Full-cycle recruitment that takes the load off your team. Sourcing, screening, submitting, scheduling, and closing. A six-step process built around the 90% of candidates who never apply.
The average commercial-trades placement takes 18+ hours of focused labor and runs through this funnel. Most internal teams can't carry that on top of running the business. Most recruiters won't.
Numbers above are a sample placement. Actual results vary by role, region, and credential level.
Same six steps for every role. Different inputs depending on the trade, the seniority, and the local market, but the rhythm doesn't change.
We define the role, format and distribute the job posting across the right platforms, and align with you on the interview questions you want asked.
We go after the 90% of qualified candidates who never apply. Boolean searches, resume database mining, direct outreach.
Every candidate we submit has cleared a real phone screen. Relevant experience, pay range, motivation, timeline.
You get interview-ready candidates via email and in your customer portal. Never just a resume to figure out.
We schedule the interviews, collect feedback after each round, and keep the candidate warm so they don't drop off.
We help benchmark the offer, step in to extend it if you want, and coordinate background, drug, and reference checks through start date.
The four models most contractors weigh, and the pain points each one creates. Honest summary of what each option costs and what tends to go wrong.
We recruit for direct hire: your employee from day one, not temp labor.
Internal team spread too thin; business leader wearing the recruiter hat; over-reliance on job postings
Large placement fees; huge P&L spikes per hire; boutique recruiters disappear; the candidate is the customer
Employee works for the recruitment firm; hourly mark-ups eat profit margin; buy-outs up to 80% of salary
Predictable flat-rate monthly fee; pipeline built before you need it; we work for you, not the candidate
Every Talent Pipeline engagement includes the full team, the platforms, and the program rhythm. Same monthly rate, every month.
Plug a branded careers page into your existing website with a centralized portal of every open role. Posts automatically distribute to ZipRecruiter and surface applicant visibility in one place.
The work is identical either way — same recruiters, same vetting, same market knowledge. What changes is how you pay for it.
Best when: Hiring steadily, or building a crew
The same whether the seat pays $60,000 or $130,000
Best when: One seat to fill, right now
A $1,500 monthly retainer is credited in full against the fee, $8,000 minimum
Weighing us against something else? vs contingency recruitersvs staffing agenciesvs RPOvs retained searchvs hiring in-house
A flat monthly rate covers sourcing, screening and candidate management for the roles in your engagement. The rate does not change with the salary of the seat, so a $130,000 project manager costs the same to fill as a $60,000 service technician.
A contingency recruiter is paid a percentage of salary each time someone is placed, which means the model earns more when you hire more and earns again when someone leaves. A flat monthly rate does not move with salary or turnover.
Yes. Pay As You Go is 15% of first-year salary, billed when the hire starts. A $1,500 monthly retainer is credited in full against that fee, with an $8,000 minimum.
Twenty commercial trades, including HVAC and mechanical, electrical, plumbing, construction, roofing, fire protection, paving, welding, masonry and heavy equipment. Each trade has its own page covering the roles we fill and the credentials that gate a hire.
We are headquartered in St. Louis and recruit in more than 100 US metropolitan markets. We publish wages, contractor counts and the roles we fill for every market we cover.
We publish this rather than estimate it. The Hiring Index reports the median days from first contact to signed offer across our own closed searches, broken out by trade and by market, and it is updated as searches close.
Tell us what you're hiring for and we'll lay out exactly how we'd run the pipeline.
One email a month, and only one. We write a separate issue for every trade we recruit in, so you get yours - not a round-up with your trade buried in paragraph nine. Every issue is written for the person actually doing the hiring.
Built on federal wage data, our own closed searches, and what we hear on the desk every week. Written for employers, not candidates. No pitch, no filler, one click to leave.
One email a month. Your trade and your address, nothing else - we do not sell either, and you can unsubscribe from the bottom of any issue. Read this month's issue for your trade first →
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