Rigger / Signal Person Recruiters
At Skilled Trades Headhunters, this is what we do all day: recruit skilled trades professionals.
Hire someone who calculates load distribution and inspects rigging hardware to ensure every lift stays safe.
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
What this hire really comes down to
You face a hard choice between someone who moves heavy machinery in tight spots and someone who sets steel on large projects. A title match fails when a candidate has the right name but the wrong gear history. You must ask what hardware they touch daily. If they only know ironwork and you need to move a turbine with skates and jacks, they will cost you time and money. Focus your first question on how they pick slings and shackles for an odd load. A real fit knows the limits of the equipment sitting in your yard right now.
Look for a person who manages weight distribution without asking for help. A true fit explains how to find the center of gravity on an irregular piece of equipment before the hook moves. They inspect every pin and sling for wear as a habit. They tell you about a time they stopped a lift because the math did not look right. This person understands that load charts are the law. They do not rely on guesses when the crane operator cannot see the load or the spot.
You must decide between prioritizing a rigger with broad, versatile experience or one who specializes in narrow, repetitive site setups. Versatile candidates often tackle unique machinery moving challenges in confined spaces but might lack the rapid, high-volume rigging speed required for standard steel erection projects. Conversely, specialists demonstrate incredible efficiency on repetitive structural lifts but may struggle when encountering non-standard load geometries or custom rigging configurations. Pick your candidate based on whether your site requires constant, fast-paced repetition or the ability to solve complex, infrequent spatial puzzles.
What we check before you see anyone
- NCCCO Rigger Level II certification proves the candidate understands load charts, hitch configurations and hardware ratings. Request the issuing authority documentation and expiration dates to confirm they hold current, active status for your site requirements.
- Assess whether the candidate can perform complex load calculations and design critical lift plans. Ask how they determine weight distribution for asymmetrical loads and how they verify center of gravity before the crane takes the weight.
- Verify the candidate's specific experience with machinery moving versus structural steel rigging. A millwright background involves jacks, skates and gantries in tight facility spaces, while ironworker rigging typically focuses on heavy steel erection and structural connections.
- Evaluate their methodology for communicating with crane operators. A signal person must be able to establish clear, consistent radio protocols or hand signals, especially when the operator cannot see the load or is working in high-noise environments.
- Examine their attitude toward safety stops and near-miss reporting. A seasoned rigger will provide a concrete example of a time they halted a lift due to safety concerns and how they resolved the underlying hazard effectively.
Where we find them
The primary candidates are currently employed at crane and rigging firms, industrial contractors or specialized heavy-haul outfits. These professionals usually work on varied, complex projects that demand daily equipment inspection and load planning. They prioritize steady work schedules, access to modern equipment and the chance to perform more challenging critical lifts that expand their current skill sets.
Look toward ironworker union locals and millwright shops for candidates with deep apprenticeship training and consistent safety standards. Many of these riggers are satisfied in their current roles and rarely seek new employment through job boards. The best approach involves contacting them directly about specific, critical project requirements that offer a step up in responsibility or better long-term local work.
Mistakes we see
- Hiring a general laborer as a rigger based solely on strength. Rigging requires technical knowledge of load geometry and hardware physics, not just physical effort.
- Failing to differentiate between a signal person and a lift planner. Someone who signals is not always qualified to calculate critical lift load charts safely.
- Ignoring the specific machinery moving experience needed for plant environments. Indoor work with jacks and rollers is a different skill set than outdoor crane rigging.
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.
Before you start the search
How long should I expect for the shortlist phase?
You should expect a refined list within one to two weeks. The timeline depends on finding active, qualified riggers who are currently working on projects and not looking for immediate exits.
How do I handle a candidate who receives a counteroffer?
Focus on the specific project complexities and career growth that your role provides. A strong candidate often moves for better equipment, technical challenge or more consistent regional work, not just salary.
Is travel or per diem included in this role?
It depends on your project requirements and the local labor market. We record candidate travel preferences in the brief to ensure your offer matches their willingness to work on the road.
What is the process for licensing and fit?
We confirm active NCCCO certifications and site-specific training. Your organization manages the final background, MVR and drug testing protocols according to your established company policy and regional legal requirements.
What are your fees for this placement?
No upfront fee. You pay only if you hire. Fee terms are set out in the signed agreement.
Pay snapshot
$62,640 annual median · $30.12 hourly median
SOC 49-9096: Riggers. United States. Broader occupation.
BLS groups Rigger / Signal Person within Riggers; it does not publish this niche title or credential level separately.
Source: U.S. Bureau of Labor Statistics, Occupational Employment and Wage Statistics, May 2025. Released 2026-05-15. No estimate replaces a missing BLS value.
See the full salary guideOpen roles
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.
Start a Search
Hire someone who calculates load distribution and inspects rigging hardware to ensure every lift stays safe.
Contingency search. No fee unless you hire.
Tell us who you need.
No upfront fee. You pay only if you hire.