A busy service business needs a deeper bench.
Mister Sparky of San Antonio operates in a business where the team is the service. Electricians have to deliver in customers’ homes, and the office has to support the experience around them. Filling one opening is only part of keeping that operation staffed.
By June 2025, the leadership team was preparing for another hiring push while making changes to roles, pay and internal processes. Some team members had left, and the next phase of the business required a stronger candidate pipeline. Recruiting had to keep pace with those decisions.
Yellowstone’s work with the company began in March 2023 and continued through April 2026. Across that relationship, the focus included experienced electrical talent, apprentice-level roles and customer experience coordinators.
Make the opportunity clear. Keep the process moving.
Yellowstone supported job advertising, candidate sourcing and screening, with a recruiting team working alongside Mister Sparky’s leadership. The job messaging led with what candidates needed to understand: compensation, benefits, schedule and the opportunity on the team.
As the company’s hiring priorities changed, the conversations went beyond how many applications had arrived. The team worked through the candidate profile, the appeal of the role and how candidates would be evaluated by the business.
The division of work was practical. Yellowstone could identify and screen candidates, while Mister Sparky’s leaders could assess technical ability and the fit that becomes clear in an interview.
A playbook the company could keep using.
In June 2025, Yellowstone walked the leadership team through a recruiting playbook of roughly 12 to 13 pages. It brought together the work already completed and the steps the company could continue using: its employer value proposition, candidate profiles, scorecards, job advertising, interviews and onboarding.
The timing mattered. Joshua Jenkins explained that the leadership team was preparing to revamp onboarding and the new-hire process as a quarterly priority. The playbook gave that effort a concrete reference, including interview guidance, a pre-onboarding checklist and clearer ownership of the steps in hiring.
That was value the team could retain beyond any one search: a documented way to explain the opportunity, evaluate people and prepare for their arrival.
27 hires, and a relationship that led to referrals.
The completed engagement contains 27 recorded hires, with the last recorded on April 7, 2026. The hiring history spans electricians, service and installation roles, an apprentice electrician and customer experience coordinators.
The relationship also extended into the franchise network. In May 2024, Greater West Houston operator Jeff Sauer contacted Yellowstone after George Saldana referred him for help staffing his location.
For San Antonio, the story combines tangible recruiting delivery with practical work on the hiring process. Yellowstone helped the company find people while giving its leadership a clearer framework for the next round of hiring.
Dates and reporting context
Historical engagement: March 24, 2023 to April 22, 2026. The 27-hire total is recorded in Yellowstone’s account history, with the last hire dated April 7, 2026. Role examples are a subset of that total. The count does not measure net team growth or employee retention. The playbook is documented in the June 11, 2025 client review; the franchisee referral is dated May 8, 2024.
