Recruiting · W2 Crews & Technicians
Installers, techs
and foremen who
actually show up.
Payroll hires are a different animal than commission reps. They compare wages, they compare benefits, and they will take the first company that calls them back. We build the pipeline that calls them back first.
A short walkthrough goes here.
The Problem
You're not competing on wage. You're competing on speed.
A good technician is looking for maybe four days. In that window he applies to several companies, and most of them take two or three days to respond. By the time your office calls, he has an offer. You didn't lose him on pay — you lost him on a callback.
Then there's the part nobody budgets for: replacing a field employee costs real money in recruiting time, ramp-up, lost productivity and the rework a green hire causes. Every avoidable departure is that cost again.
What Gets Installed
The pieces, and what each one does.
Trade-Specific Applicant Generation
Campaigns written for your trade, your market and the actual job — not a generic post that pulls people who have never been on a ladder. Wage range stated up front, because hiding it just wastes everybody's time.
Instant Contact
Applications get a text within seconds, day or night. This one change does more for field hiring than anything else on this page, because the market is decided in the first few hours.
Knockout Screening
Your requirements, enforced automatically before anybody gets on your calendar. Licensing and certifications, driver's license and transportation, years in the trade, tools, availability, and whatever your policies require.
Self-Booked Interviews
Qualified applicants pick their own slot and get reminders. No-shows get re-engaged automatically instead of quietly disappearing from a spreadsheet.
Offer and Onboarding Handoff
Once you say yes, offer letter, paperwork, safety training and first-day instructions go out on their own. New hires stop falling through the crack between hired and actually working. This ties directly into the onboarding system.
Cost-Per-Hire Reporting
What each hire cost, where they came from, how long they took, and how many are still there at ninety days. Most contractors have never seen these numbers for their own company.
Sequence
From signature to boots on the job
Intake
Your roles, your wage bands, your service area, your must-haves and your deal-breakers. What makes a good hire at your company is not what makes one at mine.
Build
Campaigns, screening logic, calendar and reporting built against your accounts and your tools. You keep ownership of everything.
Launch and tune
Traffic on, then we tighten targeting and messaging against real cost-per-applicant and show-rate numbers.
Handover
Trained, documented, handed to your office. Keep us on for maintenance or run it yourself.
Proof
Built inside a licensed contracting company.
The same pipeline staffed Certified Contracting's own crews. Reviews below are from contractors who bought our lead-generation work; W2 recruiting results get posted here as installs come online.
“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!”
“Xavier is great with the leads. Helped me on a few. One of the best in the game”
“The best of the best”
Questions
Straight answers
W2 or 1099 — which should I hire?
Can you run background checks and drug screens?
Will this work in a small market?
What if I only hire twice a year?
Who owns the accounts?
Start Here
Let's talk about your crews.
Twenty minutes, owner to owner. Bring your open roles and your turnover.