You've outgrown the way you used to hire.
The old approach worked when you were small.
It's costing you real money now.
The Growth Specs partners with HVAC, plumbing, electrical, roofing, and general contracting companies doing $5M–$100M+ to build the recruiting systems, talent infrastructure, and retention culture that let you scale — without the staffing agency fees, the bad hires, or the owner doing it all alone.
Staffing agencies charge 20–25% of first-year salary every time you hire — often $12,000–$20,000 per tech. They fill the role and move on. If it doesn't work out, you pay again. They have zero incentive to fix your retention problem. They profit from it.
We don't fill individual positions and hand you a bill. We build your entire recruiting infrastructure — the sourcing strategy, the interview process, the onboarding system, the employer brand — so you stop needing to pay agencies at all.
One engagement with The Growth Specs can eliminate tens of thousands in annual agency fees while producing higher-quality hires that actually stay.
Most HR consultants focus on handbooks, compliance, and policy documentation. That work has its place — but it doesn't solve your urgent problem: finding and keeping the skilled field technicians your business depends on to grow.
Talent acquisition strategy is a fundamentally different discipline. That's all we do — and we do it exclusively for trades.
Every company at your level got here through referrals, gut instinct, and "we'll figure it out." That approach produces inconsistent, unpredictable results at scale — and you're feeling the effects right now.
One unfilled field tech can cost a $10M trades company $5,000–$15,000 per week in lost revenue. Three open positions for a quarter? That's a six-figure hole — before you count overtime, quality issues, and morale damage.
At your revenue level, an office manager or ops person handles hiring between everything else — and the owner is stuck personally screening resumes, conducting interviews, and making every hiring call. Recruiting is reactive, inconsistent, and underpowered. Without someone who truly owns the process, you're the bottleneck and the problem compounds every month.
Job boards, staffing agencies, sign-on bonuses — you've spent money on all of them. They produce inconsistent results because they weren't designed for the compensation norms, culture, and workforce dynamics unique to skilled trades.
We don't spread ourselves across every industry. We know these five trades — their labor markets, their comp benchmarks, their candidate motivations — inside and out.
We work exclusively with owner-led trades companies generating $5M to $100M+ in revenue — companies that have built something real, are ready to scale, but are being held back by an inability to hire and keep the field talent they need. If you're turning down work, burning through hires, or personally managing every recruiting decision, you're exactly who we built this for.
All engagements are virtual, nationwide. No finders fees. No staffing markups. AI-powered sourcing and screening tools built in. Just strategy, systems, and results you own permanently.
A structured deep-dive into your current recruiting reality — how you hire, what's breaking, what it's costing you, and exactly what to fix first. You leave with a written roadmap and 90-day priorities.
An ongoing strategic partnership — we build your recruiting infrastructure alongside you. Custom to your trade, your market, and your growth goals. Most clients stay 6–18 months.
We design and build your complete talent acquisition infrastructure from scratch — then hand it over to your team. Best for companies scaling fast or preparing to double headcount.
Every engagement is confidential. No company names — just the results that matter.
A fast-growing home services company in Florida had no TA infrastructure whatsoever — every hire was reactive, agency-dependent, and inconsistent. The owner needed to scale headcount nearly 8× in under two years to meet explosive service demand.
A national energy company with 40 offices across multiple states was heavily reliant on external agencies and had no standardized recruiting process. Headcount was exploding and quality-of-hire was inconsistent across markets.
A multinational manufacturer needed its first US facility fully staffed from zero — engineering, leadership, and 2,500+ front-line manufacturing roles — in just two years, with no existing HR or recruiting infrastructure in place.
A $12M electrical contractor was averaging 74 days to fill journeyman electrician positions, losing candidates to faster-moving competitors mid-process. The owner had no visibility into pipeline health and no system to prioritize active candidates.
A $19M roofing company was spending $180,000+ per year on staffing agencies for field and crew positions — with a revolving door of hires that lasted an average of 4 months. The owner knew the model was broken but had no alternative infrastructure.
A $7M plumbing company won a major commercial contract requiring rapid headcount growth — needing to nearly triple their field crew in under a year. They had no recruiting process, no ATS, and the owner was personally screening every applicant.
These are real sentiments from real engagements — names and companies kept confidential at client request.
I had been relying on staffing agencies for years and just accepted it as the cost of doing business. Ania showed me exactly what it was actually costing us — not just in fees, but in the quality of people we were getting. Six months later we've completely stopped using agencies and our retention has never been better.
What blew me away was the speed. The Growth Specs came in with AI-powered sourcing tools I'd never seen before — they were finding qualified candidates in our market twice as fast as we ever could through job boards. The playbook they built is something our team still uses every single day.
We were growing fast and I was personally involved in every hire — it was unsustainable. Ania helped us build the process, train our ops manager to run recruiting, and put systems in place that actually scale. I haven't screened a resume in four months and our quality of hire has gone up.
I was skeptical — I'd been burned before by consultants who handed me a binder and disappeared. This was completely different. The Growth Specs was in the weeds with us, building real things. They even set us up with AI screening tools that cut our time-to-interview in half. Results were measurable from month one.
The onboarding program Ania built for us has been a game changer. We used to lose people in the first 60 days constantly — we just assumed it was the nature of the trades. Turns out it was completely fixable. Our 90-day retention is up dramatically and the team culture has shifted.
The Growth Specs speaks our language. Most consultants talk policy and compliance — they talk about how to find good journeymen in a tight market, how to use AI tools to stay ahead of competing offers, and how to build a reputation worth working for. Exactly what we needed.
Straight answers. No fluff. These are the questions we hear most on discovery calls.
Book a free 30-minute discovery call. We'll talk through your specific situation, figure out what it's actually costing you, and tell you plainly whether and how we can help. No pressure. No pitch deck.
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