Skilled Trades Recruiting Team Leader

Skilled Trades Recruiting Team Lead

Most recruiting leadership roles are built around supervision and reporting.

This one is built around results.

Yellowstone Local helps plumbing, HVAC, electrical, and construction companies hire the people who keep their businesses running. When they cannot hire, jobs go unfilled, customers wait, and revenue stops.

This role is for a proven recruiter who is ready to lead others, raise the standard, and take responsibility for recruiting performance across multiple clients.

You will lead a team of recruiters, coach their performance, maintain visibility across their pipelines, and ensure the recruiting strategy produces qualified candidates and hires. You will still stay close enough to the work to diagnose problems, inspect quality, and step in when the team needs leadership.

This is not a role for someone who wants to manage from a distance.

The Environment

Yellowstone Local is building a high-performance, high-accountability team.

That does not mean creating unnecessary emergencies or measuring commitment by how late someone stays online. It means we set a high standard, communicate directly, move quickly, and take ownership of outcomes.

We expect leaders to know what is happening inside their teams. When performance drops, they find the cause. When standards slip, they address it. When the strategy is not working, they bring evidence and recommend a better approach.

We give capable people meaningful responsibility, direct access to leadership, room to make decisions, and the opportunity to grow as the company grows. In return, we expect strong judgment, disciplined execution, coachability, and a serious commitment to the client outcome.

This is not a clock-watching environment. There will be demanding periods when a client problem, hiring need, or team issue requires additional attention. Leaders are expected to stay engaged until the situation is stabilized. We do not glorify hours for their own sake, but we do expect people to rise to the occasion when the work requires it.

We operate like a high-performing team. Roles are clear. Feedback is direct. Results matter. Strong performers earn greater trust, responsibility, and opportunity.

Your Role

You will report directly to the Client Success Manager and work closely with them on client and job-level recruiting strategy.

The Client Success Manager owns the overall account strategy, client relationship, and direction of the hiring engagement. Your job is to translate that direction into strong recruiting execution.

You will ensure that recruiters:

• Understand the client’s hiring priorities

• Execute the agreed-upon recruiting strategy

• Maintain urgency across every active pipeline

• Properly evaluate candidates before submission

• Communicate important market and candidate insights

• Identify stalled pipelines and performance problems early

• Adjust their execution when the results show that something is not working

You are not expected to blindly follow a strategy that is failing. Titles do not settle recruiting questions. Evidence, judgment, and results do.

You should challenge weak assumptions, bring pipeline data to the conversation, and recommend changes when appropriate. Once the CSM and recruiting leadership agree on the direction, you are responsible for making sure the team executes it completely.

The Standard You Will Set

Our clients are skilled trades owners running real businesses. They do not need recruiters who simply post jobs, collect resumes, and provide activity updates.

They need recruiters who understand the labor market, recognize qualified talent, create candidate interest, and move the hiring process forward with authority.

Your team must instill confidence.

That confidence is earned by understanding the client’s needs, knowing what is happening in the market, communicating clearly, and taking action before the client has to ask.

The best leaders here anticipate problems. They do not wait until a client complains or a monthly report exposes a weak pipeline. They identify the problem early, determine what needs to change, and lead the team through the correction.

You will be expected to hold recruiters accountable without avoiding difficult conversations. You must be able to distinguish between someone who needs coaching, someone who needs greater clarity, and someone who is unwilling or unable to meet the standard.

The goal is not to pressure people for the sake of pressure. The goal is to build recruiters who are capable, confident, accountable, and consistently effective.

What You Will Own

Recruiter leadership and development

Lead, coach, and develop a team of recruiters responsible for skilled trades hiring across multiple clients.

Set clear expectations, inspect performance, provide direct feedback, and follow through until improvement occurs. Strong coaching here is practical and specific. You will not simply tell someone to improve. You will show them where the breakdown is, what must change, and how their progress will be measured.

Recruiting performance

Take responsibility for the recruiting performance of your team.

When hiring results slow down, diagnose the cause. Determine whether the breakdown involves sourcing volume, candidate quality, response time, screening judgment, job positioning, compensation, interview speed, follow-up, market conditions, or client execution.

Do not allow weak performance to hide behind activity.

Strategy execution

Turn the CSM’s client and job-level strategy into clear recruiting priorities, actions, and standards.

Ensure every recruiter understands:

• Which positions matter most

• What a qualified candidate looks like

• Which recruiting channels and sourcing methods should be used

• What is preventing the client from hiring

• What needs to happen next

• What success looks like

Pipeline accountability

Maintain visibility across the team’s recruiting pipelines.

Identify stalled candidates, weak candidate flow, slow follow-up, poor conversion, and inconsistent pipeline management before those problems become client escalations.

Ensure recruiters move candidates through the process with urgency and keep accurate information inside our systems.

Candidate quality

Protect the quality of every candidate presented to a client.

Recruiters must properly evaluate experience, qualifications, communication ability, motivation, compensation expectations, availability, and overall fit before making a submission.

You will review quality, identify patterns, and coach recruiters when their evaluation standards are too weak or inconsistent.

Team standards

Create consistency across the recruiting team.

Recruiting quality should not depend on which recruiter happens to own the job. Clients should receive the same level of judgment, urgency, communication, and execution from every member of the team.

You will help turn strong individual recruiting practices into repeatable team standards.

Cross-functional execution

Work closely with Client Success, recruiting operations, sourcing, support, and leadership to remove hiring roadblocks and improve results.

You are expected to communicate directly, surface problems early, and avoid allowing issues to bounce between departments without clear ownership.

If a problem crosses team lines, you remain involved until the right owner is established and the next action is clear.

How We Work

We own outcomes

We do not say, “That is not my job,” when a client or candidate outcome is at risk. We find the right person, create clarity, and keep the issue moving.

Ownership does not mean doing everyone else’s work. It means refusing to ignore a problem simply because it sits outside your immediate responsibility.

We maintain high standards

Good intentions and high activity do not replace results.

We expect accurate work, strong candidate judgment, disciplined follow-up, and clear communication. When something falls below the standard, we address it directly and correct it.

We stay close to the details

Leaders here do not manage only through reports.

You should understand the condition of the pipelines, the performance of your recruiters, the obstacles affecting priority jobs, and the actions being taken to improve results.

We use evidence

Recruiting decisions should be informed by pipeline data, candidate conversations, market conditions, and client feedback.

You must be able to separate assumptions from facts and explain why you believe a recruiting approach should continue or change.

We challenge and commit

We expect people to speak up when they disagree with a strategy or see a better path. Bring evidence, explain your reasoning, and have the conversation directly.

Once the direction is decided, the team commits and executes without passive resistance or continued debate.

We get better

High performers are coachable.

You will receive direct feedback from leadership and the CSM. You are expected to evaluate it honestly, make adjustments, and continue improving your recruiting and leadership abilities.

What Success Looks Like

You are succeeding when:

• Recruiters understand their priorities and performance expectations

• Candidate submissions consistently meet the quality standard

• Pipeline problems are identified before clients escalate them

• Recruiters improve because of your coaching

• Priority candidates move through the process with urgency

• The CSM has confidence in the recruiting team’s execution

• Recruiting decisions are supported by data and sound judgment

• Client hiring outcomes improve

• You can explain exactly where performance is breaking down and what is being done about it

• Your team operates with increasing independence, consistency, and accountability

Who This Role Is For

• Has already demonstrated strong full-cycle recruiting ability

• Wants to be measured by outcomes, not activity

• Takes responsibility without waiting for permission

• Enjoys coaching recruiters and raising performance standards

• Can hold direct accountability conversations

• Stays calm and decisive when results are under pressure

• Understands recruiting funnels and conversion points

• Can balance data with sound recruiting judgment

• Communicates clearly and confidently

• Is highly organized in a remote environment

• Can follow strategic direction while taking full ownership of execution

• Wants greater responsibility and is prepared for the expectations that come with it

• Takes pride in being surrounded by people who care deeply about the quality of their work

This role is not for someone who:

• Wants a leadership title without owning team performance

• Avoids uncomfortable conversations

• Waits for someone else to identify or solve problems

• Confuses activity with progress

• Needs constant direction to determine what should happen next

• Prefers managing reports over developing people

• Wants to remain primarily an individual contributor

• Becomes defensive when receiving direct feedback

• Checks out when the work becomes difficult or the team is under pressure

Technology Expectations

Our work runs through systems.

Slack, HubSpot, Recruitee, Google Workspace, and AI tools are part of daily operations. You must be comfortable using technology to monitor activity, maintain pipeline visibility, communicate with the team, inspect recruiting quality, and improve performance.

Technology is not separate from the role. It is how the role is performed.

Compensation and Benefits

Compensation

$45,000 to $60,000 annually, depending on experience, recruiting expertise, and demonstrated leadership ability.

Benefits

• Blue Cross Blue Shield medical insurance with strong plan coverage

• Flexible PTO, typically 12 to 15 days

• Standard company holidays

• Twelve weeks of maternity leave

• Fully remote work environment

How to Apply

Submit your resume and complete the screening process.

Qualified applicants will be invited to interview with our leadership team. Be prepared to discuss specific recruiting outcomes you have produced, recruiters you have helped improve, difficult performance problems you have addressed, and how you diagnose a recruiting pipeline that is not producing hires.

• Three or more years of recruiting or talent acquisition experience

• Proven full-cycle recruiting experience

• Strong understanding of sourcing, screening, candidate evaluation, pipeline management, and hiring funnels

• Experience mentoring, coaching, or leading recruiters strongly preferred

• Excellent written and spoken English

• Strong critical-thinking and problem-solving ability

• Ability to analyze recruiting data and diagnose performance problems

• Ability to lead a remote team and maintain accountability

• Ability to work closely with a CSM and execute established client and job-level strategy

• Strong organization and follow-through across multiple clients and openings

• Reliable internet connection with a backup plan for power or internet interruptions

Strongly Preferred

• Experience recruiting for skilled trades, construction, home services, or other blue-collar positions

• Experience managing recruiting across multiple clients, locations, or job openings

• Experience using HubSpot, Recruitee, Slack, and Google Workspace

• Experience using AI tools to improve recruiting execution and team productivity

• Experience using recruiting metrics and pipeline data to coach performance

• Experience working inside a fast-moving, high-accountability company

Yellowstone Local is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment regardless of race, color, religion, gender, gender identity, sexual orientation, national origin, genetics, disability, age, or veteran status. #green