The questions every owner asks before they hire us.

We don't post pricing publicly because the right number depends on your market, the roles you're hiring for, and the volume you need. We talk through it openly on the intro call, and we don't pressure.

For context: most of our clients are blue-collar shops doing $1M to $20M a year. They typically replace some combination of Indeed spend, staffing fees, and an in-house recruiter salary, and end up paying us less than what they were already spending. We'll show you the math on the call.

No. We charge one flat monthly fee. You can hire one person or fifteen people in a month. The price doesn't move.

This is on purpose. Placement-fee structures encourage agencies to fill seats with warm bodies as fast as possible. Our model rewards us for retention, not turnover. We win when your hires stick.

No. Cancel or pause any month. We don't lock you into 12 months. We don't even lock you into 6.

The math is simple: if we're worth keeping, you'll keep us. If we're not, you should be free to leave. That's a fair deal and we're confident enough in the work to stand behind it.

Seven to fourteen days from kickoff to your first qualified candidates. Sometimes faster.

The first week is setup: we map your roles, rewrite your job descriptions, build your career page, configure the platform, and launch the ad campaigns plus passive outreach motion. By the end of week two, your dedicated recruiter is sending you interview-ready candidates. From there it's weekly hand-offs.

Less than you'd think. We need: the roles you're hiring for, your service area, the pay range you can support, and a 60-minute kickoff call with whoever owns hiring at your shop. That's it.

If you have existing job descriptions, we'll rewrite them. If you don't, we'll write them from scratch based on the kickoff call. If you have a career page, we'll rebuild it. If you don't, we'll build one.

You get a dedicated senior recruiter assigned to your account. They specialize in your trade. They run your pipeline, phone-screen every applicant, coordinate interviews, coach you on offers, and report to you weekly.

Our senior recruiters have an average of ten years in trades-only recruiting. They're not coordinators or junior staff. They've each placed hundreds to thousands of techs, journeymen, foremen, and supers over their careers.

Every single applicant gets a 15 to 20 minute phone screen by your recruiter before you ever see them. We check skills, schedule, comp expectations, license status, and intent.

You only get candidates worth taking off the truck for. The junk gets filtered before it reaches your inbox.

You do. Always. The pipeline, the candidate database, the career page, the brand work, the photos. Everything we build lives on your domain and in your account.

If you ever leave, you keep all of it. We're a partner, not a hostage situation.

A staffing agency makes money on placement fees, usually 20 to 25% of first-year salary per hire. They have an incentive to close fast and they keep the candidate pipeline. If you stop using them, you lose access.

We charge a flat monthly fee with no per-hire kicker. You own everything. We work like an in-house team, not a vendor. Learn more about our approach on the Expert Recruiters page.

Indeed is one channel out of three hundred. It charges per click, regardless of applicant quality. It only reaches people actively job hunting (which is a small slice of the labor market). And it gives you nothing for the people who clicked but didn't apply.

We run programmatic ads across 300+ sites with performance pricing, plus a passive outreach motion that reaches the 70% of qualified workers who'd never see an ad. Indeed becomes one source of many. See vs. Indeed.

You can. Some of our clients do, and we work alongside them. But the fully-loaded cost of an in-house recruiter (salary, benefits, tools, training, management) runs $110K to $130K a year. And you have to find the right person, train them on your trade, and hope they don't leave.

For most shops in the $1M to $20M range, our monthly service costs less than that and gets you a senior recruiter day one with no ramp time, plus the technology and the ad budget bundled in.

Across our 500+ clients, we average 71% reduction in time-to-hire, 38% lower cost-per-applicant, and 94% client retention after twelve months. Most shops fill 3 to 8 roles in the first 90 days.

Your numbers will depend on your market, your pay rates, and the roles you're hiring for. We'll model expected outcomes for your specific shop on the call.

It happens. Some markets are tight. Some pay rates are below market and need to come up. Some roles are genuinely hard to fill in 30 days.

When a role is stuck, your recruiter will tell you exactly what's stopping it (pay, schedule, requirements, market, brand) and what we'd recommend changing. You decide. We don't pretend a hard role is easy. We give you the truth and the options.

Most clients use our hiring platform because it's built for blue-collar workflows and our AI screening runs on top of it. But if you have an existing ATS you love (or one your enterprise clients require for compliance), we can integrate.

We'll never force a migration. We'll show you both options on the call.

No. We work with HVAC, plumbing, electrical, mechanical, and construction companies. We don't recruit outside the trades because that's not our specialty, but within the trades we have senior recruiters dedicated to each vertical.

Our sweet spot is blue-collar companies doing $1M to $20M a year in revenue. Below that, our service is overkill. Above that, we're a great fit and many of our clients are in the $5M to $50M range.

If you're not sure whether we're right-sized for you, book a call and we'll tell you straight.