Skilled Trades Recruiter

Job Description

Job Description

Title - Recruiter

Hybrid

Full-time (can be W2, contract, or contract-to-hire)

Location: Indianapolis or Greater Indianapolis, IN

(Must have US Citizenship)

Pay range: base pay + bonus plan

Targeted Skills & Experience: High-volume, Skilled Trades Recruitment, Military/veteran recruitment, Vendor Management, Recruitment Process.

This Recruiting as a Service (RaaS)* role will be a part of a strike team that fills up to 35+ positions from November to March. Beyond that, hiring demand will continue to rise for this customer and others. You will own skilled-trades searches with help from a sourcer(s) to help our dramatically scale up machinists, welding, and fabrication recruitment.

Performance Objectives

• Fill priority skilled-trades (electro-mechanical technicians) at volume by collaborating and executing on a recruitment strategy
• Deliver qualified, interested candidates who match the job’s real requirements—and create enough top-of-funnel for hiring events to efficiently use hiring manager and candidate time.
• Build and maintain a living pipeline of talent as we go
• Run every search with clear scope, timeline, and status so hiring managers always know where the search stands and what decision is next.
• Raise offer-accept and start rates by qualifying pay, shift, location, credentials, and culture fit before you present anyone.
• Conduct active searches by using targeted outreach, referrals, military networks, and trade networks

Environment & Resources

You will work inside a small, early-stage recruiting team that sells outcomes, not hours. Expect direct access to hiring managers, shared sourcing tools, and a flexible RaaS model—scoped work, visible progress, and fees tied to value. You report to recruiting leadership, collaborate with fellow sourcers and account partners, and own your pipeline and client communication.

Essential Qualifications

• Proven full-cycle recruiting in skilled trades, construction, AEC, industrial, or similar hands-on fields—not only corporate desk work.
• Ability to translate a messy req into must-haves: licenses, tickets, tools, travel, union vs. open shop, and what “good” looks like on a jobsite.
• Track record of candidate pipelines you built yourself—calls, referrals, associations, job boards, and direct outreach—not inbound only.
• Clear, candid communication with hiring managers and candidates, including hard news on comp, timeline, and fit.
• Comfort owning metrics: submittals that stick, interviews, offers, starts, and why searches stall.
• High integrity with confidential pay, project, and candidate information.
• The ability to provide advisement and execute on process and employer brand is very helpful.

Role Selling Points

• Recruitment treated as a service: scoped, affordable, and judged on hires—not activity theater.
• A desk that matters to crews and projects, not another generic corporate req queue.
• Room to shape how trades recruiting is done inside a small team that values transparency over process for its own sake.
• Flexibility in how you work, with accountability for results you can point to.
• A practice that spans construction and adjacent specialties, so strong work compounds into repeat searches.

Call to Action

If you can put skilled people to work at scale, let's talk. Tell us which trades you have filled, how you sourced them, and what “a good start” means to you.

*Recruitment as a Service is similar to RPO but a better value providing stronger, lasting partnerships with customers and candidates.

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