Step 1: Identify your hiring needs
• Step 2: Create an ideal candidate profile
• Step 3: Make a budget
• Step 4: Write an air duct mechanic job description
• Step 5: Post your job
• Step 6: Interview candidates
• Step 7: Send a job offer and onboard your new air duct mechanic
• Step 8: Go through the hiring process checklist

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1. Identify your hiring needs

   Before you post your air duct mechanic job, you should take the time to determine what type of worker your business needs. While certain jobs definitely require a full-time employee, it's sometimes better to find an air duct mechanic for hire on a part-time basis or as a contractor.

   Determine employee vs contractor status

   Is the person you're thinking of hiring a US citizen or green card holder?

   Yes

   No

   You should also consider the ideal background you'd like them an air duct mechanic to have before you start to hire. For example, what industry or field would you like them to have experience in, what level of seniority or education does the job require, and how much it'll cost to hire an air duct mechanic that fits the bill.

   Here's a comparison of air duct mechanic salaries for various roles:

   Type of Air Duct Mechanic	Description	Hourly rate
   Air Duct Mechanic	Sheet metal workers fabricate or install products that are made from thin metal sheets, such as ducts used in heating and air conditioning systems.	$16-24
   Gutter Installer	A gutter installer does the basic installation of gutters, inspects, and repairs them. An installer isn't afraid of enclosed spaces and, if need be, is comfortable making use of a ladder... Show more	$12-21
   Sheet Metal Helper	A sheet metal helper fabricates and installs thin metal sheets. They use a wide range of systems to craft these sheets and to help workers install them... Show more	$11-16

   Show more

2. Create an ideal candidate profile

   Common skills:

   • HVAC
   • Analyze Blueprints
   • Air Ducts
   • Install Duct
   • RAN
   • Commercial Buildings
   • TDC

   Responsibilities:

   • Company engage in the business of HVAC and plumbing installation in new commercial and residential construction.
   • Demonstrate technical ability in both MIG and TIG welding, blueprint sketching, reading, and design implementation.
   • Work with computer numeric control (CNC) heavy machinery from setup to operation to produce parts and tools from metal.
   • Work to restore aircraft to optimal performance capacity by ensuring that necessary devices are repaired and install according to FAA guidelines.
   • Receive a modest amount of handrail fabrication, finishing and installation experience.

3. Make a budget

   Including a salary range in your air duct mechanic job description is one of the best ways to attract top talent. An air duct mechanic can vary based on:

   • Location. For example, air duct mechanics' average salary in arkansas is 44% less than in district of columbia.
   • Seniority. Entry-level air duct mechanics 32% less than senior-level air duct mechanics.
   • Certifications. An air duct mechanic with certifications usually earns a higher salary.
   • Company. Working for an established firm or a new start-up company can make a big difference in an air duct mechanic's salary.

   Average air duct mechanic salary

   $41,617yearly

   $20.01 hourly rate

   ---

   Entry-level air duct mechanic salary

   $34,000 yearly salary

   Updated January 20, 2026

4. Writing an air duct mechanic job description

   A good air duct mechanic job description should include a few things:

   • Summary of the role
   • List of responsibilities
   • Required skills and experience

   Including a salary range and the first name of the hiring manager is also appreciated by candidates. Here's an example of an air duct mechanic job description:

   Air duct mechanic job description example

   Responsible for performing maintenance, repairs, inspections, and alterations of Company operated aircraft and articles as assigned in accordance with Air Methods' policies and procedures. Ensures company operational goals and objectives are met, while guaranteeing all aircraft maintenance documentation is executed in compliance with applicable Federal Aviation Regulations, company policies and procedures, and applicable maintenance manuals.
   Essential Functions and Responsibilities include the following:
   
   • Performs inspections and repairs of aircraft and components in accordance with maintenance procedures, airworthiness directives, service bulletins, service letters, and applicable Federal Aviation Regulations
   • Upon installation or removal of any component or assembly, the Mechanic shall verify by physical inspection or markings on the part that the part number and serial number match the associated documentation
   • Ensures all aircraft maintenance documentation is executed in compliance with applicable Federal Aviation Regulations, company policies and procedures, and applicable maintenance manuals to include specific chapters
   • Actively participates in the continuous improvement phase (level 4) of the company's Safety Management System (SMS) and is familiar with the SMS policies, processes, and procedures
   • Maintains work area in a clean and professional manner
   Responsible for correcting compliance or safety issues when directed by the Director of Operations, Director of Maintenance, Chief Pilot, Regional Maintenance Director, Director of Safety, or Lead Mechanic
   • Responsible for advising the Pilot in Command (PIC) of any maintenance issues that would take an aircraft out of service
   • Responsible for validating or confirming the data in the Status Report concerning the aircraft he or she is working on including
   • Request aviation parts and supplies in order to maintain an adequate and orderly inventory of all stock items to ensure prompt repairs for operational readiness
   • Other Duties as assigned Additional Job Requirements
   
   • Regular scheduled attendance
   • Indicate the percentage of time spent traveling: 10%
   
   Subject to applicable laws and Air Method's policies, regular attendance is an essential function of the position. All employees must follow Air Methods' employment practices and policies.
   
   Qualifications
   
   To perform this job successfully, an individual must be able to perform each essential function satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. In accordance with applicable laws, Air Methods will provide reasonable accommodations that do not create an undue burden so disabled employees may perform the essential functions of the position.
   
   Education & Experience
   
   • High school diploma or general education degree (GED) and 2 to 5 years' related experience and/or training; or equivalent combination of education and experience
   • Factory airframe/power plant schools preferred
   • FAR 135 operations preferred
   
   Skills
   
   • Electrical troubleshooting and refined vibration-balancing
   • Sheet metal and composite repair procedures
   • Ability to read and understand various documents such as 337's, Service Bulletins, AD's, etc.
   • Ability to multi-task in a fast paced, constantly changing environment
   • Ability to be a team player with a professional attitude
   • Efficient in the use of electronic or paper based manuals and able to navigate through vendor data to find necessary information
   • Ability to learn and utilize the Company's ERP system (Ramco)
   • Strong communication skills
   • Ability to apply creativity and problem solving skills in troubleshooting work
   
   Computer Skills
   
   • Proficient with Microsoft Suite, including Word, Excel, PowerPoint and Outlook
   • RAMCO experience preferred
   
   Certificates, Licenses, Registrations
   
   • FAA A&P License in good standing.
   
   This position is subject to drug and/or alcohol testing per the DOT/FAA requirements (pre-employment, random, reasonable cause/suspicion, post-accident).
   
   Air Methods is an EEO/AA employer. Qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability or protected veteran status. Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)

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5. Post your job

   There are various strategies that you can use to find the right air duct mechanic for your business:

   • Consider promoting from within or recruiting from your existing workforce.
   • Ask for referrals from friends, family members, and current employees.
   • Attend job fairs at local colleges to find candidates who meet your education requirements.
   • Use social media platforms like LinkedIn, Facebook, and Twitter to reach potential job candidates.

   Post your job online:

   • Post your air duct mechanic job on Zippia to find and attract quality air duct mechanic candidates.
   • Use niche websites such as constructionjobs.
   • Post a job on free websites.

6. Interview candidates

   To successfully recruit air duct mechanics, your first interview needs to engage with candidates to learn about their interest in the role and experience in the field. You can go into more detail about the company, the role, and the responsibilities during follow-up interviews.

   Remember to include a few questions that allow candidates to expand on their strengths in their own words. Asking about their unique skills might reveal things you'd miss otherwise. At this point, good candidates can move on to the technical interview.

   The right interview questions can help you assess a candidate's hard skills, behavioral intelligence, and soft skills.

7. Send a job offer and onboard your new air duct mechanic

   Once you have selected a candidate for the air duct mechanic position, it is time to create an offer letter. In addition to salary, the offer letter should include details about benefits and perks that are available to the employee. Ensuring your offer is competitive is vital, as qualified candidates may be considering other job opportunities. The candidate may wish to negotiate the terms of the offer, and it is important to be open to discussion and reach a mutually beneficial agreement. After the offer has been accepted, it is a good idea to formalize the agreement with a contract.

   It's also important to follow up with applicants who do not get the job with an email letting them know that the position is filled.

   Once that's done, you can draft an onboarding schedule for the new air duct mechanic. Human Resources should complete Employee Action Forms and ensure that onboarding paperwork is completed, including I-9s, benefits enrollment, federal and state tax forms, etc. They should also ensure that new employee files are created for internal recordkeeping.

8. Go through the hiring process checklist

   • Determine employee type (full-time, part-time, contractor, etc.)
   • Submit a job requisition form to the HR department
   • Define job responsibilities and requirements
   • Establish budget and timeline
   • Determine hiring decision makers for the role
   • Write job description
   • Post job on job boards, company website, etc.
   • Promote the job internally
   • Process applications through applicant tracking system
   • Review resumes and cover letters
   • Shortlist candidates for screening
   • Hold phone/virtual interview screening with first round of candidates
   • Conduct in-person interviews with top candidates from first round
   • Score candidates based on weighted criteria (e.g., experience, education, background, cultural fit, skill set, etc.)
   • Conduct background checks on top candidates
   • Check references of top candidates
   • Consult with HR and hiring decision makers on job offer specifics
   • Extend offer to top candidate(s)
   • Receive formal job offer acceptance and signed employment contract
   • Inform other candidates that the position has been filled
   • Set and communicate onboarding schedule to new hire(s)
   • Complete new hire paperwork (i9, benefits enrollment, tax forms, etc.)

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