Talent Scout

👋I’m Sofie and I’m the Director of talent Acquisition. I’m glad you’re here!

The recruiting team is small but mighty. 4 field recruiters cover all 3 regions (East, Central and West) hiring over 600+ employees a year.

We are looking for an experienced, well-connected Talent Scout to build a confidential, targeted pipeline of skilled garage door technicians, and other professionals from similar industries countrywide. This is not a general job board posting role. It is a direct sourcing and recruiting role focused on finding technicians currently employed at named competitor companies, sourcing from a provided candidate list, and building new relationships within the trade.

The ideal candidate treats this like executive search applied to the skilled trades: discreet, relationship-driven, and closing-focused.

Key Responsibilities

• Targeted Competitor Sourcing
• Directly approach technicians currently employed at a provided list of target companies and competitors.
• Reach out discreetly and professionally to protect both the candidate’s and the company’s reputation.
• Candidate List Cultivation and inbound sourcing
• Work through a provided candidate list (past applicants, database leads) and convert leads into active candidates.
• Continuously expand and enrich this list with new contacts sourced from industry associations, trade shows, supplier networks, and online trade communities.
• Direct Outreach & Relationship Building
• Conduct outreach via phone, text, email, and social/professional platforms (e.g., LinkedIn, Facebook trade groups, and others).
• Build genuine rapport with technicians to understand career goals, compensation expectations, and reasons they might consider a move.
• Pitching & Positioning
• Clearly and persuasively communicate the company's value proposition (pay, culture, truck/tools, schedule, growth path, benefits) versus competitors.
• Handle objections related to counteroffers, non-competes, geography, and compensation.
• Screening & Qualification
• Pre-screen candidates for relevant experience, driving record eligibility, and cultural fit.
• For experienced garage door technicians, verify that the candidate has genuine hands-on garage door experience (installation, spring/cable repair, opener systems, troubleshooting) in a customer facing environment (versus adjacent trades).
• Pipeline & Funnel Management
• Maintain an organized, up-to-date pipeline through Ashby, documenting outreach stage, notes, and next steps for every candidate contacted.
• Maintain weekly reporting on outreach volume, conversations held, interviews scheduled, offers made, and hires started through existing ATS.
• Interview & Offer Coordination
• Schedule candidates with hiring managers, prepare candidates for interviews, and manage expectations throughout the process.
• Support offer negotiation and help close accepted candidates through to start date.
• Compliance & Discretion
• Operate within legal and ethical recruiting boundaries (avoid any tortious interference, respect valid non-solicitation/non-compete agreements, avoid disparagement of competitor companies).
• Maintain strict confidentiality about company lists, candidate identities, and compensation strategy.
• Retention Handoff
• Support a smooth onboarding handoff to operations to maximize the odds a placed technician stays past the 90-day mark (commission is tied to retention — see below).

Qualifications

• Proven recruiting, sourcing, talent scouting or executive recruiting experience required.
• Experience in trades, home services, HVAC/plumbing/electrical, commission sales or automotive recruiting background is strongly preferred.
• Agency experience required
• Comfortable with high-volume cold outreach and rejection; persistent and self-motivated.
• Strong verbal communication and negotiation skills; able to build trust quickly with blue-collar tradespeople.
• Familiarity with (or fast learner of) the garage door industry and technician skill sets
• Organized pipeline tracking and reporting through company ATS
• Understands basic legal boundaries around non-competes
• Self-sufficient contractor able to manage their own schedule and outreach cadence to hit monthly hiring targets.
• #INDA1