Tradespeople matched to your work. Start a search.
At Skilled Trades Headhunters, this is what we do all day: recruit skilled trades professionals.
Tell us the trade and where the work is. No upfront fee. You pay only if you hire.
No upfront fee. You pay only if you hire.
We offer a candidate replacement guarantee on standard search agreements. The applicable period and exact terms are set out in the signed client recruiting agreement.
Tell us who you need.
Role, name, company and work email are required. Phone and extra details are optional.
- No upfront fee
- Pay only if you hire
- Skilled trades only
- We reach tradespeople who aren't on job boards
- Replacement guarantee on standard searches
A focused direct-hire search
Our team reads every request. We come back with questions about the real scope, then start calibration.
Direct hire is our standard. Contract or temp-to-hire is available only on request.
Executive-search discipline, for every trade and level.
Pulling a list and sending messages is easy. The work is understanding your opening, researching relevant backgrounds and having useful conversations before recommending anyone. We apply that discipline from apprentice through foreman. The responsibility changes; the care in the search does not.
- 1
Intake and calibration
We agree on the actual work and responsibilities, equipment, crew and conditions. We ask what the hire must handle independently, what support is available, and what pay, location and credentials the job requires.
What you get: You get an agreed brief, including what can be taught and what must already be there.
- 2
Targeted market research
We research relevant trade backgrounds and employer types, not everyone with the same title. A service route, an installation crew and a plant maintenance team produce different experience. Referrals and public license lookups can help identify the right source pools.
What you get: Your search starts with people whose work could genuinely transfer to yours.
- 3
Personal outreach
We establish appropriate professional contact details and approach people individually about the work. Follow-up adds useful context and leaves room for a reply. We respect a decline or a request not to be contacted.
What you get: You reach relevant people without treating a contact list as a qualified candidate pool.
- 4
Live qualification
We discuss what each person has personally handled, rather than crediting them with everything their crew did. We ask about diagnostic decisions, supervision, reasons for moving and practical constraints. Applicable credentials are checked with the issuing authority, with limitations recorded.
What you get: You get conversation-based evidence and credential findings, not a claim that we have tested someone on your equipment.
- 5
Written shortlist insight
The shortlist is an output of that work. Each written brief explains relevant responsibility, motivation and practical fit. It separates what was discussed from what was checked, names gaps, and identifies what your team still needs to assess.
What you get: You can plan a useful interview with the uncertainties visible.
- 6
Interview and offer support
We help arrange interviews, gather feedback and resolve questions on both sides. We discuss the offer, possible counteroffers and notice arrangements, and stay in touch through the agreed start.
What you get: You have follow-through beyond a resume introduction. Fees and replacement terms remain those in the signed agreement.
What do owners ask before a search?
What does it cost?
No upfront fee. You pay only if you hire. Fee terms are set out in the signed agreement. The full explanation is on our fees page.
How long until I see a short list?
It depends on the trade, the location, the pay and how specific the scope is. A common service role in a busy market moves faster than a niche controls role in a small town. We give you an honest read on the intake call and update you as the search runs. We do not promise a date.
What about counteroffers?
Good tradespeople often get a counteroffer when they resign. We ask every candidate early what would make them stay where they are, we tell you what we hear, and we talk the candidate through the resignation before it happens.
Can you find people who travel or need per diem?
Yes. We settle travel, per diem, lodging and home time on the intake call and repeat them to every candidate, because they decide whether a traveling offer is accepted.
Do you check licenses?
Where a license or certification is required for the work, we check it with the issuing authority and record any limits. Requirements differ by trade and jurisdiction. We discuss relevant experience, but your team still assesses practical ability and any site-specific authorization.
What if the hire does not work out?
We offer a candidate replacement guarantee on standard search agreements. The applicable period and exact terms are set out in the signed client recruiting agreement.
What do you not do?
We do not bill by the hour, we do not take retainers unless agreed in writing, we do not repost your job on job boards, and we are not a same-day labor hall. We do not run drug, MVR or background checks; your company handles any the role requires.