RECRUITER - IMMEDIATE POSITION! - FULL TIME!

Bargaining Unit Status: Non-union
Uncapped per-placement bonus — see Compensation
Travel: Regional travel across Washington, Oregon, Idaho, and future markets as needed
Columbia Safety Services is the parent company of a growing group of fire and life safety businesses across the Pacific Northwest and Intermountain West:

Columbia Fire, LLC — Seattle, WA
Valley Fire Control, LLC — Albany and Newport, OR + Spokane, WA
FFF Protection — Greater Boise, with an office in Nampa, ID

Our companies design, install, inspect, and service fire sprinkler systems, fire alarm systems, suppression systems, portable extinguishers, and the life safety equipment that protects people and property. We are a multi-state regional company that grows both organically and through acquisition.

Customer First, Grit, Effective Communication, Own the Outcome, Take Pride in the Work, and Do the Right Thing.

Every other hire we need depends on this one. We have identified dozens of seats across our operating companies over the next two years — field technicians, inspectors, fitters, designers, estimators, project managers, and division leadership — and today there is no one whose job it is to fill them.

Hiring managers recruit between service calls. This is a brand-new role. There is no established recruiting process, no pipeline, no applicant tracking discipline, and no playbook waiting for you. What we cannot teach — and what you must already have — is the drive to create structure where none exists. If you have spent your career executing someone else’s recruiting process, this probably is not your seat. If you have wanted to build your own shop — with real financial backing, a growing multi-state platform behind you, and uncapped upside — this is that opportunity.

Build the Pipeline Engine
Design and stand up our recruiting function from scratch — sourcing, screening, interview process, pipelines, tools, and metrics
Build durable pipelines for the trades: sprinkler fitters, alarm and suppression technicians, inspectors, and foremen
Build durable pipelines for the professional side: designers, estimators, project managers, sales, and operations and finance leadership
Go well beyond LinkedIn — build lasting relationships with trade schools, apprenticeship programs, union halls, veterans’ networks, transitioning military programs, and industry associations
Select and implement the recruiting tools and tracking we do not yet have

Recruit, and Recruit Well
Fill our immediate hiring needs across all operating companies
Partner with general managers and hiring managers to write sharp job descriptions and move quickly on the right people
Support hiring across multiple states and multiple licensing environments

Build a multi-year recruiting plan aligned to our growth and expansion strategy — hiring ahead of need rather than backfilling
Develop the early architecture of apprenticeship and leadership-pipeline programs that turn hires into long-term careers
Track what matters: time-to-fill, quality of hire, source effectiveness, and above all retention of the people you place
Help us build an employment brand worth applying to

A recruiter’s DNA — you came up through agency, placement, or high-volume corporate recruiting, and you know how to hunt, close, and deliver
Self-sufficient on the craft — enough experience that nobody has to teach you how to recruit
Broad in range — equally comfortable in a union hall and a boardroom, talking with a first-year apprentice or a seasoned general manager candidate
Customer First, Grit, Effective Communication, Own the Outcome, Take Pride in the Work, and Do the Right Thing.

3+ years of full-cycle recruiting experience in agency, placement, or high-volume corporate recruiting
Demonstrated record of filling roles you sourced yourself, not only roles handed to you from an inbound pipeline
Experience recruiting for roles with licensing, certification, or credential requirements
Comfort with recruiting tools, applicant tracking systems, and sourcing platforms — and the willingness to select and implement ours
Residence in the Greater Seattle area, or willingness to relocate before your start date; Fluent in spoken and written English
Recruiting experience in fire protection, mechanical or electrical contracting, construction, skilled trades, or field service
Experience recruiting in a union environment
Experience building a recruiting function from the ground up
Experience with apprenticeship programs or trade school partnerships
Experience recruiting transitioning military candidates
Experience supporting hiring during acquisitions or integrations
Bilingual (Spanish or other languages)

This role pairs a competitive base with an uncapped, performance-driven bonus. Per-placement bonus: uncapped, ranging from approximately $1,500 to $10,000 per hire depending on the category of role filled
Field and technician placements pay at the lower end of that range
Designer, estimator, project manager, and sales placements pay in the middle
Bonuses are earned after the placement completes 90 days, and become fully earned over time under a retention-based schedule
Classification: full-time, salaried, non-exempt. Hours are tracked, and overtime is paid for hours worked over 40 in a workweek.

Bonus earnings are performance-driven and are not guaranteed. Hiring volume, timing, and role mix vary with business conditions, and nothing in this posting is a quota or a representation of expected earnings. Full plan documents are provided during the hiring process.

Medical, dental, and vision insurance through Regence BlueShield, Delta Dental of Washington, and VSP — available to employees scheduled 30 or more hours per week, effective the first of the month following or coinciding with your hire date
The company pays approximately 90% of the employee premium on the HSA-qualified medical plan, plus a substantial share of dependent premiums
Health Savings Account with a $600 annual company contribution
Company-paid basic life and AD&D insurance
Employee Assistance Program, telehealth access, and optional pet insurance
Paid training, certifications, and continuing education
Paid professional development, including recruiting and sourcing training

You build the function rather than inherit it, and it carries your fingerprints
Uncapped bonus tied to placements that stick, not requisitions closed
Direct reporting to the CEO, with real authority over how we hire
A hiring plan already identified across multiple companies and states — the demand is there
If you want to build a recruiting engine from scratch, with backing behind you and no ceiling on what you earn, we want to talk.

We value diversity and are committed to creating an inclusive environment for all employees. Reasonable accommodations will be made for qualified individuals with disabilities in accordance with applicable law.