Most HVAC job interviews don’t fall apart because of technical questions. They fall apart because candidates don’t know how to navigate uncomfortable topics without putting the interviewer on defense. One of the most common mistakes I see from commercial and industrial HVAC candidates is directly confronting interviewers about negative company reviews they’ve read on Indeed or Glassdoor.
If you’re applying to a commercial or industrial HVAC role and you’ve seen a pattern of bad reviews, you’re not wrong to be cautious. You are also one wrong sentence away from sabotaging an otherwise strong interview.
This guide explains how experienced HVAC hiring managers actually interpret employee reviews, why bringing them up directly is usually a mistake, and the right way to get real answers without hurting your chances.
Employee reviews are not neutral data. They are emotional snapshots left by a very specific subset of people.
In HVAC, unhappy technicians, project managers, and service supervisors are far more likely to leave reviews than satisfied ones. The tech who doubled their income, moved into controls, or used the company as a springboard into a better role usually doesn’t log back in to write a glowing review. They’ve already moved on.
A lot of negative HVAC reviews trace back to one of three things: a bad service manager, a toxic operations leader, or a period of instability like rapid growth, mergers, or leadership turnover. The problem is that reviews don’t expire when those issues are fixed. A commercial HVAC contractor can clean house, replace leadership, and overhaul culture, and still look terrible online for years.
On the flip side, some companies manipulate reviews. I’ve seen contractors require new hires to leave positive feedback during onboarding, when everything still feels exciting. That artificially inflates ratings and hides real problems.
So reviews matter, but they are not a verdict. They are a signal that needs context.
How badly do you need or want this job?
If you are unemployed, underpaid, or stuck in a residential role trying to break into commercial or industrial HVAC, your tolerance for risk may be different than someone already in a stable position. There is nothing wrong with taking a job at a company that isn’t perfect if it advances your skills, pay, or long-term trajectory.
Also be honest about your personality. Some HVAC professionals can ignore drama, keep their head down, run calls, manage projects, and make very good money even inside turbulent organizations. Others cannot. Neither is wrong, but you need to know which one you are.
Asking, “I saw some negative reviews online, can you explain them?” is almost always a mistake.
If the person responsible for the bad culture is in the interview, they will lie to you. If they aren’t responsible but are aware of it, they will default to a rehearsed, vague answer about “continuous improvement” and “positive culture.” Either way, you gain nothing and you put the room on edge.
From a hiring manager’s perspective, this question signals distrust before you’ve built any rapport. In HVAC, where trust and reliability matter as much as technical skill, that’s not a great first impression.
Instead of mentioning reviews, ask a question that forces honesty without accusation.
Ask this:
“Can you share some insight into the strongest parts of your culture, and also where the company has struggled in the past and what you’re doing today to make this a great place for employees?”
This question does three important things. It assumes no guilt. It invites transparency. And it gives the interviewer room to show self-awareness.
Then stop talking.
Listen carefully, but don’t just listen to the words. Pay attention to how they respond. Do they acknowledge real challenges, such as growing pains, leadership changes, workload issues, or communication breakdowns? Or do they give you nothing but smiles and buzzwords?
In my experience, HVAC companies that pretend everything has always been perfect are the ones most likely hiding problems. Healthy organizations can talk about past stress, tough seasons, and lessons learned.
Your gut reaction during this conversation matters. If the interviewer becomes defensive, evasive, or visibly uncomfortable, that tells you something. If they’re candid and grounded, that tells you something too.
Great HVAC companies go through hard times. Bad ones can improve. One bad manager can ruin a department for years, and one strong leader can turn it around just as fast. Many of you reading this have probably done exactly that in your own shops.
Go into the interview with both eyes open. Give the company the same benefit of the doubt you would want if a former coworker left a bitter review about you. Explore the opportunity professionally, gather information, and keep your other options open.
You’re not committing by interviewing. You’re evaluating.
That’s exactly what experienced HVAC professionals do.