Hiring a new technician in the restoration industry can feel like a victory — especially after weeks of recruiting in a tight labor market. But once you’ve found the right candidate, a bigger question emerges:
Now what?
Starting a career in restoration can be overwhelming. New technicians are stepping into emergency response environments, technical protocols, safety standards, specialized equipment, and customer-facing situations — often all at once. Without a structured development approach, even the most motivated new hire can struggle.
The success of a new technician isn’t determined on day one. It’s determined by how intentionally you guide them through their first 90 days.
At a minimum, every restoration company must provide new hires with:
Too often, companies assume new technicians will “pick it up in the field.” While hands-on experience is essential, unmanaged learning creates inconsistency, errors, and frustration.
Onboarding should not be an orientation checklist. It should be a deliberate pathway to competency.
Unlike many industries, restoration companies often provide multiple services:
Each discipline requires specific technical knowledge, documentation standards, safety compliance, and customer communication skills.
There is no shortcut to experience. There is no magic wand to transfer years of expertise into a new hire. But there is a systemized way to accelerate growth.
That system is intentional mentorship.
Putting a new technician “under your wing” is more than assigning them to shadow a senior tech. It means:
When mentorship is informal and undefined, results vary. When it is structured and monitored, development accelerates.
New technicians thrive when they know:
One of the most common mistakes in restoration management is assuming urgency justifies skipping structure. Because restoration work is fast-paced and unpredictable, new hires are sometimes thrown directly into production without sufficient guidance.
The risks include:
In an industry already facing workforce shortages, losing new hires due to poor onboarding is expensive.
Restoration companies often prioritize speed — faster response times, faster dry times, faster project completion. But when it comes to developing technicians, speed must be balanced with skill-building.
A strong onboarding process should include:
Structured development builds confidence. Confident technicians perform better under pressure.
Bringing a new technician under your wing isn’t just about training them to do tasks. It’s about shaping the next generation of leaders in your organization.
Technicians who are mentored properly:
Training is not an expense. It is an investment in operational stability and long-term growth.
When restoration companies intentionally develop their new hires, they reduce turnover, improve quality control, and build stronger culture.
Because in restoration, success isn’t just about restoring property — it’s about developing people.