Traveling Crews

Traveling Crews in one line

We recruit tradespeople who already travel on per diem and rotation, so multi-state work can be staffed for scaffolders, shipfitters, pipe layers, HDD crews, tower techs, NDT and coatings crews.

Permanent contingency search is our default. This arrangement is available on request, with terms set per engagement.

We recruit and present candidates. We do not employ, pay or insure contract workers. Any contract or temp-to-perm arrangement is between you and the worker or the worker's own employer, on terms agreed in writing before the start date.

How the search runs

Recruiting people who already travel

Some tradespeople live on the road. They follow shutdowns, builds and outages from state to state, and they are accustomed to per diem, lodging and rotation schedules. We recruit these people for clients with multi-state work. This includes scaffolders, shipfitters, pipe layers, directional drilling crews, tower technicians, nondestructive testing specialists and coatings crews. They are rarely looking, so we approach them directly.

Travel work has its own culture, with respect for crew leads, strict site discipline and a strong word of mouth network. We recruit inside that culture, which is why direct contact matters.

How it differs from a local search

A local search depends on commuting distance and a stable home. A traveling search depends on terms. Candidates want to know per diem practice, lodging, travel days, overtime, rotation and what happens when a project ends early. We help clients set those terms before outreach and describe them to candidates plainly. Specific terms allow people to say yes quickly, and vague ones produce delays and refusals.

We also ask clients about the mobilization plan, since candidates want to know where they will report, when and with whom.

Credentials and site access

Traveling work often means different jurisdictions and different owners, each with its own requirements. Orientation, safety cards, medical clearances, drug screening and site access procedures may be needed, and trades such as nondestructive testing, coatings and rigging may require specific certifications. We confirm credentials with dates and mark each as something to confirm for the job location. We never assume portability from one state or site to another.

Owners sometimes require additional training or tests for outside workers, and these can take time, so early planning avoids delays at the gate.

Engagement structure

Permanent direct hire is our default, and many travelers accept a permanent position with a company that offers steady travel. Other structures can be discussed on request, with terms written for each engagement. Those terms must state who handles employment, payroll, insurance, training and site supervision. Our work is recruiting and screening traveling candidates against the scope, credentials and work conditions the client has defined.

Some travelers bring their own tools and vehicles, and some do not, so we ask clients to state what they provide.

Candidates who travel also compare how reliably an employer pays per diem and reimburses expenses, so we ask clients to describe their practice honestly.

Screening road experience

We ask about the number of projects worked, the longest rotation, the types of sites and the hardest conditions. We ask about family arrangements, health and driving record, because these decide whether someone can sustain the lifestyle. We ask about safety stops and conflicts with other crafts. Employer-run background, drug and medical checks apply to candidates who consent, and we do not run them.

We ask about attitude to rules at secure sites, since a skilled person who resists the owner's procedures does not last.

Relocation and the permanent traveler

Some people who travel are ready to settle, and some who are settled would travel for the right terms. We ask each candidate where they want to be in the next few years, and we tell clients what we hear. A traveler who wants to move into a leadership role at a home base can be a strong hire for a firm that needs experience in the office or yard.

We also ask about their ability to be away for long stretches and about the support they have at home.

We also keep notes on each traveler's preferred regions, rotation length and trade specialty, so a future request can be matched quickly and honestly.

Where travelers are found

Pools include working crews at industrial contractors, specialists who follow outage calendars, pipeline and utility crews, and experienced hands who have returned from long projects. We describe pools by type only and do not name employers. We contact candidates directly and respect commitments to their current crews and leads.

We also draw on people who have recently finished long projects and are choosing their next move, which is often the best moment to reach them.

Starting a traveling search

Send the trades, the location, the start date and the travel terms. We will say plainly what is realistic and which credentials to confirm. Our traveling trades page describes the people we work with, and our how we work pages describe the engagement options. The earlier the search starts, the more choice you have.

A short written crew chart helps candidates decide quickly, and we can help draft one.

What happens next

1. You send the trade, scope and location. Two short steps.
2. Ivan or a senior team member will reach out soon.
3. We search, qualify people live, and send a written brief on each person we present.

Details on our process and recruiting fees.

What happens in The Six-Step Search?

Every Skilled Trades Headhunters client search follows the same six named steps. Here is what happens at each one and what you get from it.

1. 1

   Intake and calibration

   We agree on the work, location, pay, schedule and credentials before contacting anyone.

   What you get: You get a clear role profile with the deal breakers named up front.

2. 2

   Targeted market research

   We map the trade backgrounds and local or traveling talent that fit. We use relevant employer types, referrals and public license lookups where available.

   What you get: You get a search aimed at the actual work, not a job title alone.

3. 3

   Personal outreach

   We contact working tradespeople individually about the opening and what would make a move worthwhile.

   What you get: You reach people who are not replying to your job advertisement.

4. 4

   Live qualification

   Each person is talked through the scope, equipment and schedule in a live conversation. Applicable licenses are checked with the issuing authority.

   What you get: You only hear about people who understand the job and want it.

5. 5

   Written shortlist insight

   We present a short list with a written brief on each person: what they do now, what they want and what to probe.

   What you get: You interview a few people instead of reading a stack.

6. 6

   Interview and offer support

   We help you prepare interviews, discuss the offer and address counteroffers. We stay in touch through the agreed start.

   What you get: You have support for the hiring decision. The signed agreement sets the replacement terms.

Send Us Your Open Role

What we do not do

• No hourly billing and no workers on our payroll.
• No retainer unless agreed in writing.
• No reposting your opening on job boards.
• Not a same-day labor hall.
• No drug, MVR or background checks; your company runs any the role requires.

Details on how our fee works.