The 2026 PoolPro Panel: How can the industry recruit more women into service positions?

Current Issue Viewpoints

How can the industry recruit more women into service positions?

Austin Gardiner, founder and CEO
GL Pools
Two locations serving San Diego

To answer this question, I thought it was best that I ask some of the amazing women from our team what drew them into their field roles and what has helped them thrive. Our hiring and retention philosophies center around inclusion and “family” as a core value, with the platinum rule of treating others as they want to be treated. So I thought I’d share directly from the ones who know best.

Nycole Lobe (billing/admin): Highlight the women on your team and show they are capable of thriving in these environments. It has to feel like a place that is inclusive and not just a male-dominated workplace. If it feels like a men’s locker room, women won’t feel safe. You can even specify in job postings that you are looking for people of all genders and backgrounds.

Crystal Asghar (commercial service technician): As someone who works out in the field, representation and culture matter — but so do the real, day-to-day things, too. Showing that this is a skilled trade (not just heavy labor) helps a lot. Training, mentorship and highlighting problem-solving, equipment and water chemistry make the job more approachable and appealing to me.

It also makes a big difference when companies provide the right tools, realistic expectations and a supportive environment instead of a “tough it out” mindset. Women want to feel respected, safe and set up to succeed — not like they have something to prove every day.

When women see other women thriving in service roles and feel genuinely supported, recruiting more women becomes much easier.

Christiana Scheevel (service supervisor): Showcasing women in the industry via social media would be helpful in recruiting more women.

Adriana Grgas (service technician/trainer): What made me want to do this job initially was being hired into a very kind and encouraging small family business. I loved the idea of being a chemist/pool doctor/troubleshooter and being creative to fix issues.

I never felt I had to prove myself because I’m a woman with this company; unfortunately, I have had that feeling with clients at my last job. But I’ve also had clients be really excited about having a woman service their pool. That always made me feel good and valued.

Kim Langley, owner
Tried & True Pool Company
Lancaster, South Carolina

In the pool industry, you think of the “pool boy.” A lot of the males in the industry once thought the only place for women in this industry was behind a desk. That in itself is very discouraging. Then to add it’s a “dirty job” didn’t help.

I think that if the gender barrier were broken — which it is now, for the most part — women would be more enticed to explore the service part of the industry.

When I started in the industry almost 10 years ago, I was hired as a pool cleaner — not the most exciting job name. It was a lower-paying position compared to a service technician. I begged for years once I finished my route to learn more of the scope of work we did. Most times, I was told “It’s not a woman’s job.” It was very discouraging to say the least.

Years later, I finally worked for a company that put the gender issues aside, saw the potential in everyone and offered the same pay and opportunities. For once, I felt like I could see the big picture. I was taught how to plumb, install new equipment and even assist with part of the renovation process we offered. That lit a fire in me, and I wanted more.

Fast forward to now — we have women’s summits. We have the industry welcoming women into the service side and willing to train them. It’s all about the approach. Some industry-wide initiatives I see already and am a part of are:

-Networking groups for women in pool service
-Mentorship pairings (male or female mentors)
-Online forums, Facebook pages, TikTok and other social media with resources and support
-Conference meetups for women technicians
-Award ceremonies to highlight the women of the industry and how far they’ve come

It’s proven that women are great with communication and problem-solving skills. Our minds literally work 24/7.

Transparency is key with women. Fair opportunities, equal starting pay and training and clear communication about growth within the company are critical.

I’m so fortunate that I’m seen as a professional in this industry and not just a woman. I work with other men in the industry daily, from helping them solve a problem to training them on equipment. It’s nice to feel the industry becoming so inviting to women. I went from being a “pool cleaner” to a successful business owner because others saw potential in me.

Nicole Geissberger, assistant general manager
Hansen’s Pool & Spa
Kenosha, Wisconsin

As women working in the service department of a pool and spa retailer, we must receive genuine empowerment and support from others in the industry, our managers, co-workers and peers. As someone who entered this field with limited knowledge, my confidence was built by the people around me. That support is what helped me grow into where I am today. While I feel confident in my abilities and knowledge now, I still approach each day as a learning opportunity — both within my company’s operations and across the industry.

On an industry level, the most important factor is authentic support from both men and women, with a shared commitment to learning and growing together. When someone has more experience or knowledge, it should be viewed as an opportunity to teach and mentor rather than dismiss questions or make others feel uncomfortable for asking them.

On a company level, culture plays a significant role in employee productivity, confidence and professional growth. Support from managers and peers, both within the service department and the whole business, goes a long way and can directly contribute to increasing the number of women who enter and remain in our industry.

Another powerful way we can shed light on women in this industry is through promotion and social media. Showcasing women working in field services, providing technical support, leading trainings or hosting educational seminars helps normalize and highlight the many roles women successfully hold. Seeing women represented in these spaces can inspire others to pursue and grow within this field. Being seen matters.

While this industry is still largely male-dominated, I believe it is our responsibility as women to encourage one another, promote continued education and actively support each other so we can continue to increase both the presence and impact of women in our industry.

Ultimately, if the industry wants to recruit more women into service positions, we need to create environments where women feel supported, encouraged to learn and confident that they belong. By fostering strong industry and company cultures, prioritizing mentorship and increasing visibility through promotion and social media, we can show women that service roles are not only accessible but also rewarding, sustainable career paths with real opportunities for growth.

Abby Martin, operations manager
Oak City Outdoors
Raleigh, North Carolina

From a builder’s perspective, I think a lot of women would never remotely consider working in the pool industry. This seems to be due to a lack of education about the range of accessible careers in the field. We are far removed from the days when the only work in the construction industry was the physical labor. I entered this field with most of my career background being in project management from different industries, and it has been invaluable in looking at our business from a different perspective.

When it comes to work, I always approach a situation with a phrase from author and psychologist Wayne Dyer, “When you change the way you look at things, the things you look at change.” In a field that has been dominated by men for so long, women are invaluable to innovating and making changes to our industry. The training and day-to-day culture in our companies and within our industry must be inclusive of more women running and building businesses within a growing market, especially in the Southeast. When women see other women succeeding, being recognized and helping other women find their way, we can make a big splash in the industry.

Joshua Clinton, owner/CPO instructor; remote senior service manager
Clinton Aquatics Group; Aloha Desert Pools
Hattiesburg, Mississippi

Changing the narrative on what “service work” looks like would help recruit more women to those positions. Many women don’t consider it a profession because they don’t see other women doing it. We can change this by showcasing more women in marketing, training materials and social media. Many times, when employers are considering hiring a woman, they jump straight for the physical aspects of the job instead of the technical, scientific and customer-facing aspects. Over the years, the women I have hired or trained have been some of the best and hardest working technicians.

Modernize the workplace. Build an atmosphere where there is a zero-tolerance harassment policy (and actually enforce it), create uniform options designed for women that are comfortable and professional and provide clear advancement paths.

Promote the strengths that women already bring. Women excel in areas that customers value such as communication, attention to detail, relationship building, problem solving, cleanliness and organization.

Don’t handicap women and assume they are not capable of doing something. I can say that the women I have hired and trained in the industry have been some of the best I have had the pleasure of working with, my wife, a fellow CPO instructor, being one of them. Shout out to Harlie Ray in the East Valley of Phoenix.