Scorecard
EPA 608 context should be captured alongside real refrigeration work, not used as a lazy proxy for role fit.
In plain English
An EPA 608 recruiting scorecard should capture certification context, refrigeration system exposure, service examples, safety, customer environment, territory, on-call schedule, pay fit, and availability.
Before the search starts
An EPA 608 recruiting scorecard should capture certification context, refrigeration system exposure, service examples, safety, customer environment, territory, on-call schedule, pay fit, and availability.
Before a shortlist, Reynolds Works checks equipment history, commercial service exposure, certification context, call rota, territory, pay fit, availability, and role-specific consent.
A useful intake covers system type, customer environment, service territory, compensation, call rota, must-have credentials, and false positives.
How Reynolds Works judges fit
| Field | Pass evidence | Follow-up question |
|---|---|---|
| Credential context | Candidate can explain relevant EPA 608 status for the role | Which work required this credential in your current or recent role? |
| Commercial refrigeration work | Specific systems, sites, and service examples | Which calls would your manager trust you to handle alone? |
| Offer fit | Pay, territory, call rota, and start window are realistic | What would need to be true for you to accept this role? |
How Reynolds Works protects the search
Before search starts, Reynolds Works agrees the role filters, candidate representation rules, fee percentage, and feedback path. That keeps the search useful for employers and respectful for candidates.
Current contingency fee: 15% of first-year base salary, due only if a hire is made under written terms.
No candidate submission without role-specific consent.
Role intake covers systems, credentials, territory, pay, schedule, availability, and hiring process.
Focused on commercial refrigeration, BAS-controls, commercial HVAC service, UK F-Gas refrigeration, and UK BMS.
FAQ
Prepare the role, territory, compensation range, technical must-haves, false positives, interview owner, and fee approval path.
The search verifies equipment history, commercial service exposure, certification context, call rota, territory, pay fit, availability, and role-specific consent.
No. Candidate representation requires role-specific consent before an employer receives identifying details.
Reynolds Works checks the role requirements, candidate interest, pay fit, availability, location or travel fit, and consent before an employer receives a profile.
Ready when the role is real
Reynolds Works will tell you whether the role fits the launch wedge and what must be clarified before candidates are approached.