This is the master outline of the contractor recruitment campaign for
Aging In The Comfort Of Home®: the strategy, creative
system, channels, funnel, contractor experience, measurement, rollout plan, and guardrails,
in one scrollable reference. It exists so leadership, marketing, recruiting, and operations
run the same system and make the same promise.
$25 to $30/hrStarting contractor rate, based on experience and approved capabilities
Approx. 35 hrs/wkOf project opportunities targeted per active contractor. A target, not a guarantee
$30 to $35/hrLead Technician path, earned through performance
8 parts · 59 sectionsOne campaign blueprint, from strategic idea to weekly operating rhythm
The campaign recruits independent contractors, not employees. Contractors may accept or
decline any assignment and may maintain other customers and business relationships. The
full classification disclosure appears at the end of this page and on every campaign asset
that states a rate or an hours figure.
Source: AITCOH Contractor Success Program, World-Class Recruitment Campaign BlueprintStatus: Internal working outline, not for external distributionUpdated: August 18, 2026
01
Part 01
The Campaign Platform
What the campaign is, the single idea it sells, and the feeling every touchpoint should
create. Everything else in this outline serves this part.
No. 00Foundation
The campaign platform
Program: AITCOH™ Contractor Success Program.
Positioning: Independent. Respected. Growing.
Master tagline: Do Great Work. Earn More Opportunity.
The core offer
Independent contractor opportunity
$25 to $30 an hour based on experience
Approximately 35 hours a week of project opportunities targeted
Contractors may accept or decline assignments
Contractors may maintain other customers and business relationships
AITCOH handles customer pricing, billing, and administrative coordination
Meaningful residential remodeling, accessibility, and home-safety work
Performance-based growth with a path to Lead Technician at $30 to $35 an hour
Campaign objective
Build a reliable pipeline of skilled, professional independent contractor technicians
who are attracted by meaningful work, independence, consistent opportunity,
professional support, and a credible path to greater responsibility and compensation.
No. 01Strategy
The strategic idea
AITCOH™ does not compete as another company saying "Technicians Wanted."
The campaign establishes a distinct contractor proposition:
You already know your trade. AITCOH gives good contractors a professional system in which
great work creates more opportunity.
The campaign sells three things simultaneously, and this three-part idea governs all campaign communications:
Independent
You remain an independent tradesperson.
Respected
AITCOH provides clear assignments, handles customer administration, and treats skilled field professionals like professionals.
Growing
Strong performance creates access to better assignments, incentives, higher rates, and potential advancement to Lead Technician.
No. 02Strategy
Campaign north star
Every touchpoint reinforces Do Great Work. Earn More Opportunity.
This is not advertising language. It describes the actual operating model, one system
from first ad to Lead Technician:
AdvertisingGood work creates opportunity.
ApplicationWe look for capable professionals.
OrientationWe define what great AITCOH™ work looks like.
Project executionContractors demonstrate it.
Performance scorecardAITCOH measures it.
Rate growthPerformance earns greater opportunity.
Lead TechnicianStrong contractors advance.
The standard: the recruitment promise and the operational reality are the same system.
No. 03Brand
Brand experience
The campaign should feel professional, optimistic, human, calm, premium, organized,
established, respectful, healthy, and aspirational. It communicates the possibility of a
long, healthy, successful professional future.
Visual benchmark: closer to premium healthcare, wellness, and
professional-services advertising than to traditional construction hiring advertising.
People first
Respect people and their independence.
Trusted
Clear, professional, and reliable.
Growth
A long, healthy career path.
Meaningful
Work that improves lives.
02
Part 02
Audiences and Message
Who the campaign speaks to, what it offers them, and the order in which the message is
revealed. Audiences are defined by professional mindset, never primarily by age.
No. 04Audience
Audience strategy
Audience A
The skilled independent tradesperson
Already performs remodeling, handyman, carpentry, bath, flooring, light plumbing,
accessibility, or repair work. Cares about worthwhile pay, organized projects, enough
opportunity, reliable payment, low office friction, and keeping independence.
Message: Keep your independence. Gain a professional source of project opportunity.
Audience B
The experienced career tradesperson
Years of residential experience and values professionalism over chaos. Cares about
quality of customers, stability, respect, predictable processes, meaningful work,
and less administrative headache.
Message: Put your experience to work in a professional system built around quality.
Audience C
The rising technician
Solid trade capability, wants a clearer professional path. Cares about compensation,
growth, skill recognition, advancement, project volume, and learning through
experience.
Message: Start strong. Build your performance. Move toward Lead Technician.
Audience D
The owner-operator with available capacity
Already operates independently with room for additional projects. Cares about
flexibility, protecting existing customers, ease of accepting work, billing, scope
clarity, and margin on their time.
Message: Add quality projects without giving up your existing business.
The skilled independent tradesperson at work
No. 05Offer
The value proposition
Professional project opportunity without giving up your independence.
AITCOH™ provides access to customer projects and an operating structure while the
contractor focuses primarily on field execution. The offer stack:
Compensation
$25 to $30 an hour to start, based on experience and approved capabilities.
Opportunity
Approximately 35 hours a week of project opportunities targeted per active
contractor, subject to project demand, geography, contractor availability, and
acceptance. Never communicated as guaranteed hours.
The contractor handles: field execution, workmanship, jobsite professionalism, project documentation, and field communication.
Meaning
Projects help customers improve safety, accessibility, function, comfort, and their ability to remain in their homes.
Growth
Strong contractors can progress toward Lead Technician at $30 to $35 an hour, based on
quality, production, customer experience, reliability, communication, and management
assessment.
No. 06Message
Message hierarchy
Do not place every selling point in every advertisement. Use progressive disclosure:
Level 1 · Stop the scroll
Do Great Work. Earn More Opportunity.
Independent. Respected. Growing.
Technicians Wanted
Independent Contractor Opportunity
Level 2 · Economic relevance
$25 to $30 an hour
Approx. 35 hours a week of project opportunities
Path to Lead Technician: $30 to $35 an hour
Level 3 · Differentiate
Accept or decline assignments
Maintain your independence
AITCOH™ handles customer billing and pricing
Meaningful residential work
Level 4 · Explain the program
Introduce the Contractor Success Program and its simple path:
Join, Perform, Build Your Score, Earn More Opportunity, Lead
No. 07Compliance
Campaign language rules
The campaign represents a 1099 independent contractor opportunity, so the language is
load-bearing rather than stylistic.
Preferred language
Independent contractor, contractor technician
Project opportunity, assignment, available projects
Contractor rate
Performance, growth, Lead Technician
Contractor Success Program
Accept or decline
Professional support
Restricted language
Never "employee" or "staff"
Never "full-time employee"
Never "career employee"
Never "salary" or "benefits"
Never "promotion"
Never "guaranteed 35 hours"
Never "required schedule" or "shift"
Why this matters: worker classification depends on the actual
relationship, not what the parties call it. IRS guidance weighs behavioral control,
financial control, and the type of relationship, and notes that detailed instructions or
training about how work is performed can indicate employment status. The U.S. Department
of Labor also has active 2026 rulemaking on classification. Program design keeps required
project outcomes and customer protections distinct from technical control over trade
methods.
03
Part 03
The Creative System
One modular design system, a disciplined initial ad library, and a photography standard
that makes skilled contractors feel respected. This outline page itself runs on the
campaign's muted palette and type system.
No. 08Creative
Creative platform
A Better Way to Work Independently
People should look
Capable and healthy
Optimistic and proud
Relaxed and professional
Successful
Avoid imagery that suggests
Desperation or cheap gig work
Dirty or chaotic construction
Industrial danger
Aggressive masculinity
Temporary labor
Generic HR recruiting
No. 09Creative
Photography system
Build an owned recruitment image library rather than relying on one hero technician.
Casting shows a visibly broad range of professionals: younger tradespeople, mid-career and
experienced older tradespeople, men and women, different racial and ethnic backgrounds,
individuals, two-person teams, and technician-customer interactions. Representation should
feel natural, not staged.
Required image types, as currently represented in the owned library:
Hero portraitConfident, relaxed professional at a residential jobsite.Hero portraitArriving on site; casting shows a broad range of professionals.Working portraitA recognizable task, calmly done.DetailHands, tools, and craft up close.Customer interactionA calm, warm review with the homeowner.Meaningful outcomeAccessibility work in place: grab bar, safer bathroom.TeamTwo technicians on the same assignment.GrowthLearning alongside a senior professional.
All seven required types are now represented in the library. Current frames are interim;
Phase 5 of the rollout replaces them with authentic AITCOH™ contractor photography
from real projects.
No. 10Creative
Visual design system
Muted versions of AITCOH™ corporate colors, generous white space, frosted panels,
soft gradients, rounded corners, and extremely soft shadows. Gold is an accent, never the
dominant visual field.
55 to 70% warm white / ivory15 to 25% muted blue5 to 10% powder / mist3 to 7% gold accent
Frosted glass
Translucent information cards over imagery, thin borders, gentle blur.
Soft gradients
Warm white to fog blue, powder to white, champagne to warm white, muted deep blue to slate.
Rounded, soft, quiet
12 to 24 px corner radii, pills for small tags, low-opacity diffuse shadows, no bevels or glow.
White space
Generous. Negative space is part of the brand. One primary message per creative.
Typography specification
Role
Face
Specification
Headlines
Montserrat, Bold / Semibold
Hero 32 to 64 px digital, 24 to 38 pt print, 1.0 to 1.1 line height. Confident, contemporary, open.
Section headings
Montserrat, Semibold
18 to 28 px digital, 14 to 20 pt print
Body
Source Sans 3 / Source Sans Pro, Regular / Medium
16 to 20 px digital, 9.5 to 12 pt print, 1.4 to 1.6 line height. Short paragraphs, easy to scan.
CTA
Semibold
Sentence case; short all caps only when needed. Preferred labels: Apply Now, Learn More, Explore the Opportunity, Start Your Path.
No. 11Creative
Initial creative system
Launch with four creative families, each containing three distinct ads: a disciplined
initial library of 12 core concepts.
Family A · Compensation and opportunity
A1 · Do Great Work. Earn More Opportunity. $25 to $30/hr.
A2 · Your skills are worth more than random gigs.
A3 · Good contractors deserve good opportunity.
Leads with the campaign promise, the rate, and approx. 35 hours a week of project opportunities.
Family B · Growth
B1 · Your work should take you somewhere.
B2 · Start strong. Move up.
B3 · Build your next level.
Quiet progression graphic: contractor at $25 to $30/hr toward Lead Technician at $30 to $35/hr. Quality plus production plus customer experience equals greater opportunity.
Family C · Independence
C1 · Independent. Not on your own.
C2 · Keep your independence.
C3 · Your skills. Your freedom. Better opportunity.
You perform the work. AITCOH™ handles customer pricing and billing. Accept or decline assignments and maintain your own customers.
Family D · Meaningful work
D1 · Build safer homes. Build a stronger future.
D2 · Work that matters at home.
D3 · Good work changes more than a room.
Home safety, accessibility, and residential remodeling that helps customers stay safer, more comfortable, and more independent.
No. 12Creative
Creative formats
Do not design seven independent campaigns. Build one modular design system that adapts
cleanly across every format a winning concept will eventually need.
Format
Recommended use
1000 x 1000 (1:1)
Primary square display and social recruitment creative
Where the campaign runs and what each channel is for. Employment advertising limits
demographic targeting on the major platforms, so the creative does the qualifying, not
the targeting.
No. 13Priority 1
Meta: Facebook and Instagram
The awareness engine: visual storytelling, repeated exposure, contractor-interest
generation, short-form video, and landing-page traffic.
Employment campaigns on Meta run under Special Ad Category rules with restricted
audience options, so creative and messaging do the qualification rather than narrow
demographic targeting.
Recommended creative mix
Opportunity40%
Independence25%
Growth20%
Meaningful work15%
No. 14Priority 2
Indeed
Captures candidates actively looking for contractor opportunities. Indeed explicitly
supports posting independent-contractor opportunities and provides tools for contractor
recruiting.
Indeed messaging is direct, not inspirational
Independent Contractor Technician
$25 to $30 an hour
Residential remodeling and accessibility
Path to Lead Technician
Search candidates want clarity, so the posting stays plain.
Employment advertising falls under Google's access-to-opportunities personalized-ad
rules: in the U.S. and Canada, targeting by age, gender, parental status, marital
status, and ZIP code is restricted. Search intent, geography, and strong landing-page
relevance matter more than demographic targeting.
No. 16Long-term No. 1
Referral channel
Know a great contractor?
Contractors tend to know other contractors, so this should eventually become one of the
most important channels. Referral sources include existing contractors, suppliers,
remodelers, trade contacts, former coworkers, and industry partners.
Phase 2 can introduce a simple referral reward after a referred contractor reaches a
defined successful-activation milestone. Do not make the referral system complicated.
No. 17Local
Local trade network
Place recruitment materials where tradespeople already conduct business: material
suppliers, pro desks, lumber yards, plumbing supply, flooring suppliers, electrical
supply, tool suppliers, trade schools, and contractor networking groups.
Counter card
5 x 7 or similar, at supplier counters and pro desks.
Poster
11 x 17, for trade counters and schools.
QR card
Business-card sized, easy to hand to a working contractor.
All physical assets route to the same recruitment landing page.
No. 18Secondary
LinkedIn
Secondary rather than a principal technician-acquisition channel. Use it for experienced
trades professionals, field leadership, Lead Technician prospects, contractor-network
credibility, and program brand content. Most technician-acquisition budget stays with
higher-intent and local channels.
No. 19Budget
Recommended media allocation
Meta35%
Indeed30%
Google Search15%
Referral / local outreach10%
Creative testing reserve10%
Do not permanently lock these percentages. Move budget toward the channels producing
activated contractors, not merely inexpensive leads.
05
Part 05
Landing Page and Application
The landing page is the central conversion asset, and it should not resemble a
traditional careers page. Sections 20 to 27 define the page itself; 28 and 29 define the
two-stage application behind it.
No. 20Landing page
The recruitment landing page hero
Hero specification
Headline: Do Great Work. Earn More Opportunity.
Subline: Independent contractor technicians · $25 to $30/hr · approx. 35 hours a week of project opportunities · path to Lead Technician
Actions: Explore the Opportunity, and Apply Now
Art: human hero photography. Clean. Minimal.
No. 21Landing page
Page section: the opportunity
Independent doesn't have to mean doing everything alone.
Good projects
Meaningful residential remodeling, accessibility, and safety work.
Good opportunity
Approximately 35 hours a week of project opportunities targeted.
Keep your independence
Accept or decline assignments and maintain your other business relationships.
Professional support
AITCOH™ handles customer pricing, billing, and administrative coordination.
No. 22Landing page
Page section: compensation
Know what the opportunity looks like.
Contractor technician$25 to $30 an hour, based on experience and approved capabilities.
Lead Technician$30 to $35 an hour, earned through performance and management approval.
No. 23Landing page
Page section: what you'll work on
Six visual categories, using real project imagery wherever possible:
Bathroom remodelingAccessibility modificationsHome safetyCarpentryFlooring and finish workGeneral residential improvements
Flooring and finish work in a customer home
No. 24Landing page
Page section: the Contractor Success Program
A simple path:
JoinComplete a short application.
Get readyComplete onboarding and orientation.
Pick up projectsReview and accept assignments that work for you.
Do great workDeliver quality projects and customer experiences.
Build your scoreQuality, production, customer experience, and reliability matter.
GrowStrong performers become candidates for greater opportunity and Lead Technician status.
No. 25Landing page
Page section: why the work matters
The work is practical. The impact is personal.
This section becomes emotional. Projects with Aging In The Comfort Of
Home® can help make a home safer, easier to navigate, and better
suited to changing needs. Use real customer environments, accessibility details, finished
projects, and calm technician-customer photography. Avoid sentimental overstatement.
No. 26Landing page
Page section: proof
At launch: operational proof
Clear Contractor Success Program
Structured orientation
Professional field guide
Transparent compensation
Clear project process
As the campaign matures: human proof
Contractor testimonials and portraits
Project stories and short videos
Before and after work
Performance success stories
Proof should gradually become the strongest section of the site.
No. 27Landing page
Page section: FAQ
Answer the questions skilled contractors actually care about:
Is this a W-2 position?
No. This is an independent contractor opportunity.
Can I work for other companies?
Yes.
Do I have to accept every assignment?
No. Contractors accept or decline individual assignments.
What is the starting rate?
Generally $25 to $30 an hour based on experience and approved capabilities.
How much work is available?
AITCOH™ currently targets approximately 35 hours a week of project opportunities for active contractors, but project availability is not guaranteed.
Who handles customer pricing and payments?
AITCOH handles customer pricing and collects customer payments.
Do I need tools and transportation?
Yes.
What happens after I apply?
Initial review, then a short conversation, then onboarding, orientation, and project eligibility.
How do I become a Lead Technician?
Through demonstrated quality, production, customer experience, reliability, communication, and management approval.
No. 28Application
The application experience
The first application takes approximately two minutes. Do not request twenty fields.
Stage 1 collects only
First nameLast namePhoneEmailZIP / service areaPrimary tradeYears of relevant experienceGeneral availability
Submit label in the blueprint: "See If You're a Fit". Flagged for owner decision, since
it is not on the approved CTA list.
No. 29Application
The qualification stage
Deeper information is requested only after initial interest. Progressive qualification
feels significantly easier than one large form.
Recruitment does not end at the application. A contractor has truly converted only after
their first successful project, so screening, onboarding, orientation, performance, and
growth are part of the campaign.
No. 30Standards
Administrative response standard
A premium campaign fails if applicants disappear into a queue.
Internal goal: same-business-day response whenever practicalMaximum normal target: one business dayAlways: the contractor knows what happens next
No. 31Screening
Screening
A short, structured conversation of 15 to 20 minutes. Do not turn screening into an
hour-long interview.
Management may override based on documented judgment.
No. 33Nurture
Nurture system
For the prospect who clicked but did not apply:
Touch 1 · Day 1Do Great Work. Earn More Opportunity.Brief reminder.
Touch 2 · Day 3Keep Your Independence.Explain the accept-or-decline model.
Touch 3 · Day 5Where Great Work Can Lead.The Lead Technician path.
Touch 4 · Day 7Ready to Explore It?Simple call to action.
No. 34Nurture
Applicant follow-up
Immediately after application, an email or text confirms: we received your information.
Do not leave the candidate guessing.
What happens next
Expected response timing
A basic program summary
Contact information
No. 35Onboarding
Approved candidate experience
Progression, not paperwork, with a simple visual progress indicator:
WelcomeApplication received and approved.
AgreementAgreement and required information.
Field guideThe Contractor Field Guide.
OrientationProgram orientation.
First assignmentProject ready.
No. 36Onboarding
Orientation continuity
Orientation does not suddenly switch back to sterile corporate compliance language. It
opens: Welcome to the AITCOH™ Contractor Success Program. The reason you're here is
simple: good contractors who consistently deliver quality work should receive more
opportunity.
Then it teaches: customer boundaries, scope control, jobsite standards, documentation, materials, communication, and closeout.
The instructor trains around required results, customer protection, and operating
boundaries rather than technical trade methods. This aligns with the
independent-contractor structure: IRS guidance treats detailed instructions and training
about how work is done as relevant behavioral-control considerations.
No. 37Activation
First-assignment experience
The first project is part of recruitment. A contractor has not truly converted when they
apply; they have converted when they complete their first successful project.
Accept
Prepare
Arrive
Work
Finish
Close
Get paid
Simple enough that no experienced tradesperson needs administrative coaching to
understand it.
Field execution on assignment
No. 38Performance
Performance experience
The recruitment promise becomes real through the Contractor Performance Score:
Quality35%
Production25%
Customer experience25%
Management assessment15%
Show the contractor the score. Do not make advancement mysterious.
No. 39Growth
The Lead Technician path
Earn your way to Lead.
Lead Technician represents achievement, at $30 to $35 an hour. Typical considerations:
consistent strong quality, strong customer feedback, reliable project completion,
sufficient production, good communication, accurate project documentation, ability to
handle more complex assignments, and management approval.
Keep the Lead Technician message in the campaign. Leave dealership ownership out of the
current campaign until that path is formally defined.
No. 40Proof
Testimonial system
As soon as contractors begin succeeding, capture proof systematically. One interview
should generate multiple campaign assets: a written quote, a portrait, a 20 to 30 second
vertical video, and a project image.
Ask four questions
What were you doing before working with AITCOH™ projects?
What do you like most about the arrangement?
What surprised you about the program?
What would you tell another contractor considering it?
No. 41Content
Content engine
Publish recruitment content continuously across six pillars:
The full contractor funnel is tracked, one KPI leads, and the first 90 days run in six
controlled phases with a weekly operating rhythm.
No. 43Measurement
Campaign metrics
Do not optimize around raw applications. Track the entire contractor funnel:
Awareness
Impressions, reach
Video views
Click-through rate
Interest
Landing-page visits
Time on opportunity page
Apply-button clicks
Application
Application starts
Submissions
Completion rate
Qualification
Qualified applicant rate
Screening-booked rate
Screening-show rate
Conversion
Approved contractors
Onboarding completion
Orientation completion
Activation and quality
First assignment accepted and completed
Time from application to first project
30-day and 90-day active contractors, customer score, callback rate, performance score
No. 44Measurement
The primary business KPI
The primary KPI is not Cost Per Applicant. It is Cost Per Activated
Contractor.
An activated contractor has
Completed qualification
Completed onboarding
Completed orientation
Completed at least one approved project successfully
A more mature version tracks Cost Per 30-Day Successful Contractor. That prevents
marketing from declaring victory on cheap applications that never become productive
contractors.
No. 45Measurement
Dashboards
Sections 45 and 46: one recruitment dashboard, one creative dashboard.
Recruitment dashboard
Top row: campaign spend, applications, qualified, approved, activated contractors, cost per activated contractor
Second row: application conversion %, qualification %, orientation completion %, first-project completion %, 30-day active %
By source: Meta, Indeed, Google, referral, direct, trade partner. This tells you where the good contractors come from.
Creative performance dashboard
Track each creative by campaign family, headline, person and image, format, and channel
Phase 3 · Weeks 4 to 5 · Controlled launchLaunch without maximizing spendMeta, Indeed, Google Search, organic social, referral outreach. Collect data.
Phase 4 · Weeks 6 to 8 · OptimizationFind what worksStrongest message, creative family, and source; qualification rate; applicant objections; application friction; time-to-response; first-project conversion. Pause weak ads, expand winners.
Phase 5 · Weeks 9 to 10 · ProofReplace generic imagery with authentic proofContractor portraits, quotes, testimonials, project photography, field stories.
Phase 6 · Weeks 11 to 13 · ScaleScale what wonWinning channels and messages, referral activity, geographic expansion where operational capacity supports it, Lead Technician recruitment if required.
No. 48Rhythm
Weekly campaign meeting
30 minutes. Review only:
How many qualified contractors entered?
How many activated?
Where did they come from?
Which creative produced them?
Where are applicants dropping out?
Is operations keeping the recruitment promise?
Do not spend the meeting discussing impressions without business context.
No. 49Rhythm
Monthly creative refresh
Retire clear losers, preserve winners
Create 2 to 4 new variants based on winning concepts
Add new photography and new proof
Test one new strategic hypothesis
Do not redesign the campaign every month. Optimize the system.
No. 50Governance
Campaign governance
One person owns each major function, and all use the same contractor statuses and funnel stages:
Campaign owner
Strategy and results.
Creative owner
Brand and advertising.
Recruitment administrator
Applicant communication and screening.
Operations owner
Onboarding, orientation, assignments.
Field management
Performance and advancement.
No. 51Governance
Pipeline status definitions
Use only these statuses. Avoid dozens of CRM stages.
New lead
Applied
Under review
Screening
Approved
Onboarding
Orientation complete
Project ready
Active contractor
Lead Technician candidate
Lead Technician
No. 52Standards
Experience standards
The campaign promises professionalism through its behavior. That is the actual recruitment brand:
The three ways this campaign can damage itself, the things deliberately not being built
yet, and the standard every asset is held to.
No. 53Major risk
Overpromising work volume
The 35-hour figure is powerful. It is also potentially the fastest way to damage trust if
operations cannot support it.
Always communicate "approximately 35 hours a week of project opportunities targeted",
never "guaranteed 35 hours a week".
Monitor available project volume against active contractor capacity weekly. If capacity
exceeds demand, reduce recruiting before the contractor experience deteriorates.
No. 54Major risk
Too much administration
The campaign cannot promise simplicity and then send the contractor into an
administrative maze. The Contractor Success Program stays at six core pieces; everything
else becomes digital workflow whenever possible.
Opportunity and Growth GuideIndependent Contractor AgreementContractor Field GuideContractor OrientationFirst Job / Project ChecklistPerformance and Growth Scorecard
No. 55Major risk
The campaign / reality gap
Never advertise benefits operations cannot consistently deliver. The strongest
recruitment campaign will eventually be the contractor experience itself.
Every person working on this campaign should be able to answer one question:
Does this make a capable independent contractor feel more respected, confident, and
optimistic about working with AITCOH? If the answer is no: change it.
The campaign should never feel desperate, cheap, or bureaucratic, and never like another
generic construction help-wanted ad. It should feel like a professionally designed
opportunity for good tradespeople who want meaningful work, independence, structure, and
somewhere to grow.
Master campaign lockup
Do Great Work. Earn More Opportunity.
AITCOH™ Contractor Success Program · Independent. Respected. Growing.
Independent contractor techniciansSkilled professionals who keep their independence.
$25 to $30 an hour to startBased on experience and approved capabilities.
Approx. 35 hours a weekOf project opportunities targeted. A target, not a guarantee.
Path to Lead Technician$30 to $35 an hour, earned through performance.
Meaningful Work. Professional Support. Greater Opportunity.
The recruitment promise of Aging In The Comfort Of Home®
and the operational reality are the same system.
Contractor technicians working with Aging In The Comfort Of Home® are independent
contractors, not employees. Contractors operate their own businesses, supply their own
tools, transportation, and insurance, are responsible for their own taxes, may accept
or decline any assignment, and may maintain other customers and business relationships.
Contractor rates of $25 to $30 an hour, and Lead Technician rates of $30 to $35 an
hour, are based on experience, approved capabilities, demonstrated performance, and
management approval. Approximately 35 hours a week of project opportunities is a
current target, not a guarantee. Actual project availability varies by customer demand,
geography, contractor availability, and which assignments a contractor accepts.
Lead Technician status is earned and is not automatic.
