flexiblefullpage - default
interstitial1 - interstitial
Currently Reading

Why I Hired a Recruiter

billboard -

Why I Hired a Recruiter

Here’s how and why a remodeling business owner chose the recruiter route

By Neil Bubel September 19, 2022
hiring a recruiter
Photo: Jacob Lund | stock.adobe.com

I was seeking a project manager with one to five years of experience, and a senior designer with eight to 10 years. After spending four months posting job openings on Indeed, LinkedIn, and ZipRecruiter, I received one qualified candidate for the PM and none for the designer.

Eventually, I realized that the process was just too time-consuming and difficult to continue.

Through a cost-benefit analysis, I decided to hire a recruiter to handle it all.

RELATED: Help Hiring Help

Prepping the Recruiter

I found the recruiter through recommendations from other remodelers, and it was helpful to have someone with experience recruiting for the construction industry. The next phase was communicating what I needed to the recruiter. I sent job descriptions over and we had several kick-off calls for each position. In those calls, we talked through what I was seeking.

When the recruiter sent resumes or LinkedIn profiles, I would look, feel them out, and begin interviews. Afterward, I’d tell the recruiter what I did and did not like about each candidate. This allowed us to hone in on what I was looking for. It was a team approach.

One important thing to me in this process was not poaching from companies I know and respect, such as fellow members of the National Association of Remodeling Industry (NARI). I provided the recruiter with a list of local NARI members as well as other remodelers that I knew and said they could not go after these companies. If someone on that list approached them, we’d have a conversation about it (but the answer would probably be no).

Home builders and commercial construction companies were fair game, but commercial pays substantially higher than residential, so it would be unlikely a candidate would be interested.

RELATED: When to Hire a Recruiter


Finding Our Candidates

The recruiter pre-screened candidates, ran background checks, called references, and passed along the notes to me to determine if I’d like to set up an interview. They would even run the candidates through a personality survey that would generate interview questions to ask. There was a lot of support. From there, we went to the offer stage and worked with the recruiter to develop and present that offer.

We only made two offers, one to each of our eventual hires. Our project manager came to us locally from a roofing company. Our senior designer is moving to Dallas from Louisiana. We had interviewed her once virtually and then flew her in to meet the team.


RELATED: The Best Formation: Hiring Best Practices


If you’re a larger company with an office manager or human resources, you could have either of those team members work on finding candidates for you. But in my position, that was not possible.

Hiring a recruiter was definitely worth it, although not every candidate was great. For a while, it felt as though they were sending candidates just to send candidates, but that vetting process helped me define what we needed.

Recruiters are not specialists in construction, so if they see a portfolio and think it’s impressive, I can tell them why it did not impress me. It’s a collaborative effort.


written by

Neil Bubel

Neil Bubel is the owner and president of Traver Construction in Dallas.

Related Stories

5 Things To Do About "It"

Although the changing economy and resulting consumer behaviors may feel out of your control, there are still a few impactful things you can do

Does Encouragement Really Matter?

Home improvement industry leader Brian Gottlieb shares the importance of encouragement for any business

Tips to Get Started on Your Exit Strategy

It’s never too early to begin planning the next stage of your life. Industry advisor Mark Richardson offers some tips to get started

The Pinnacle Experience Delivers the Must-Attend Event of 2022

The happening unveils a fresh, innovative format ensuring more value, excitement, knowledge, and fun – but none of what is boring about conventional-style conventions.

Are You a Farmer or a Hunter?

Industry advisor Mark Richardson says that over the last year, there’s been a major shift in the remodeling business from a farming mentality to a hunting skill set

A Stressful Purchase: Remodeling in Times of Uncertainty

How should remodelers react to anxious consumers? Director of Content Erika Mosse shares her experience

The Argument for a Four Day Remodeling Work Week

The four-day work week has a global spotlight—could it work in remodeling?

How We Nurture Trade Partner Relationships

Here's what the director of production of a $36 million company does to strengthen trade partner relationships

5 Client Red Flags to Watch

Using these guidelines in the first meeting can save a lot of time and energy down the road

How to Master the Art of Language in Remodeling Sales

Mark Richardson says it's a remodeler's obligation to communicate, not your client, trade partner, or team's responsibility to understand

boombox1 -
native1 -

More in Category


5 Things To Do About "It"

Although the changing economy and resulting consumer behaviors may feel out of your control, there are still a few impactful things you can do

native2 -
halfpage1 -