Most restoration companies take 6-8 weeks to onboard a new tech.
Six to eight weeks of:
And then, after all that investment, 40% of them quit within 90 days.
What if you could cut that time in half—and actually have better-trained techs at the end of it?
That's not a fantasy. It's happening right now at restoration companies that have figured out the framework for fast, effective onboarding.
Let's be honest: Most restoration onboarding isn't really "training." It's hoping the new hire absorbs enough to not screw up.
Here's the typical process:
1. It's Inconsistent
Every new hire gets a different experience depending on who they shadow. Tech A learns everything. Tech B learns shortcuts. Tech C learns bad habits. There's no standard.
2. It's Slow
Your senior tech is working at 50% speed because they're explaining everything. Your new hire isn't getting hands-on practice—they're just watching. And it drags on for weeks.
3. It's Expensive
You're paying two people to do the work of one. According to industry data, labor costs consume 30-40% of project revenue. Dragging out onboarding makes that worse.
4. It Burns Out Your Best People
Senior techs didn't sign up to be full-time trainers. But that's what they become—answering the same questions, explaining the same protocols, over and over. Eventually, they quit too.
Here's the truth: You don't need 8 weeks to train a restoration tech. You need a better system.
Days 1-3: Core Concepts
New techs work through interactive training modules covering:
This isn't watching boring videos. It's:
Why this works: New hires learn at their own pace, on their own time. Fast learners move quickly. Slower learners can review sections without holding anyone back.
Days 4-5: Equipment & Procedures
By the end of Week 1: Your new tech understands the why behind every protocol—not just the "what." They've passed assessments proving they know their stuff. And they haven't burned out a single senior tech in the process.
Days 6-8: Shadow on Real Jobs
Now the new tech goes into the field—but they're not starting from zero. They already understand:
Shadowing is faster and more effective because the senior tech isn't explaining basics—they're showing real-world application of concepts the new hire already learned.
Days 9-11: Lead on Small Tasks
The new tech starts leading portions of jobs:
Days 12-14: Solo Jobs (with backup)
By day 12, your new tech is ready to handle straightforward jobs solo:
They have AI coaching on their phone for instant answers. They have your protocols memorized. And they know when to call for backup.
By the end of Week 2: Your new tech is job-ready. Not fully seasoned—that takes time—but confident, competent, and able to handle routine work without hand-holding.
Let's do the math.
Old Way (8-week onboarding):
New Way (2-week onboarding):
The ROI is massive. And that's not even counting the intangibles:
Use a platform like Ready to create:
Make them interactive. Add quizzes. Build in AI coaching.
Tell new hires exactly what they'll learn and when they'll be job-ready. A clear roadmap reduces anxiety and increases engagement.
Use dashboards to monitor:
This shows you exactly who's ready for field work—and who needs more support.
Week 1 is self-paced learning. Week 2 is hands-on application. Don't skip either.
In a labor-starved industry, the company that can train techs faster wins.
You get:
The restoration companies still doing 8-week onboarding are getting lapped by competitors who figured out how to do it in 2.
Start building your team with a framework that actually works.
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