We 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.

We 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.

Every 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.

You 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.

We 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.

We 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.