Recruiter

Recruiter Location: North Metro, Minnesota Work Model: Onsite five days per week Travel: Occasional travel to other markets Compensation: Up to $95,000, based on experience Employment Type: Full-Time, Exempt Position Overview A growing, multi-state organization within the construction and exterior services industry is seeking a driven, highly resourceful Corporate Recruiter to support continued expansion across several geographic markets. This role will own full-cycle recruiting across sales, operations, production, administrative, and leadership functions, with a significant focus on identifying commission-driven, field-based sales talent. A core part of the company’s growth model involves representatives working directly within communities impacted by severe weather. These professionals build relationships with property owners, identify potential restoration needs, and guide customers through the inspection and restoration process. Recruiting individuals who can thrive in this highly entrepreneurial, door-to-door sales environment will be critical to success. The ideal recruiter understands how to identify the confidence, resilience, competitiveness, communication skills, and self-motivation required for performance-based field sales. This person must be comfortable proactively creating candidate interest rather than relying primarily on inbound applicants. Key Responsibilities Full-Cycle Recruiting Lead recruiting for sales, operations, production, administrative, and leadership positions across multiple markets. Build consistent pipelines of commission-driven, door-to-door and field sales talent. Proactively source candidates through LinkedIn, job boards, referrals, networking, social media, community relationships, and direct outreach. Conduct phone screens and structured interviews to evaluate motivation, communication skills, competitiveness, resilience, coachability, and cultural alignment. Coordinate interviews, candidate communication, offers, pre-employment requirements, and onboarding handoffs. Maintain accurate candidate records, recruiting activity, and pipeline reporting within the applicant tracking system. Sales Talent Sourcing Identify candidates from transferable backgrounds such as construction, home services, roofing, solar, telecommunications, pest control, insurance, automotive sales, athletics, hospitality, and other performance-driven environments. Clearly communicate the opportunity, expectations, earning potential, and realities of commission-based, door-to-door sales. Evaluate whether candidates have the discipline and resilience to generate business, manage rejection, build trust quickly, and remain productive in an independent field environment. Develop creative sourcing strategies to reach passive candidates who may not have previously considered the industry. Multi-State Growth Partnership Partner closely with company leadership to understand current and anticipated hiring needs across established and developing markets. Respond quickly to changing hiring demands driven by company growth, geographic expansion, seasonal business needs, and severe weather activity. Build talent pipelines before openings become urgent. Adjust recruiting strategies based on local labor markets and the cultural nuances of each operating location. Occasionally travel to other markets to learn the business, build relationships with local leaders, and better understand the characteristics needed for success within each team. Hiring Manager and Candidate Experience Build trusted relationships with hiring leaders and establish a clear understanding of each position and candidate profile. Provide market feedback regarding candidate availability, compensation, competitors, and recruiting challenges. Maintain proactive, timely communication with candidates and hiring managers throughout the process. Represent the organization professionally and authentically in every candidate interaction. Support a structured, consistent, and efficient selection process. Track recruiting outcomes, including candidate flow, sourcing effectiveness, time to fill, offer acceptance, and early retention. Qualifications Required 3-5 years of full-cycle recruiting experience in a fast-paced, growth-oriented environment. Demonstrated success proactively sourcing passive candidates. Experience recruiting sales professionals, ideally within commission-driven, outside, field-based, or door-to-door environments. Strong interviewing skills and the ability to assess motivation, resilience, competitiveness, and transferable potential. Excellent communication, relationship-building, organization, and follow-through. Ability to manage multiple openings, markets, and shifting priorities simultaneously. Comfort working in an onsite, highly collaborative environment five days per week. Ability to travel occasionally to company locations in other states. Preferred Recruiting experience within construction, exterior services, home services, restoration, solar, insurance, telecommunications, or a similar industry. Experience supporting hiring across multiple states or geographically dispersed markets. Familiarity with applicant tracking systems, LinkedIn Recruiter, job boards, and modern sourcing tools. Experience building recruiting processes, referral programs, talent pipelines, or employer-branding initiatives within a growing organization. The Right Fit The right person for this opportunity is proactive, persuasive, competitive, and energized by finding talent others may overlook. You enjoy initiating conversations, building relationships, and creating interest in an opportunity rather than waiting for candidates to apply. You also understand that successful door-to-door sales professionals require a unique combination of confidence, resilience, discipline, trustworthiness, and personal drive. You know how to assess those qualities and connect strong candidates with an opportunity where their effort can directly influence their success. This is a visible, high-impact role for a recruiter who wants to work closely with leadership, help strengthen the company’s talent strategy, and directly support the continued growth of a multi-state organization. #J-18808-Ljbffr