What Service Techs Earn in 2026: Salary Benchmarks by Trade and State

Salary data varies by source, market, and experience, and changes over time — treat these as directional benchmarks and verify current local rates.

National averages by trade (2026)

• HVAC technicians: around $59,800/year (~$28.75/hour) on average. The bottom 10% earn under ~$39,000; the top 10% earn over ~$91,000.
• Electricians: entry-level median around $60,600 (~$29/hr), rising to roughly $71,000 with a few years’ experience.
• Plumbers: entry-level median around $53,900, comparable to HVAC.

Across the trades, entry pay clusters in the high-$20s/hour and top earners reach $90,000+, especially with specialization, sales ability, and overtime.

How much state matters

Location moves the number a lot. HVAC median pay by state ranges from roughly $45,000 to over $80,000. Higher-cost and higher-demand states pay the most — Alaska consistently tops the rankings (median near $81,000), with Massachusetts, Connecticut, and several coastal/high-cost metros close behind. Lower-cost states sit at the bottom of the range. Always benchmark against your local market, not just the national average — that’s what your competitors for talent are paying.

What drives an individual tech’s pay

• Experience and skill level (career ladder).
• Certifications and licenses (licensing).
• Sales ability — techs who present options and sell memberships earn more.
• Pay structure — hourly vs. commission vs. hybrid (pay plans).
• Overtime and on-call.

How to use these benchmarks

1. Benchmark your local market — check what techs actually earn in your area/trade.
2. Pay competitively for the level you need — lowballing costs more in turnover (turnover cost).
3. Compete on total package, not just wage — benefits and culture matter (benefits, culture).
4. Build in earning upside so top techs can grow their pay with performance (bonuses).
5. Make sure your pricing supports it via proper labor burden (labor burden).

Fund competitive pay by charging what you’re worth

Paying top-of-market wages requires healthy margins — and reputation is what lets you charge enough to afford great techs. Well-reviewed businesses command better prices, which funds better pay, which attracts better techs, which earns more reviews. Tailwind powers that flywheel by capturing reviews after every job — see how it works.

Pay to win the talent, price to afford it. See how Tailwind works.