Hiring your first tech — or your fifth — can either free you up or bury you in callbacks and client complaints. The truth is, most pool companies don’t have a real training process. They just hope the new person picks things up fast.
But hope doesn’t scale.
If you want techs who represent your company well, finish jobs the way you would, and don’t drive away customers, you need a simple, consistent training approach that works in the field — not just on paper.
Here’s how to get there.
Standardize the Routine
Before you train anyone, make sure you are consistent. If you’re doing the service differently at every stop, there’s no system to teach.
Start by writing down your service process — from when the tech gets out of the truck to when they leave the property. Include:
- Where to park
- What order to check equipment
- When to brush, net, and vacuum
- What to test and how to dose
- Final cleanup and client communication
Even a simple one-page checklist is better than leaving it to memory.
Train in the Field, Not in the Shop
You don’t need a classroom. The best training happens on real pools, in real conditions.
Start with ride-alongs, but don’t just let them watch. Hand them the brush, the test kit, or the pump basket and talk them through it. Ask questions like:
- “What do you notice about this filter pressure?”
- “If this was your stop, what would you do next?”
Treat it like coaching, not just shadowing.
Teach the Why, Not Just the What
Don’t just say, “brush the pool.”
Instead: “Brush the tile line, steps, and corners to prevent algae.”
New techs need to know why things matter.
This builds judgment — the kind that reduces callbacks and keeps customers happy.
Make Photos Part of the Process
Encourage new techs to take photos of equipment issues, water chemistry problems, or even finished service for a while.
It’s a great way to:
- Double-check their work
- Build accountability
- Spot patterns in where they need help
You can review photos together after the route or at the end of the week.
Set Clear Expectations Early
Make sure your new hire knows:
- How long stops should take
- What “finished” looks like
- When to call for help
Being clear early helps avoid frustration on both sides.
Keep It Consistent
You don’t need a two-week bootcamp.
Aim for short daily reps — one-on-one training for part of the day, then solo work with review.
Set a checkpoint at the end of the first week and again at the 30-day mark. By then, they should either be solid — or clearly not a fit.
Final Thoughts
Training takes time, but doing it right saves way more in the long run — fewer mistakes, happier clients, and a tech you can actually trust to represent your company.
The key is structure, repetition, and feedback — not perfection.
If you’re stressed about handing off pools, it probably means you’re training from the hip. Put a process in place and it gets a lot easier to grow.