Worth over £1.2bn, the UK heating, ventilation, air conditioning & refrigeration sector is growing fast, and needs a steady supply of skilled professionals. We have specialist expertise in all aspects of HVACR, assisting small enterprises all the way through to large blue-chip corporations. We recruit for a wide number of perm and temp roles, including:

  • Sales Managers

  • Sales Engineers

  • Sales Estimators

  • Project Supervisors

  • Account Managers

  • Applications Engineers and much more

Our recruiters are highly-regarded in their field: they know the industry inside out and keep pace with rapidly advancing technology and developments to stay on top of their game. We deliver timely, stress-free recruitment, and pride ourselves on attracting and placing the best talent.

If you’re seeking a new position, or are an organisation with perm or temp vacancies, feel free to get in touch with a member of our team on 0330 333 5074.


WR HVAC sub divisions

Wherever you work in HVAC – we’ve got you covered. To serve such a wide-ranging industry sector, we’ve broken down our expert team into three separate subdivisions: Refrigeration, AC & Ventilation and Heating. Whether your a job seeker or employer, contact our dedicated team today to see how we can help you, call us on 0330 333 5074.

HVAC Retained recruitment services.

  • 1


    Online Platform

  • 12


    Up to 12 months replacement guarantee

  • 60%


    saving on cost of hire

  • 96%


    of applicants still in employment after a year

Meet the WR HVAC Team

Jamie Wilson Tom Comerford Rob Jenkins Jay Edwards Ollie Crosswell

Meet Jamie Wilson

I am a founding director of White Recruitment. My role is to lead and empower staff to take our business forward. By making their search easier through skills training, great resources and support, they make your search for talent or a job easier.

I work with a very talented and likeminded team who are innovative and as passionate about recruitment and business as I am.

Being proud of what we do is the key to our success.

Jamie Wilson

Meet the WR HVAC Team

Jamie Wilson Tom Comerford Rob Jenkins Jay Edwards Ollie Crosswell

Meet Tom Comerford

I recruit a wide range of roles across the engineering sector, such as sales engineers, sales managers, project and contracts engineers, service managers, applications engineers, estimators and design engineers.

I grew up in Havant, and went straight into work after school, doing recruitment for over six years. I have always worked within building services, having worked within manufacturing and engineering, and now also within HVACR. I love my children, and I have twins so most of my time is spent with them.

If I do get any spare time, I enjoy going to the pub. I'm also very interested in cars.

Tom Comerford

Meet the WR HVAC Team

Jamie Wilson Tom Comerford Rob Jenkins Jay Edwards Ollie Crosswell

Meet Rob Jenkins

​My job at WR is to Recruit for the HVACR team.

I grew up in Shropshire and then moved to Portsmouth for university to study Product Design

In my spare time I enjoy spending time with my wife and 9 month old baby. My hobbies are centered around my love for sports particularly football, MMA, kickboxing and Jiu-Jitsu.

An interesting fact about me is this is actually y second time working for White Recruitment

Rob Jenkins

Meet the WR HVAC Team

Jamie Wilson Tom Comerford Rob Jenkins Jay Edwards Ollie Crosswell

Meet Jay Edwards

I've been in recruitment since 2003, I’m a huge Newcastle fan, Love golf.

Jay Edwards

Meet the WR HVAC Team

Jamie Wilson Tom Comerford Rob Jenkins Jay Edwards Ollie Crosswell

Meet Ollie Crosswell

I'm a recruiter within the HVAC Industry.

I am from Portsmouth and an Ex Navy Marine Engineer.

In my spare time I DJ in nightclubs such as Pryzm Portsmouth and Moonshine, I also produce my own House music. As well as play and watch football with friends and family.

Ollie Crosswell
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WR HVAC jobs

Looking for a perm or temp job in HVAC? We’ve got you covered. Check out our vacancies.

  • Document Controller - M&E

    Welwyn Garden City

    £30000 - £40000 per annum

    Document Controller - M&E Contractor Based near Welwyn Garden City, my client are looking for a Document Controller or Project Administrator who has experience working with the construction sector. You will work closely with the administration team, improving the effectiveness of the mechanical and electrical engineering team Essential Document Control in the construction sector Strong attention to detail Competent in using Microsoft Packages including Microsoft SharePoint Knowledge of industry best practice standards (ISO: 9001) Package: Salary: £30,000 -£40,000 per year Monday to Friday 9am - 5pm 4% pension 28 days holiday WR HVAC | M&E are #1 recruitment partner for HVAC jobs. Our customers include a range of large and small M&E companies, manufacturers and suppliers of heating, ventilation, air conditioning and refrigeration equipment. We recruit UK wide for sales, management and technical jobs. WR is acting as an Employment Agency in relation to this vacancy.

  • Quantity Surveyor - HVAC


    £45000 - £60000 per annum

    Quantity Surveyor - HVAC My client is a well established mechanical contractor who provides commercial installation and maintenance of heating, ventilation, air conditioning and refrigeration equipment. They are looking for an Assistant Quantity Surveyor, Mid-weight Quantity Surveyor or Intermediate level Quantity Surveyor to work from their offices in Romford The Quantity Surveyor will ideally come from a professionally qualified background (suitable degree or engineering diploma) with commercial experience in the mechanical engineering sector - bonus points for experience with HVAC, particularly heating The Quantity Surveyor will be tasked with overseeing the profitability of all new and ongoing projects, and would be expected to be "client facing at the highest possible level". My client has an exceptionally high level of repeat business, so the Quantity Surveyor would be building on and developing a series of highly profitable, loyal and personable relationships. Quantity Surveyor Package £45,000 to £55,000 depending on experience 20 days holiday increasing to 23 plus and extra day each year Free gym membership Expenses paid to site WR HVAC | M&E are #1 recruitment partner for HVAC jobs. Our customers include a range of large and small M&E companies, manufacturers and suppliers of heating, ventilation, air conditioning and refrigeration equipment. We recruit UK wide for sales, management and technical jobs. WR is acting as an Employment Agency in relation to this vacancy.

  • Mechanical Contracts Manager


    £50000 - £60000 per annum

    Mechanical Contracts Manager My client are a long established HVAC contractor who have secured large commercial installation contracts for the next 2 years as well as the reactive maintenance work they regularly provide throughout London They are looking for a Mechanical Contract Manager. This is suitable for both Contract Managers and Project Managers who are more client facing Background: HVAC including air conditioning, refrigeration, ventilation or plumbing Proven experience of managing installation and maintenance contracts Mechanical qualification in heating, mechanical engineering, air conditioning, ventilation, plumbing or pipe-fitting Package: £50,000 to £60,000 depending on experience Annual company performance bonus 4% Pension Free gym membership 20 days holiday increasing to 23, then plus 1 day per year WR HVAC | M&E are #1 recruitment partner for HVAC jobs. Our customers include a range of large and small M&E companies, manufacturers and suppliers of heating, ventilation, air conditioning and refrigeration equipment. We recruit UK wide for sales, management and technical jobs. WR is acting as an Employment Agency in relation to this vacancy.


​Thank you to Henry for his professional approach, and knowing the HVAC market.
With his help at this very difficult time, during a pandemic, a specification sales position for a market leader in commercial MVHR was developed and progressed. Through Henry a offer of employment was made, and I look forward to starting shortly.
The support and dedication shown provided a first class recruitment service.
Thank you for your time and assistance.



I have had the pleasure of working with Henry over the last few months. Henry's professionalism and emotional intelligence belies his age.

Henry offered a role to myself and very quickly identified the intangibles that would appeal to me as an individual. This is a skill very much under rated in Henry's industry and within the Sales Profession as a whole. Not all motivating factors are material and the more subtle drivers are the ones that many just cannot identify. This is the sign of someone skilled in their chosen profession and marks them out as better than the rest.

I am happy to report that Henry called it exactly right with regards to the opportunity that I have taken. The culture within the company is exactly as promised and already has me at peace with my decision. As a result I feel reinvigorated and motivated for the future.

The highest compliment I can pay Henry is I would trust his judgement and advice surrounding my career & future without a shadow of a doubt.

It has been an absolute pleasure.



I had the pleasure of working with Henry hunting for a new employer. While I was not the easiest customer, Henry went above and beyond.
Should you be looking for a job and require the services of a hard working recruiter, get in touch with Henry.



​Tom is Very good, he works very hard to match the right candidates for us.

David Birch, Managing Director - JBB Electrical


Very professional and knowledgeable about my particular market.

Roual Hamilton-Morris, Project Design Engineer - Norkfork


Informative, speedy and beyond helpful.

Jason Gilbson, Job Seeker - Northamptonshire


Tom Comerford was excellent, and arranged an interview very quickly.

Roger Morgan, Maintenance manager - Bedfordshire


Provided lots of feedback and updates.

Paul Clift, Service Engineer - South Yorkshire


All-in-all my experience was very positive and Tom was extremely professional and approachable at all times.


Valued Clients

  • Fujistu AC  logo
  • Toshiba Air Conditioning logo
  • H&C Contracts logo
  • ICS Cool Energy logo
  • Monodraught logo
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WR HVAC news

Dress For A Legal Interview


​White Recruitments recent survey, based on the article from PunchL!ne, we asked our audience over on linkedin ‘Would you go suited and booted to a job interview’. We were pleasantly surprised with the results…Can you be ‘overdressed’ for an interview? According to survey results 61% of people would go ‘suited and booted’ to a job interview, chron. believe there is a direct link between dressing to impress and self confidence - it’s about mindset. Whether the interviewer believes you to be overdressed or not, it shows that you’re serious about the job interview and made an effort. As well as the impact it has on your mindset, helping you stand tall and interview from a place of confidence, who wouldn’t want to feel like that in an interview? Could being ‘underdressed’ for an interview lose me the job? Similar to the above statement about making an effort, turning up underdress can leave potential employers with the wrong impression. We feel the best way to overcome this is to dress according to the job. Consider this;What would you wear if you were successful? What’s the uniform like? - As long as you’re always smarter than what the job uniform requires, then that shows effort. Consider what your interviewer may be wearing - ideally you’d want to be on par or ‘smarter’ attire than the person interviewing you. What’s practical? - Do you need to have a trial run in your interview, or are you sitting in a meeting room? (You should know this before your interview, if in doubt ask!)For more ideas on what to wear, The Nest, have plenty of articles to guide you on what and what not to do. Survey Results and CommentsOverall, be the smartest dressed person in the room, wear confidence and go in with the correct mindset and you’re on to a winner. Dress to suit the interview and make an effort, this shows the employer you’re serious about the job. Whether that's a suit or smart trousers and a t-shirt, identify what you’ll wear in the job and what your interviewer may be wearing. Being smart will never go out of fashion. ​

Earth Day Facts


Earth Day, economical changes that need to be made in your workplace now​Many business owners have had plenty of guidance from the Environmental Agency encouraging and establishing ways they can adapt the runnings of their business to be more sustainable and economical, especially with the introduction of Earth Day. So why are some businesses still not able to make these changes despite so much education on how and evidence to prove there’s a need? Here’s what you need to know to make a change today and get fully involved in Earth Day.How to Get StartedAlthough there is much dispute as to why there is a need to adapt the way we work to better suit the environment, after many years of studies and now blatant evidence, it’s essential business owners take action. If they don’t, this could mean customers decide to go elsewhere as well as the huge impact on the planet.Sustainability Company PolicyFirstly, have a sustainable company policy visible to all team members as well as included in your customer process (eg links on email footers or viewable on your website) this is a very simple way to get the ball rolling, making you and your employees aware of how they are impacting the environment with their choices and where there is room for improvement. Choose Suppliers WiselyYou are a business supplying a service but you will also be the customers in someone else's journey e.g. your suppliers. Spend some time researching the companies you are working with, are they sustainable? Should you be promoting the fact you’re working with a sustainable business? This works both ways, other businesses will be looking back at you too, are you a sustainable business they want to show off they are working with too?Your EnvironmentWhether you’re office based or work from home, there are plenty of ways to show you’re sustainable. Compost only, recycling and general waste bins - be strict on this!Encouragement posters around the office (bonus points for using the plain side of scrap paper to make them!)Encourage a lift share or cycle to work scheme. Turning your computers/laptops off rather than on standby modeAdvertising and celebrating Earth Day each yearSee plenty more here > youmatter.world‘Investing in our planet should be viewed as an investment in our future.’ - businessinsider.inWith these very basic but impactful steps towards Earth Day, you’ll be heading in the right direction. Revisit these every month/quarter to see if there is anything new to add or adapt. Don’t be afraid to show off your sustainable business, set an example and others will follow!See our tips for helping your employees through the rise in cost of living here.​​

Working From Home


​With the rise in the cost of living, and the new working model created due to the pandemic, there’s now a choice to make. As an employer, are you embracing the new way of working and moving forwards or are you trying to get back to your old way of working and unintentionally repelling top talent from your business? Our SurveyIn a recent survey we conducted at White Recruitment, we asked over 500 people how the rise in travel costs would impact their employment decisions. The answers were not what we were expecting…18% said the rise made no impact on them3% want to reduce their commute into their workplace79% looking for a working from home or hybrid roleThe ResultsNaturally we expected employees to want to reduce their commute and work closer to home. But it seems many people are very happy in their employment. 18% were happy to still travel but a huge 79% of employees now demand a working from home role or a hybrid role. If employers are not offering this model of employment, they’re unintentionally repelling this top talent from their business. With most competitors offering working from home and hybrid roles, the talent has plenty of opportunities to go elsewhere. Attracting Talent Although there are some industries, the healthcare industry for example, that can not offer the WFH model, there is still something that can be done. Employers in this industry need to think outside the box with their benefits schemes. Employment in these industries is challenging enough without this added pressure. Here’s some ideas we can come up with;Paid travel costsCycle to work schemeCompany mini bus collection pointsLift sharing schemesWith the cost of travel at an all time high with only further increases planned for the future, the above is a great way to encourage top talent through your door. Think outside the box. What are potential new hires' pain points? Then offer them a solution.  See more study results here.Read more blogs here.​

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​Temp Labour is on the Rise in 2022, but is it here to stay?​Employers' confidence has been knocked with the current market, unsure if and when they should be making their next hire. More and more business owners are leaning towards temp workers, giving them the flexibility to choose when and how long they wish to hire someone for. But, for most employees who need stability in their employment, is temporary work an option? Temp work has its perks for both parties as many people have been impacted by the pandemic, it’s forced many talented individuals back on the market. These individuals have the opportunity to work within an organisation before making the full commitment of joining a new team, especially useful in a competitive market. In our recent study we identified that the average temp labour has increased by 11% since February 2021, with more growth expected for 2022. Although the economy is expected to bounce back mid 2022 (Brewin Dolphin UK) securing temp workers once again with permanent employment. Could this identify an end date for the popularity of temp recruitment or have we just carved a new way to hire?Despite the UK employment rate sitting at 75.5% (January 2022) according to Office for National Statistics, that is 1.1 percentage points lower than pre-pandemic (December 2019 to February 2020), showing a steady but clear increase in employment within the UK. There’s no compelling evidence to suggest that temporary employment has anything to do with this small increase but we feel it has a big part to play. Currently, December to February 2022 there are 1.5m temporary workers in the UK (Lancaster University Studies). Showing the need for this style of employment and the flexibility it comes with. Although this most likely means that we are still short for permanent roles, it does mean more and more people are being pushed into the benefits of temporary employment which many would have initially ruled out pre-pandemic. This has resulted in temporary work increasing by 23% over the past year (Lancaster University Studies).The breakdown in our recent study, found that there was a greater number of employers who had previously been temps and used temp in their own hiring needs. With 4% less employers, who had never been a temp worker before. Showing that having experienced temp work personally, gives a better understanding as to its benefits. There are more employers now leaning towards temporary workers to see them through the UK economy crash, potentially until its estimated recovery. ​So far, the data to show the impact of this change in employment is limited. However, the decrease in unemployment is improving as well as the increase in employers now looking to temporary workers. Many people may have the vision that some work is better than no work since the government furlough schemes have all now come to an end, many have found themselves in this position. The soon approaching Employment Bill gives temporary workers more rights with employers after a 26 week period, they will be able to request a contract in line with the 2018 Good work plan, according to the Gazette. With the right to request a more predictable and stable contract after 26 weeks’ service, for those with variable and unpredictable hours (which formed part of the government’s 2018 Good Work Plan).The forthcoming Employment Bill offers an opportunity to strengthen worker rights and protections in this regard, for example by ensuring the legislation allows agency workers and those on temporary or zero hour contracts the right to request a contract which guarantees hours that better reflect those actually worked.Therefore, answering our earlier question. Temp workers may eventually turn to permanent workers but, until that point both employers and employees will be in the perfect position to establish if this is the right next step for them. Proving that temporary employment is on the rise, and for good reason, and that it is here to stay as there will always be a need for flexible employment especially with the added reward of a potential stable contract. If you would like to see what temporary roles we have available, please visit our available jobs here or should you have temporary roles you wish to fill please give Jamie Wilson a call directly on 023 9281 6920.​



Regulating staff movement during the Covid19 PandemicStaffing has always been regulated within healthcare services under the CQC (Care Quality Commission) but guidance could be altered due to the current Covid19 pandemic.Care homes in particular are facing a huge change in relation to the movement of staff and more specifically the use of temporary agency staff. The government requested a consultation on their proposal to regulate to stop movement of staff between care settings which closed only a few days ago.The government has found that high usage of temporary workers directly correlates with a high number of Covid19 cases within care settings. Due to this, new regulations around the use of temporary staff within care homes could potentially be enforced in the coming weeks.The proposed policy has been suggested to decrease the infection rates within these settings, but does that throw a spanner in the works elsewhere? Over the past few months I have listened to the stories that nurses have told me about working through the pandemic and it has more often than not been incredibly hard on them. Staff sickness has been high due to positive test results, some staff were and still are self isolating because they themselves are vulnerable, this is all on top of the skills shortage within nursing prior to the pandemic.Staffing problems have led to a strain on many nurse’s mental health. The Nursing Times found that a third of nurses described their mental health as ‘bad’ due to working during the pandemic. To counter this, charity Mind has partnered with other mental health charities to provide mental health services specifically for those on the frontline, including 1-2-1 support.So, what advice would I give you? I’ve provided a few places to start.Retain your current workforce - Losing a crucial member of your care staff at a time like this is going to hit you harder than before. Retaining your current team members will reduce the need to fill these gaps with agency workers. We have some fantastic tools for you to use to assess your retention needs. You can call me to discuss these options.- 02392 852 314Take advantage of nurses on the temporary register - We have heard from a considerable number of nurses that have joined the temporary register who are now looking for permanent positions to complete their practice hours admitting them to the permanent register. This will also help staffing issues in the long term.Speak to us - We have over ten years’ experience of recruiting permanent staff for the healthcare sector. We can provide you with a team of recruiters that have worked tirelessly for their clients over the last few months and are continuing to do so. As a team we have over 34 years of combined experience specific to healthcare recruitment and are proud of the knowledge we have. Whether you are looking to fill one vacancy or many we can provide the attention you need for finding the right candidates. Equally, should you be looking for a new role, we have over 1000 vacancies with our current clients and have sent almost 2000 applications for our nurses this year. If you are looking for a new opportunity, we will take the time to listen to your needs and help you in finding the best position for you.Please call me or my team if you have any questions about your job search or recruitment needs - Emma Platt, 02392 852 314, emmap@wr-health.com​

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​Modern Recruitment is moving too fast, or are you moving too slow?The hiring process has been stuck in plateau for years. Now the pandemic has hit us, it's pushed us out our comfort zone and forced us to embrace technology in the form of modern recruitment.Don’t get left behind! Don’t miss all the talent. Expand your capabilities - it’s going to make all the difference. No idea where to start? You’re in the right place, here’s what you need to do step by step. ​Modern Recruitment MethodBe Open MindedEducate YourselfBuild ConfidenceBe SocialBe Consistent ​Be Open MindedIt’s easy to shut off from change. But, you need to do this. It's important.Modern recruitment methods are science based, you’ll experience behavioral assessments, competency questionnaires, psychometric assessments, conference interviews and my personal favourite - Video CVs. If you're still only working on a basic CV as a candidate, you’ll seem dull and as an employer you’ll seem old fashioned. We all have to change, adapt and grow. ​Educate YourselfNow you’re ready to embrace this change, you need to learn how to do it. That’s right, it’s back to school for you! Youtube is a great place to start, as well as Linkedin and any articles found on google, just search, Modern Recruitment. ​Build ConfidenceThe best way to learn? DO IT. Get used to the camera, have a play around on apps/portals etc. You can’t do anything wrong, it will take away the fear of the unknown when it comes to the real thing. Put time aside for this, it will be well worth it.​Be SocialYou think you’re already social, well you’re not social enough. This is a different level of social, more commonly known as networking. Now I've scared of you! Modern recruitment requires this, so lets do it!Get yourself on Linkedin, connect with like minded individuals and make a difference on their platform, comment, like and share their posts. This is a simple step in growing your social skills and it will attract opportunities your way. Trust me. More to come on this in future weeks. ​Be ConsistentNow you’re on a role with the new you, you need to keep it up! Don’t have a small win and stop, keep growing, keep progressing - it won’t stay around forever you must keep going. ​Not so daunting when you know what to do is it? Although the above is the basic, it's the start of the foundations to the modern hiring process and you will be recognised as an employer and candidate of choice.Gone are the worries about being left behind.​EMPLOYERS BONUSStart the science behind your hiring - ready to see how much your business will save? Answer these simple questions… https://wrsearch.goodhire.agency/