When I first heard about incorporating a ride-along into our hiring process at Lutz Plumbing Inc., I was skeptical. The idea came from my insurance broker at Federated Insurance, who shared that their own interview process includes ride-alongs to assess candidates in real-world settings. It made sense for them, but could it work for a plumbing company in the heart of San Francisco? A year and a half later, I can confidently say it’s one of the best decisions we’ve made for hiring the right technicians and building a team that thrives on trust, culture, and a shared passion for the trade. Here’s how our ride-along program works, why it’s a game-changer, and the stories of two candidates that prove its value.

A window into character and fit

Hiring a plumber isn’t just about technical skills, it’s about finding someone who fits your team, respects your clients, and is in it for the long haul. Our process starts with a phone call or an organic in person encounter to gauge a candidate’s character, enthusiasm, and interest in plumbing. I ask about their goals, work ethic and why they’re drawn to the trade. But the real filter comes when I sift through their resume for red flags and green flags. The biggest red flag? Job hopping.

A job hopper is someone who bounces from job to job, often staying less than a year or two before moving on. In plumbing, where training an apprentice takes years and building client trust is everything, job hoppers can disrupt team cohesion and signal a lack of commitment. Conversely, a green flag is someone who shows curiosity, reliability, and a willingness to learn, qualities that shine through in our ride-along program.

After the phone screen, every technician candidate joins us for two ride-alongs, typically starting with one of our supervisors and then another team member. These half-day sessions let candidates experience the day-to-day life of a service plumber, navigating San Francisco’s tight spaces, troubleshooting complex systems, and installing high end fixtures. More importantly, it gives our team a chance to weigh in. By including them in the process, I’m not just hiring a candidate, I’m ensuring they’ll mesh with the team that keeps Lutz Plumbing running. The feedback from these ride-alongs is invaluable, and it shows my team I respect their input, reinforcing our tight-knit culture.

A success story: From shoe sales to plumbing apprentice

Last summer, I walked into an outdoor gear store to buy hiking shoes for a trip with friends. I’m a practical guy so shopping isn’t my thing, and I keep my wardrobe lean. I wanted durable shoes I could wear on job sites. A 19-year-old salesman caught my attention with his infectious enthusiasm and knack for connecting with customers. He listened when I explained my dual-purpose needs, then brought out a pair of shoes and said, “Man, I’d trust these in a hurricane, and they’ll hold up on any job site.” Sold. They were the priciest pair on the rack, but I loved them.

As we chatted, he asked about my work. When I mentioned owning a plumbing company, his eyes lit up. He peppered me with questions about plumbing; how we fix leaks, what it’s like working with complex systems, and whether it’s a good career. That curiosity was a green flag. Before I left, I handed him my business card and offered a ride-along. “Come see what it’s like,” I said. “Even if it’s not a fit with us, I’ll help you find a spot in the trade. We need young, ambitious people like you.”

A week later, he called, eager to join a ride-along. After signing a general liability waiver, he spent two days with our team, rotating between a supervisor and another technician. The feedback was unanimously positive: he was engaged, asked smart questions, and (crucially) stayed off his phone, a rare trait for someone his age. Our guys loved his energy and how he retained new knowledge. After the ride-alongs, we sat down, and he shared how much he enjoyed the team’s inclusivity and the hands-on nature of the work.

I offered him an apprentice position, laying out the journey ahead: “It’s a marathon, not a sprint. Be a sponge, learn a little every day, and trust the process.” Six months later, he’s a rising star. Our technicians love working with him, and he’s close to handling jobs solo. The ride-along wasn’t just a test, it was a friendly, authentic introduction to the trade for someone with no prior experience. Instead of an intimidating 21-question interview, he got to see plumbing in action, and we got a gem of an apprentice.

The flip side: Spotting red flags

Not every ride-along ends in a hire, and that’s by design. Last year, a candidate with over 20 years of experience applied. On the phone, he nailed every question with the right answer and knew what to say to capture my attention. His resume looked solid, so I invited him for a ride-along. But when he joined our team, the cracks appeared. His technical knowledge didn’t match his claims, he struggled with basic tasks and seemed out of sync with our crew. Our technicians noted he didn’t vibe with the team, and his exaggerated experience felt dishonest. We passed on hiring him.

For me, honesty supersedes inflated resumes. I’d rather train someone with less experience who’s upfront about their skills than take a chance on someone who oversells themselves. The ride-along exposed this mismatch in a way a traditional interview never could, saving us from a costly hiring mistake.

Key takeaways for the plumbing industry

Our ride-along program has transformed how we recruit, and it’s a model I believe can reshape the plumbing trade. Here are the key lessons:

1. Authenticity Over Intimidation: Ride-alongs lower the barrier for entry, especially for Gen Z candidates new to the trade. They get a real-world taste of plumbing without the pressure of a formal interview, making it easier to attract curious, motivated talent.
2. Team Involvement Builds Culture: Including technicians in the hiring process shows them their opinions matter. It ensures new hires fit our culture, fostering loyalty and teamwork.
3. Spotting Red and Green Flags: Ride-alongs reveal a candidate’s true character, curiosity, work ethic, and team fit while exposing job hoppers or those who exaggerate their skills.
4. Investing in the Trade’s Future: Even if a candidate doesn’t join us, a positive ride-along experience can spark interest in plumbing. By opening doors to young talent, we strengthen the industry as a whole.

My chance encounter in that shoe store didn’t just get me a great pair of hiking shoes, it brought a talented apprentice into our fold. Meanwhile, the ride-along saved us from a bad hire who looked perfect on paper. After a year of this program, I’m convinced it’s the future of plumbing recruitment. It’s not just about finding technicians, it’s about finding the right people to carry our trade forward.