Recruiter, Virtual ( Contractor)

Construction is digitizing on a deadline. 92% of construction firms can't fill the roles they need, the industry is short roughly 349,000 workers this year and 456,000 next , and contractors are buying software, robotics, and reality capture to close a gap that hiring alone can't. Every one of those vendors is scaling a go-to-market and engineering team at the same time — and most of them don't know how to hire for it. That's the desk. Eddins Search Group is hiring a Recruiter to run full-cycle search in construction technology: the enterprise AEs, solutions engineers, implementation leads, product managers, and engineers who build and sell the tools running today's jobsites.

You'll work from our Raleigh office two days a week and run your desk the rest of the time. Base salary plus uncapped per-placement commission — the ceiling here is set by how well you work the market, not by a band.

Why this niche is worth building

Contech sits between two candidate pools that rarely overlap: people who understand software, and people who understand how a building actually goes up. The recruiters who can speak both languages are scarce, and clients pay for them. The desk compounds — every search teaches you the map, and year three is worth several times year one.

What you'll do

Run full-cycle search: intake, market map, outbound, submittal, interview management, offer, close

Own client relationships end to end — take the req, calibrate the shortlist, push back when the spec doesn't match the market, and become the person they call before they post the job

Develop new business across contech vendors: project management and preconstruction platforms, BIM/VDC, estimating, reality capture, jobsite hardware, fleet and equipment tech, and the firms buying all of it

Source proactively. LinkedIn Recruiter, Boolean, referrals, alumni networks of the obvious vendors, industry associations (AGC, ABC, NAHB, DBIA), and trade events. The best contech candidates are placed, not applying

Build talent pipelines for the roles you fill repeatedly, so the third search closes in half the time of the first

Manage candidates through counteroffers and competing processes with honest, high-frequency communication

Keep your CRM clean and run your desk on numbers — outreach volume, submittal-to-interview, interview-to-placement, time-to-fill, average fee

Show up as a voice in the space: post on LinkedIn, attend the shows, know who just raised and who just lost their VP of Sales

What you'll bring

• 3+ years of full-cycle recruiting, agency or in-house, including roles that were genuinely hard to fill
• A track record of sourcing passive candidates — you can walk us through one specific difficult search and exactly how you found the person
• Comfort on the phone with both software talent and construction-industry talent, and the self-awareness to know they're motivated by different things
• Fluency with an ATS/CRM and LinkedIn Recruiter, plus whatever sourcing stack you've made work
• Written communication that gets replies — outreach and client updates both
• The temperament for a commission desk: activity discipline on the slow weeks, and the resilience to lose a placement at offer stage and get straight back on the phone
• Based in or relocating to the Raleigh–Durham area, able to be in office two days a week

What sets a candidate apart

Prior recruiting in construction technology, PropTech, industrial or vertical SaaS

Existing relationships with contech vendors you could activate in the first 90 days

A construction, or field background you've since brought into recruiting — you've been on a jobsite and it shows in the first ten minutes of a call

Experience carrying a business development number, not just a delivery one

A track record of building a niche from close to zero

Compensation and benefits

• Competitive base salary, set on experience — discussed openly on the first call
• Uncapped per-placement commission. No threshold games, no clawback after the guarantee period, and we'll walk you through the actual math before you accept
• Hybrid schedule: two days in the Raleigh office, three remote
• [Medical, dental, vision — note employer contribution]
• [401(k) and match, if offered]
• [PTO policy]
• LinkedIn Recruiter seat, sourcing tools, and conference/trade show budget — the desk only compounds if you're in the market

Eddins Search Group is an equal opportunity employer

~ We consider all qualified applicants without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, protected veteran status, or any other characteristic protected by law.