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Case Study
How Mr. Electric of Littleton Stopped Losing Good Hires and Got Their Time Back
Mr. Electric of Littleton is an electrical services company serving the Denver metro area. Five and a half years in, the business was running well — but hiring quality techs had become a recurring wall. Lisa partnered with Trustal to take the recruiting process off her plate and start building a team that actually stuck.
Industry
Electrical
Company Size
6-10 Team Members
Location
Littleton / Denver, CO
Where They Were When They Called Us
Mr. Electric of Littleton had been running strong in the Denver market for over five years. The work was there. The leads were coming in. But every time they tried to grow the team, the same problem surfaced: they couldn't find quality techs.
Not techs who looked okay on paper — techs who could actually do the work. The pool felt thin, and every bad hire didn't just cost time. It cost callbacks, strained the team, and put Lisa in the position of fixing people problems instead of running her business.
The Challenges They Were Facing
When we first connected with Lisa, the hiring picture was clear pretty quickly.
"Can't find enough good candidates to hire" — that was her number one challenge, ranked above everything else. Not a pipeline problem. A quality problem. The applicants existed. The right ones didn't.
Bad hires followed closely behind. Each one left a mark — on morale, on customers, and on the business's reputation for doing the job right. When your techs are in people's homes, one wrong hire doesn't just affect a project. It shows up in angry customers and callback calls that shouldn't exist.
Time was the third wall closing in. Recruiting is a job in itself — and it's one Lisa didn't sign up for when she became a business owner.
And underneath all of it, she didn't enjoy the process itself. Writing ads, screening calls, running interviews — none of it is what she got into this business to do.
"I was doing everything right in the business, but every bad hire felt like a step backward."
— Lisa G., Owner of Mr. Electric of Littleton
How We Approached it Together
We started where we always start: understanding what Mr. Electric of Littleton actually needed in a candidate — not just the job description, but the kind of person who thrives in their environment and represents the brand the way Lisa needs them to.
From there, we took over the parts of recruiting that were eating her time. We rewrote their job listings to reflect the opportunity, not just the duties. We ran targeted outreach to qualified candidates in the region, handled all initial screening, and conducted first-round interviews before anyone's name landed on Lisa's desk. What she got wasn't a stack of resumes — it was a short list of vetted people, with context on each one.
Built job listings that marketed the company, not just the role
Ran direct outreach to qualified candidates in the Denver market
Handled all screening and first-round interviews
Delivered vetted shortlists — no resume sorting required
What Changed
Four hires later, three are still with Mr. Electric of Littleton — some for over a year and a half. That's not luck. That's what happens when the right people are placed into a company that's ready for them.
Hires still with the company.
Qualified roles filled through Trustal.
A note on results: The outcomes above reflect this specific client's experience working with Trustal. Every business is different — results depend on factors like company culture, onboarding practices, management, compensation structure, and how well a company supports new hires once placed. We do our part to find the right people. How those people are integrated and developed is a shared responsibility, and it matters. These results are not a guarantee of what any future client will experience.
"It finally feels like a team that is working towards the same goals. We wouldn't trust anyone else with our recruiting."
— Lisa G., Owner of Mr. Electric of Littleton
