Most shops hire when somebody quits. That is a reaction, not a plan. We build a steady supply of certified techs and experienced tradespeople so your next hire is already in motion before you need it. HVAC, plumbing, pipefitting, CNC and machining, across the Mid-Atlantic and the Texas metros.
You lose a tech in March. You start looking in March. Six weeks later you are still short, the crew is on overtime, and you take the first warm body who applies.
Shops that grow do not run that way. They know how many people they need over the next twelve months and they have somebody building that bench year round.
We do that work for family-owned shops, private equity backed groups, and mission critical facilities. Different sizes, same problem. The good people are not sitting on job boards.
These are the programs behind our Workforce Pipeline offering. Mix and match them to fit how you actually hire. Every one of them gets scoped on a pipeline review call.
A continuous supply of certified entry-level techs. We build relationships with trade schools and training programs and get first look at graduating classes. EPA 608, NATE and OSHA certified grads, screened before you meet them. A steady flow of apprentices and helpers instead of a scramble every spring.
The journeyman you want is working right now and is not applying anywhere. We go get him. Direct outreach to experienced techs, plumbers, pipefitters, machinists, foremen and superintendents in your market. Relationship first, value before ask. No mass mail.
For teams hiring continuously. You get a recruiter working your roles on a set schedule every week, inside your process, using your language, talking to your candidates. Less than a full-time hire on your books and faster than starting cold every time a seat opens.
For specialized and hard-to-fill roles. Retained and exclusive, with a candidate market map so you can see who is out there, where they work, and what it takes to move them. You get the whole picture before you make an offer, not after.
We look at your last twelve months of hiring and your next twelve. Headcount, turnover, seasonality, and the roles that always hurt. No pitch on this call.
You get the plan on paper. How many people, in what roles, by when, and which of the four programs covers each one. It is yours whether you work with us or not.
Once the plan is agreed, we scope the work and price it. Pricing depends on volume, roles, and how much of the process you want us to own. Nothing gets quoted before we understand the plan.
Sourcing starts, school relationships get opened, and candidates start flowing. You see progress every week. No black box.
If a hire doesn’t stick within 60 days, we replace them at no additional cost. No arguing, no fine print, no exclusions. One backfill per placement.
The 60-day guarantee is the floor of the relationship — not the ceiling.
Book a 12-month hiring plan conversation. Twenty minutes, no pitch. We look at what you are going to need over the next year and tell you straight whether a pipeline makes sense for your shop. Pricing comes after that, never before.
contact@staging.kiperecruiting.com
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