You came here to plan growth. Who's going to staff it?
You already know the plan. The trucks, the second location, the department you have been meaning to launch. The constraint was never the plan — it is finding the people to run it. That is the only thing we do.
Growth plans do not fail on strategy. They fail on staffing.
Every owner we talk to has the same three problems, and none of them get solved by another job board subscription.
The empty truck
A parked truck is not neutral — it is payment, insurance and lost billable days every week it sits. The cost of the seat you cannot fill is bigger than the cost of filling it.
Recruiting is a second job
Screening resumes at nine at night is not a hiring strategy. When recruiting falls to whoever has a spare hour, it stops the moment the week gets busy — which is always.
Hiring the available, not the right
When the pipeline is thin, you hire whoever applied. Six weeks later you are rehiring the same role, and paying for the mistake twice.
How it actually works
You tell us the roles. We run the recruiting engine. You interview people worth interviewing.
Name the roles
Tell us the first two seats you need filled and what the market pays in your area. We will tell you straight whether we can fill them and how fast.
We build the pipeline
Sourcing, advertising, screening and scheduling — run for you, continuously, not in a two-week burst when things get desperate.
You interview and decide
Qualified, pre-screened candidates land on your calendar. You keep every hiring decision. You just stop doing the two hundred hours of work in front of it.
Same trades. Same markets. Same hiring problem, already solved.
We are not a generalist agency that also does trades. Residential home services is the entire business — which is why we know what a good service tech looks like on paper and what it takes to get them to show up.
“We stopped guessing on hiring. That is the difference between planning growth and actually staffing it.”
— Placeholder: replace with a named client quote before launchWhat you get, and what you do not
What you get
- A recruiting function, not a job postContinuous sourcing and advertising built for the trades.
- Pre-screened candidates on your calendarPhone-screened for skill, licensing and actual interest.
- Speed you can plan aroundPipelines in days, not the six-week scramble.
- Trades-specific judgmentWe know a real service tech from a padded resume.
What this is not
- Not another job board seatYou already have those, and they are not working.
- Not a resume dumpVolume is not a pipeline. Nobody needs 300 unqualified applicants.
- Not us making hiring decisionsYou choose every person who joins your team.
- Not a twelve-month leap of faithStart with two roles and judge us on those.
Straight answers
What does it cost?
It depends on the roles and how many you are filling, so anyone quoting you a number before hearing your situation is guessing. What we can tell you now: it is priced against the cost of the seat sitting empty, not against a recruiter's commission. Tell us the two roles and we will give you a real number.
How fast will I see candidates?
For common residential trade roles — service techs, installers, helpers, dispatch and CSR — days, not months. Senior and licensed roles take longer, and we will say so upfront rather than let you wait and wonder.
We are not hiring right now.
Then this is the right time to talk. The worst hiring happens under pressure, when someone quits in your busy season and you take whoever is available. Knowing what your pipeline looks like before you need it is the whole point.
We have tried recruiters before and it did not work.
Most of them were generalists sending you resumes from outside the trades. The test is simple: ask whether they can describe the difference between a good install crew and a good service tech. Start us on two roles and judge the candidates.
Do you replace our hiring process?
No. We run the front of the funnel — sourcing, advertising, screening, scheduling. Interviews, culture fit and the final call stay with you, where they belong.
Name two roles. We will tell you if we can fill them.
That is the whole first step. No deck, no discovery sequence — just a straight answer on whether we can staff what you are planning.
Tell us the first two roles you need to fill → Two minutes. A real person reads it.