Interview & Closing Coaching
We coach you on how to interview effectively and move swiftly to secure top talent. In this market, if you hesitate, a superstar candidate will walk out of your office.
Our Vetting Process
How we find and vet candidates for the trades.
A look at how we search, vet, and find top candidates across the trades, so the people who reach your interview are already qualified.
Trustal is a fantastic company to work with. Their application and screening process is top tier. We’ve consistently received highly qualified candidates who meet our job requirements and high expectations. We strongly recommend using Trustal for your next hire.
Christine W.
Mr. Electric of Boulder, CO
Where Candidates Come From
We go find trade talent instead of waiting for them.
Public job postings only reach people actively looking. The stronger candidates are usually passive, already employed, and reaching them takes direct outreach.
Proactive Sourcing
The larger effort is identifying qualified passive candidates already working elsewhere and reaching out directly, tying your company's culture into the invitation.
Job Boards
A customized ad runs across Indeed, SimplyHired, and Glassdoor through our ATS. This captures active job seekers and is a real but small part of the process.
Every candidate is graded against a custom rubric.
A resume shows where someone worked, not whether they'll do the job well or fit your team. For each role we build a scoring rubric and grade candidates on three things.
Technical Skills
Whether they can do the work in the field safely, accurately, and efficiently.
Soft Skills
How they communicate with customers, handle pressure, and present themselves in a homeowner's space.
Culture Fit
Whether their values, work ethic, and attitude align with your company. For most owners this is the priority, since skills can be trained and fit usually can't.
The Trustal Rubric & Assessments
To do this objectively, we build a customized Evaluation Rubric for every specific position. This rubric features highly targeted, behavioral questions designed to peel back the layers and score candidates accurately on culture, technical ability, and soft skills.
Looking For Extra Peace of Mind?
Assessments
A personality and behavioral assessment with a full report and overview analysis of how a candidate fits the role.
Background Checks
From a motor vehicle report to a full, comprehensive background check, depending on the role and what you need verified before an offer.
Reference Checks
We call up to three references per candidate, aiming to speak with at least two, to confirm past performance and work history directly with former employers.
"The Secret Sauce"
Proactive Outreach to Passive Candidates
While we leverage these job boards, public postings are only a small fraction of our actual process. Our true "secret sauce" lies in our proactive market sourcing. We sift through hundreds of resumes to hunt down passive candidates—highly qualified tradespeople who aren't actively looking for a job.
We personally reach out and invite them to apply. By explicitly tying your company culture into our pitch, we consistently achieve incredible response rates. We make a powerful, customized case as to why these top-tier professionals should consider your organization for their next career move.
The entire team at Trustal Recruiting has been outstanding in every way, from follow-up, communication scheduling, to getting excellent candidates screened and presented for interviews. It has been an all around pleasure from the start and we can't say enough great things about this team!! Thank you all for what you do!.
Jay H.
Rapid Response Plumbing
Eight steps, from kickoff to your first interview
We manage the full search, screening, and scheduling. Here's each step.
Discovery
We learn your culture, brand, and what success looks like in the role.
Ad Creation
We write a customized job ad and send it for your approval.
Posting & Proactive Inviting
We launch the ad across major platforms while proactively sourcing passive candidates.
Initial Screening
We review every application and resume, filtering to the qualified.
Video Screening
We score each candidate against the rubric before scheduling.
Interview Scheduling
We coordinate calendar invitations for you and the candidate, in-person preferred.
Prep Materials
You get the resume, application, and our scorecards no later than the day before.
Ongoing Optimization
We keep refining the posting throughout the search to keep strong candidates coming.
Speed without skipping the safeguards
Strong candidates accept other offers fast, so the process moves quickly. That doesn't mean cutting corners.
Uncompromised Due Dilligence
Moving fast does not mean cutting corners. We guide you on how to maintain a lightning-fast hiring velocity while strictly maintaining your safety nets.
Your Recruiting Questions, Clearly Answered
Hiring in the trades isn’t simple. These quick answers make it easier to move forward with confidence.
How does a home service recruiter vet candidates?
Each candidate is scored against a custom rubric built for the specific role, covering technical skill, soft skills, and culture fit, and completes a video screen before any interview. Background checks, MVRs, reference checks, and DISC assessments are available within the process.
What's the difference between recruiting and collecting resumes?
Sorting inbound applications is searching. Recruiting means proactively sourcing qualified passive candidates already employed elsewhere and screening them against a structured rubric before presenting them.
Why do passive candidates matter in the trades?
The most qualified tradespeople are usually already working and not browsing job boards. Reaching them takes direct outreach rather than a posted ad, which is why proactive sourcing produces stronger candidates than postings alone.
How does the Trustal recruiting process work?
It runs in eight steps: discovery, ad creation, posting and proactive sourcing, initial screening, video screening, interview scheduling, prep materials, and ongoing optimization. Trustal handles all eight; the owner conducts the final interview and makes the hire.
Why use a recruiter instead of hiring someone in house?
Whoever handles your hiring is already busy with other work, so it gets fit in around everything else and rarely gets the time it needs. Applications pile up. Good people don't hear back fast enough, so they move on. That's the part we take off your plate. We stay on every application, screen consistently, and move fast, so the right people don't slip past while you handle the rest. Hiring gets done, and done thoroughly.
Our Networks & Memberships
You don't pay until you make a hire. And it's one flat rate however many people you bring on, not a charge per placement.
(678) 921-9899
Meghan@TrustalRecruiting.com