Sponsored Content: RunTru

Trane, which has been recognized as America’s most trusted HVAC System by Lifestory Research, stands as one of the most familiar brands in heating and cooling products. For more than a century, the Trane name has identifi ed products and technology that stretched the world’s idea of what was possible — a tradition that’s very much engrained in the company’s DNA. Th e company, products, systems and services are known for holding leading positions in each market they serve. And, they have a reputation for outstanding engineering, reliability, high quality products and innovation. Trane realized there are customers who want dependable products and warranties without the premium price tag. Th at’s why they’ve introduced the RunTru brand. HVACR Business spoke with Scott Ewald, Brand Marketing Leader, Trane Residential HVAC & Supply, about RunTru by Trane, the new brand and portfolio of ducted heating and cooling equipment.

Why introduce a new brand?

A large segment of customers are seeking simple, dependable solutions at an opening price point. Th e RunTru product line delivers a reliable product that is ideal for contractors with customers in this segment. With RunTru, customers can experience a great HVAC system without the extras of premium solutions. It’s a product that’s endorsed by Trane, which is recognized as America’s most trusted HVAC brand.

What specifi c markets will RunTru target?

We believe there will be wide-spread applications for the product line. More specifi cally, contractors in the new construction market oft en work with builders who seek a price advantage yet want quality name brand products. We believe RunTru off ers a dependable opening price point and a portfolio of products that is very competitive.

What other markets will RunTru compete in?

Property managers also will fi nd the RunTru portfolio attractive. Th is HVAC product line is easy to install, built to last and priced to be a better value solution for any property type—from single-family homes to large apartment and condominium complexes.

We understand the importance of maintaining

SCOTT EWALD Brand Marketing Leader Trane Residential HVAC & Supply runtruhvac.com

FOLLOW UP: RunTru provides a reliable value line of HVAC products. Give your consumers a more affordable option backed by America’s most trusted HVAC brand.

BUSINESS INSIGHTS: Dependable HVAC Solution brought to you by RunTru by Trane

resident satisfaction and high occupancy rates while keeping a close eye on the budget.

What about existing homeowners?

For most homeowners, the label on their heating or cooling unit isn’t as important as what it provides: a comfortable indoor environment, no matter what the weather’s like outside. Knowing there isn’t always a need for the premium bell and whistles, we are off ering homeowners peace of mind with RunTru products that are tested and backed by Trane, America’s Most Trusted HVAC Brand.

What are you offering contractors?

A product that is assembled and tested in the U.S., that’s dependable, easy to install and has a great no-registration warranty. So, whether they are replacing existing heating and cooling equipment or installing a new system, there’s a RunTru to fi t their customer’s needs—and budget. My elevator pitch would be: • Easy-to-install, dependable products and solutions at competitive prices. • Trane-backed engineering excellence that fi lls a need for a dependable solution at an aff ordable price in the low-cost HVAC market. • A single-source solution for virtually every repair and replacement situation, with equipment and parts available through local Trane sales offi ces, distributors, and supply stores.

Would you share specifi cs about the Warranty?

Of course, we’re really excited about the introduction of our unique no-registration warranty. Th e end user will receive the full benefi ts of the limited manufacturer’s parts warranty, without the need for them or their contractor to register the product. Th e coverage begins on the date of install. It’s subject to the full warranty term, and it stays with the unit or home versus the purchaser.

What is the warranty?

It off ers 20 years on the gas heat exchanger, and 10 years on the compressor and coil on the indoor and outdoor units, along with a fi ve-year functional parts warranty. So there are three aspects of the warranty, and we fi nd it is extremely competitive within the industry.

What type of training will contractors need to install and service RunTru?

Very little. RunTru products are smaller and easier to handle than traditional units. Th ey provide simple refrigerants and electrical connections, which really do make installation quick and easy. Additionally, our indoor units, have the ability to be multi-positioned so they’re easily confi gured in the fi eld for whatever airfl ow direction is needed for the application. Th is means fewer inventory concerns or units on a truck to meet diff erent needs.

What will contractors need to know about parts and service?

Most of the replacement parts needed for RunTru are interchangeable with existing Trane replacement parts, so those dealers who are familiar with Trane and our existing products will be ahead of the curve and much further along in understanding how easy it is to install the product. Anybody else can learn from available videos, tutorials, and more to help with the training process which should be minimal.

Where can contractors go to get more information about RunTru?

RunTruHVAC.com. Th ere they can learn more and engage directly with the brand, by simply clicking on the “Contact Us” tab. We’d be happy to provide them with all the support they need.

With the Trane ® brand behind it, RunTru™ is exactly

what your customers need and what you want to stand out from the competition: A line of HVAC equipment that’s easy to install, built to last – which can mean fewer call backs and less maintenance - and affordably priced.

RUNTRUHVAC.COM

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the last couple of hires that we’ve done, they spend their junior and senior year in high school at vo-tech, so they’re 18, sometimes even 17 years old.

“We go to the schools and talk to the instructors. Who’s got the best attitude? Who do they think is capable of continuing that education, who really wants to work, who shows up on time? And we’re trying to get them at that point.

“We bring them in, we teach them our philosophy, our values and then, obviously, we get them more training. We send them off for a week to Build-A-Tech or another program like that, and that’s where we’re going to do our best work. But it’s going to take a while.

“They have to be on with us for two or three years before they can get a journeyman’s license, before we can send them out by themselves, but I’m trying to build our team with younger guys.

“But not necessarily just younger guys. We’ve got a military base here. It turns out military members, a lot of them have the right work ethic, the right attitude. But if we can get them before they’ve been in the business for a while, before they’ve been working for other contractors and maybe picked up some bad habits, we can get them young, we get them in, teach them our philosophy.

“I’m not really concerned about somebody knowing a lot about HVACR. I just want somebody that’s mechanically inclined, that likes people, that can get along not only with customers but also with their coworkers.”

Michael Rosenberg

“We build relationships with trade schools and participate in their advisory boards, and they send us potential graduates. We interview them and put them through our Build-a-Tech program, which is a six- to 12-month training program. In that program, they’re doing a lot of ridealongs with our senior guys and they’re working in our training lab.

“We have a lab here where they’re working with our senior technicians like our vice president and, really, that’s how we’ve been able to gain traction on the technical side. Our installers and technicians are being built from within.

“It’s really challenging to bring in

— Brian Stack

time, but you actually have a structured program where you can learn and develop your skills faster.

“Even though we say there aren’t enough people out there to hire, we’ve still been able to grow, and other companies have been able to grow as well. There are people out there, I just don’t think that they’re given enough time to try and learn and grow the company.

experienced service technicians and installers because there seems to be a shortage of it in our industry. A lot of these people that you bring in who do have experience, there’s a reason they’re looking for work and a lot of times it’s because they may have issues and it’s hard to keep those types of guys. I think we’ve had a difficult time holding onto some of these experienced guys that we hire and then they don’t work out.

“But the ones who we bring in from trade schools and we build from within, those people have had really good success. I’d say probably 10 to 12 of our existing staff in the field, they’re all guys who we brought in and trained them and built them up. That’s been our recruiting philosophy — get them from the trade schools and build them up in the company.

“Everyone has this bad taste in their mouth about millennials that they’re not hard workers and they’re high maintenance and such, and I think if you just know how to work with them and know what their motivations are, they can be really good workers.

“They simply have different types of motivation than what we’re used to. They think differently than people in the other generations and you just have to know how to lead and manage them.”

Brian Stack

“We get a lot of resumes but they’re not qualified people that would be good in this field I don’t think. We kind of go through a two-interview process. We don’t do any testing right away, but they go out and ride with the guys in the field as part of the interview process. They’ll take a day and ride with them and test them out on some mechanical skills that way.

“It’s been difficult for us, just like everybody else, because there’s not a lot of people out there from which to pick and choose.

“Our goal with the apprenticeship this year is to be able to get three or four guys into it and put them through a class for free … they’ll take those classes during the day in the morning, go out in the field in the afternoon, rotate through the departments too so they get a taste of all the departments including the office. And then, hopefully, we can keep at least 75 percent of the students who come through there. Our goal is to double the size of the business in the next four to five years, so the training is going to be key to that. “When we were a smaller company it was hard to bring on one or two people that didn’t know what they were doing and put that time and money into that person to get them where they need to be. As we’ve grown it’s become easier because I can hire two or three apprentices and train them and put them with different guys and run them through the company and try and get them where they need to be without it really hurting the bottom line.

“When you talk with other guys out there that own companies and it’s hard for them to find people, it’s usually the smaller companies that are struggling with that because they need someone that’s experienced and they can’t afford to put the money into that training as easily.

“With our apprenticeship program, if a couple of guys don’t make it here, hopefully they’re trained good enough to work with somebody else. I don’t have a problem with that at all. I have never looked at any of our competitors or our competition out there as a problem. There’s so much work out there.

“I mean we’ve been able to grow over the last 10 years without a problem. We’re friends with all the guys who run all of the other companies around here. There’s plenty of work to go around and we help each other out when we need it. It’s more about the betterment of the industry. And that’s just going to help us all. The better companies will stick around. And there’s always going to be work. Everyone always needs heating and cooling and all of the trades. I don’t worry about anybody else that way.” u

“Our training has helped with recruitment because our employees talk to other people and tell them what we have, tell them that we do offer training. You’re not just coming here and getting thrown out on the job to learn on the job all the Pete Grasso is editor of HVACR Business magazine. He can be reached at pgrasso@hvacrbusiness.com.