Construction Recruiter

We're Hiring the Person Who Hires Everyone ElseIn-House Recruiter — Restoration Network Inc. | Maple Grove, MN Most companies treat recruiting like a chore. Post a job, skim some resumes, hope someone decent shows up. We think that's exactly why most companies are stuck. We're not stuck. We're growing fast, and the single thing standing between us and the next stage is people. A-players. The right ones, in the right seats, who stay. Finding them is the most important job in this building right now. So we're hiring someone to own it. Read this part before you get excitedThis is not a resume-forwarding job. If your idea of recruiting is posting to Indeed and passing along whoever applies, close this tab. We will bore you and you will frustrate us. This is a hunting job. You go find great people who aren't looking. You run a real process with real gates. You tell a hiring manager "no" when a candidate is a warm body instead of an A-player, even when the manager is desperate to fill the seat. Especially then. And here's the part most recruiters hate: you get measured on whether your hires stay, not just whether you filled the seat. Half your bonus on any hire pays out at 90 days, and only if that person is still here and passing their review. If you push people through to hit a number, you will make less money, not more. If that structure scares you, we are not your people. What you'll actually do Own every open seat from scorecard to signed offer to 90-day mark Actively source. Cold outreach, industry networks, the works. Not just inbound. Run every candidate through the same three gates, no exceptions, no matter who referred them Write clean, honest job ads that filter (like this one) Build the whole thing into a documented, repeatable system That last point matters more than it looks. We're building something bigger than one company here, and the recruiting engine you build becomes part of it. You won't just fill seats. You'll build the machine that fills them, and that machine has a future well beyond this office. Responsibilities: Who this is forYou're organized to a fault. You read people well. You've placed enough people to know the difference between someone who interviews well and someone who performs. You'd rather be measured on results than paid to look busy. You take it personally when a hire washes out, because it means you missed something, and you want to know what.You follow instructions. Which brings us to the next part.Who this is not forOrder-takers. People who need constant direction. Anyone who defends a bad hire to protect a commission. Anyone allergic to being held to a retention number. Qualifications: • The offer Base salary of $60,000 to $65,000. Tiered placement bonuses on every hire, paid half at start and half at the 90-day mark Realistic on-target earnings around $90K, more in a strong year A real seat at a company that is going somewhere on purpose How to apply Submit your resume. Then send a cover letter stating "PUT ME IN COACH" In the body, answer the questions below: Tell us about a hire you made that stayed and thrived. One hire that didn't work out. What you learned from it. We read every application that follows those instructions. The ones that don't, we don't. Consider it your first screen. You of all people will understand why. Compensation: $60,000 - $65,000 yearly

• Who this is forYou're organized to a fault. You read people well. You've placed enough people to know the difference between someone who interviews well and someone who performs. You'd rather be measured on results than paid to look busy. You take it personally when a hire washes out, because it means you missed something, and you want to know what.You follow instructions. Which brings us to the next part.Who this is not forOrder-takers. People who need constant direction. Anyone who defends a bad hire to protect a commission. Anyone allergic to being held to a retention number.

Compensation:
$60,000-$65,000 per year