Flagship Install · Recruiting
Stop losing
a week every time
somebody quits.
An automated hiring pipeline built for trade companies. Ads bring applicants in, the system screens them, and qualified people land on your interview calendar — without you touching a spreadsheet or chasing a single callback.
A short walkthrough of the recruiting pipeline goes here.
Two Kinds of Hiring
Commission reps and payroll crews are different problems.
Same machine underneath, different message, different screening, different math. Pick the one that's costing you money right now.
Sales Reps & Canvassers
No base, uncapped upside, and a brutal drop-off rate. This pipeline runs at the volume commission-only actually requires and screens hard for self-starters.
Installers, Techs & Foremen
Wage-comparers with options who take the first company that calls them back. This pipeline calls them back in seconds and screens for licensing before they reach your calendar.
The Problem
Hiring in the trades is a leaky bucket.
You post an ad. Applicants trickle in over three days. By the time somebody calls them back, half have taken something else. The ones who do answer haven't been screened, so you burn an afternoon interviewing people who were never going to work out. Then one guy quits and the whole thing starts over.
The problem isn't that you can't find people. It's that there's no system standing between the ad and your calendar.
What Gets Installed
The pieces, and what each one does.
Applicant Generation
Paid campaigns written for your trade, your market and the kind of person you actually want on a crew — not a generic job post that pulls whoever's bored.
Instant Contact
The moment somebody applies, they get a text. Not in an hour, not tomorrow morning. Speed is most of the game — the company that reaches them first usually gets them.
Automated Screening
A qualifying conversation runs before you ever spend a minute. Availability, transportation, experience, licensing, whatever your knockout questions are. Only the people who clear it move forward.
Self-Booked Interviews
Qualified applicants put themselves on your calendar, get reminders, and get re-engaged automatically when they no-show — because in this trade, some of them will.
Onboarding Handoff
Once you say yes, paperwork, training access and first-week instructions go out on their own. New hires stop falling through the crack between "hired" and "actually working."
Dashboard & Reporting
One screen: applicants in, screened, booked, showed, hired, and what each hire cost you. You stop guessing whether recruiting is working.
Sequence
From signature to first hire
Intake
We go through your roles, your market, your pay structure and your knockout criteria. What makes somebody a good hire at your company is not what makes one at mine.
Build
Campaigns, messaging, screening logic, calendar and dashboard get built against your accounts and your tools. You keep ownership of every account from day one.
Launch and tune
We turn on traffic and watch the real numbers — cost per applicant, screen rate, show rate — then tighten the targeting and the messaging against what actually comes through.
Handover
Your people get trained on running it. Documentation, logins, the whole thing. Keep us on for maintenance or take it from here.
Proof
We ran this pipeline on our own payroll first.
The recruiting system Certified Leadz installs is the same one built to staff Certified Contracting — ads into an automation into Twilio into a live interview calendar. The reviews below are from contractors who bought our lead-generation work; recruiting installs are newer, and those results will be posted here as they come in.
“Xavier is great with the leads. Helped me on a few. One of the best in the game”
“Finally real leads from a very reputable agency. Thanks a ton for the legitimacy and helping me close all these deals. Can't wait to continue business with you! Let's crush it this year!”
“The best of the best”
Questions
Straight answers
What does it cost?
How long until it's running?
Do I need a CRM already?
Who owns the accounts?
Will this work in my market?
Do you guarantee hires?
Start Here
Let's talk about your hiring.
Twenty minutes, owner to owner. Bring your roles and your turnover and we'll figure out if this fixes it.