Talent Scout

A1 Garage Door Service•Phoenix, AZ

3d•$24,000 - $24,000

About The Position

The recruiting team is small but mighty, with 4 field recruiters covering all 3 regions (East, Central and West) and hiring over 600+ employees a year. We are looking for an experienced, well-connected Talent Scout to build a confidential, targeted pipeline of skilled garage door technicians, and other professionals from similar industries countrywide. This is not a general job board posting role. It is a direct sourcing and recruiting role focused on finding technicians currently employed at named competitor companies, sourcing from a provided candidate list, and building new relationships within the trade. The ideal candidate treats this like executive search applied to the skilled trades: discreet, relationship-driven, and closing-focused.

Requirements

Proven recruiting, sourcing, talent scouting or executive recruiting experience required.
Agency experience required
Comfortable with high-volume cold outreach and rejection; persistent and self-motivated.
Strong verbal communication and negotiation skills; able to build trust quickly with blue-collar tradespeople.
Organized pipeline tracking and reporting through company ATS
Understands basic legal boundaries around non-competes
Self-sufficient contractor able to manage their own schedule and outreach cadence to hit monthly hiring targets.

Nice To Haves

Experience in trades, home services, HVAC/plumbing/electrical, commission sales or automotive recruiting background is strongly preferred.
Familiarity with (or fast learner of) the garage door industry and technician skill sets

Responsibilities

Directly approach technicians currently employed at a provided list of target companies and competitors.
Reach out discreetly and professionally to protect both the candidate’s and the company’s reputation.
Work through a provided candidate list (past applicants, database leads) and convert leads into active candidates.
Continuously expand and enrich this list with new contacts sourced from industry associations, trade shows, supplier networks, and online trade communities.
Conduct outreach via phone, text, email, and social/professional platforms (e.g., LinkedIn, Facebook trade groups, and others).
Build genuine rapport with technicians to understand career goals, compensation expectations, and reasons they might consider a move.
Clearly and persuasively communicate the company's value proposition (pay, culture, truck/tools, schedule, growth path, benefits) versus competitors.
Handle objections related to counteroffers, non-competes, geography, and compensation.
Pre-screen candidates for relevant experience, driving record eligibility, and cultural fit.
For experienced garage door technicians, verify that the candidate has genuine hands-on garage door experience (installation, spring/cable repair, opener systems, troubleshooting) in a customer facing environment (versus adjacent trades).
Maintain an organized, up-to-date pipeline through Ashby, documenting outreach stage, notes, and next steps for every candidate contacted.
Maintain weekly reporting on outreach volume, conversations held, interviews scheduled, offers made, and hires started through existing ATS.
Schedule candidates with hiring managers, prepare candidates for interviews, and manage expectations throughout the process.
Support offer negotiation and help close accepted candidates through to start date.
Operate within legal and ethical recruiting boundaries (avoid any tortious interference, respect valid non-solicitation/non-compete agreements, avoid disparagement of competitor companies).
Maintain strict confidentiality about company lists, candidate identities, and compensation strategy.
Support a smooth onboarding handoff to operations to maximize the odds a placed technician stays past the 90-day mark (commission is tied to retention — see below).