Need electricians, HVAC or refrigeration technicians?
We find, screen, and place qualified tradespeople — so you're choosing between genuinely suitable candidates, not sorting through unfiltered applications.
Trade-specific screening
We verify licence class and currency before you ever meet a candidate.
An active candidate network
We proactively source rather than waiting for the right person to apply.
Support through placement
We stay involved until the hire is actually settled in, not just signed.
Whoever's carrying the vacancy
Hiring a tradesperson lands differently depending on where you sit. Here's what we're actually solving for each of you.
If you run the crews
You're the one feeling it every day — jobs slipping because you're two techs short, your existing people carrying the overtime, work you've had to turn down because you couldn't resource it.
What you need from us is a shortlist you can act on quickly, made up of people who can genuinely do the work. That means licence class and tickets verified before you see anyone, a straight answer on whether a role is fillable at the rate you've got, and candidates who are actually available — not a stack of resumes for you to sort through between jobs.
If you own the hiring process
You've got a role ageing on a report, hiring managers asking where it's up to, and a panel of agencies that mostly look the same from where you're sitting.
What you need is a supplier who is easy to work with and doesn't create more work: documented screening you can point to, clear terms agreed up front, updates without you having to chase them, and specialist trade knowledge you'd struggle to replicate in-house. We work with your process rather than around it.
How we fill your vacancy
Here's exactly what happens after you get in touch — from a short scoping call to a candidate settled into the role. No step is a black box.
- 1
Understand the role
A 15–20 minute callWe start with a proper scoping conversation, not a form to fill in — trade, licence class, scope of work, pay range, and what 'good' looks like for your team. This is what everything after it depends on getting right.
- 2
Source
Starts immediatelyWe check our active candidate pipeline first — tradespeople already screened and in touch with us for exactly this kind of role — then extend into targeted outreach if we need to go further than that.
- 3
Screen
1–2 business days per candidateEvery candidate is checked against your role specifically: licence class and currency verified, relevant tickets confirmed, and a structured interview covering their actual recent hands-on experience — not just years on a resume.
- 4
Shortlist
Usually within a week of the briefYou receive a small, genuinely relevant shortlist — typically 2 to 4 candidates — each with a short note on why they fit, so you're making a decision, not doing our screening for us.
- 5
Coordinate interviews
Ongoing, as neededWe handle scheduling, reminders, and feedback loops on both sides, so momentum doesn't stall waiting on emails — and you get honest feedback from candidates too, not just the other way around.
- 6
Support placement
Through the first few weeksWe stay involved through the offer, the start date, and the early weeks on the job — checking in with both you and the new hire to make sure the placement is actually working, not just that it was made.
Why this works better than a one-off search
This is the same pipeline our candidates move through too — not a separate, lighter process just for filling your seat quickly. Because every candidate is screened once against our whole active pool rather than from scratch for each vacancy, you're drawing on people who are already vetted and genuinely available, which is usually what gets you a shortlist faster than starting a search from zero. Read more about how the shared pipeline works.