Skilled Trades Recruiter Jobs
Skilled Trades Recruiter jobs are open across construction, manufacturing, industrial services, and staffing agencies, at every level from coordinator to senior recruiter and recruiting manager, with specializations in hourly workforce sourcing, field talent acquisition, and skilled-labor pipeline development. See the openings below and apply to the ones that match your experience.
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Who We Are
At Loftin, we provide certainty in an uncertain world by delivering reliable generator power solutions our customers can count on. Family owned and operated for nearly 50 years, we’ve built a legacy on relationships, problem-solving, and doing things the Loftin way — with consistency, integrity, and a people-first mindset. We’re not just providing an elite experience in power – we’re empowering people. Our team is family-focused, growth-minded, and driven to provide solutions that last by developing people who never stop learning. When you join Loftin, you become part of something bigger — a community dedicated to powering progress and shaping a more dependable future.
Who You Are
You are a reliable, customer-focused problem solver. You effectively communicate, and listen, through cooperation and teamwork. You are always looking to improve whether learning something new or seeking ways to promote better quality. You are driven to do what it takes to get the job done!
Mission:
Attract and hire the best possible Generator Technician talent for Loftin’s Service Department. This is achieved by executing against the Technician Recruiting Strategy and Operational Playbook and the People Playbook, employing a variety of sourcing strategies and resources, all while delivering an elite candidate and internal customer experience. While Generator Technician recruiting is the primary focus (approximately 90% of the role), the role also supports talent acquisition across the rest of the organization.
Obsessions:
- Lead execution against the Technician Recruiting Strategy and Operational Playbook, and its established metrics, to attract and hire high-quality Generator Technicians at all skill levels using multiple sources and strategies.
- Partner with the Service technical support team to accurately assess candidates’ technical skills.
- Partner with hiring managers, primarily in Service, throughout the talent acquisition process, following the procedures in the People Playbook.
- Effectively manage every job opportunity in the ATS for assigned areas of responsibility, from job posting to offer letter execution.
- Provide regularly updated analytics on Technician and organization-wide recruiting efforts and results.
Expectations: To perform this job successfully, an individual must be able to perform each of the following expectations satisfactorily.
Daily
- Source and engage Generator Technician candidates through direct sourcing channels, including Loftin’s Indeed account functionality (e.g., resume search, active and passive candidate outreach, sponsored postings).
- Review and respond to new applicants promptly, screening for technical background, certifications, and culture fit, and advancing qualified candidates quickly.
- Coordinate technical skills assessments with the Service technical support team and share results with hiring managers.
- Keep every candidate moving in the ATS, from job posting through offer letter execution, with accurate, up-to-date records at each stage; and, drive hiring manager engagement in the recruiting process.
- Communicate proactively with candidates at every stage, providing clear next steps and timely updates, and close the loop with every candidate, including those not selected.
- Support talent acquisition for roles across the organization applying the same sourcing, screening, ATS, and candidate experience standards used for Technician roles.
Weekly
- Meet with Service hiring managers, and with other hiring managers as positions are open, to review open positions, pipeline status, interview feedback, and next steps, following the procedures in the People Playbook.
- Drive interview scheduling, feedback collection, and offer preparation so hiring decisions are made within agreed timelines.
- Follow up on all employee referrals, keep referring employees informed of status, and promote the Employee Referral program(s) across Service teams.
- Manage active third-party recruiter engagements by reviewing submissions, providing feedback, and ensuring work stays within agreed terms.
- Partner with the Marketing/Brand Content team on social media content that showcases Technician careers at Loftin.
Monthly
- Produce and share recruiting analytics for Technician and organization-wide hiring (e.g., days from candidate entry to offer accepted, candidate volume vs. hire rate, hires by source, 90-day turnover) with the Director of People and Service leadership.
- Attend career fairs, speaking engagements, and campus or base visits with trade schools (e.g., UTI, NTI), military contacts, and industry groups, and maintain regular contact with these relationships between events.
- Participate in regular Loftin Power Academy team meetings and identify entry-level Technician candidates for each planned cohort.
- Review Technician job postings and Careers Page content for accuracy and appeal, refreshing as needed.
- Follow-up with recent Technician hires and their managers to gauge quality of hire and identify early retention risks.
Quarterly
- Review results against the Technician Recruiting Strategy, Operational Playbook, and established metrics with the Director of People, and recommend adjustments to sourcing mix, spend, and process.
- Evaluate the effectiveness and cost of each recruiting source, including third-party recruiters, job boards, schools, sign-on bonuses, and referral programs.
- Partner with Service leadership to align Technician hiring plans with the annual growth plan and NET new hire goals.
- Plan school, military, and other career event calendar, and leverage the internship program, when appropriate, to hire future Technicians prior to graduation.
- Leverage the DoD SkillBridge program to connect with transitioning service members and build a pipeline of military-trained Technician talent.
- Recommend updates to the Technician Recruiting Strategy and Operational Playbook documentation based on results.
Ad Hoc
- Other duties and projects as assigned
Success Metrics:
Most Critical Outcome: Consistently fill defined Generator Technician roles within agreed timelines while meeting defined quality-of-hire standards, including a 6-month retention rate of 90% or higher.
- Possible Additional Measurements:
- Days from candidate entry to offer accepted
- Candidate volume vs. hire rate
- Percentage of hires by source (referrals, schools, Loftin Power Academy, direct sourcing, third-party)
- Meeting annual NET new Generator Technician hire goal
- Hiring manager satisfaction of 4.3 or higher (on a 5-point scale), or 85% or more positive comments, based on direct feedback solicited quarterly by the Director of People from a random sample of hiring managers
Qualifications/Experience/Education:
- 3+ years proven full-cycle talent acquisition experience, including recruiting skilled trades or technical talent (e.g., generator, diesel, electrical, or HVAC technicians), preferably in a similar industry; experience recruiting for professional and administrative roles (e.g., sales, IT, finance) a plus.
- Bachelor’s Degree in Business, Human Resources, Psychology, or a related field preferred, or equivalent relevant work experience.
- Proficient in Applicant Tracking Systems (ATS); UKG Pro preferred.
- Hands-on experience with direct sourcing tools and job boards (e.g., Indeed resume search and outreach); experience managing third-party recruiter relationships a plus.
- Proven ability to build relationship-based talent pipelines with trade schools, military transition programs (e.g., DoD SkillBridge), and industry contacts.
- Working knowledge of Technician skills, certifications, and career paths, or a strong desire to learn them, to engage candidates credibly.
- Comfortable tracking, analyzing, and presenting recruiting data and metrics.
- Experience with The Predictive Index a plus.
- Ability to travel up to 25% of the time for career fairs, school and military events, and branch visits; valid driver’s license required.
- Ability to deliver high-quality work product.
- Must be highly organized and have strong verbal and written communication skills.
- Must be highly accountable self-starter.
- Strong problem-solving and analytical skills.
- Highly competent in the use of Microsoft Office 360 and other Microsoft products/systems. Strong technical aptitude, including ability to learn new systems quickly and train/support team in adoption.
- Must be able to successfully pass a background investigation, which includes a motor vehicle check, and drug screen.
Physical Demands:
The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
- Must frequently lift and /or move up to 10 pounds and occasionally lift and/or move up to 25 pounds.
- Specific vision abilities required by this job include color vision, close vision, distance vision, depth perception, peripheral vision, and ability to adjust focus.
- Must be able to regularly talk or hear.
- The employee is frequently required to sit, use hands to finger, handle, or feel; reach with hands and arms.
- The employee is occasionally required to stand; walk; climb or balance and stoop, kneel, crouch, or crawl.
Comp & Benefits:
We offer a comprehensive compensation package. This includes benefit offerings you’d expect to see at a large company, all designed to help you take good care of yourself and your family. The benefits include:
- Choice of two subsidized Medical plans – PPO, and HDHP/HSA options
- Health Care and Dependent Care Flexible Spending Accounts
- Subsidized Dental and Vision plan
- Traditional 401(k) and Roth 401(k) plans, with an immediately vested dollar for dollar (up to 4%) employer match
- Disability – short-term & long-term, 100% employer paid
- Basic Life/AD&D, 100% employer paid
- Voluntary Life/AD&D available for employee, spouse and children
- Voluntary Critical Illness and Accident coverage
- Voluntary identity theft protection coverage
- Vacation and Paid Sick Time
- Paid Holidays
- Tuition Reimbursement
At Loftin Equipment Co., we don’t just accept difference — we embrace it, welcome it, and recognize the value it brings to our customers and employees.
Loftin Equipment Co. is proud to be an equal opportunity workplace. Equal opportunity and consideration are afforded to all qualified applicants and employees. We won’t discriminate based on Veteran status, race, religious beliefs, national origin, age, gender, pregnancy, physical or mental disability, sexual orientation, or any other category protected by law.
Further, Loftin Equipment Co. is committed to working with and providing reasonable accommodation to applicants with disabilities in accordance with the American with Disabilities Act and state disability laws.
Preferred method of response is via our Careers page (https://www.loftinequip.com/careers/ (https://www.loftinequip.com/careers/))
Power As A Certainty Since 1976
Equal Opportunity Employer
This employer is required to notify all applicants of their rights pursuant to federal employment laws. For further information, please review the Know Your Rights (https://www.eeoc.gov/poster) notice from the Department of Labor.
Who We Are
At Loftin, we provide certainty in an uncertain world by delivering reliable generator power solutions our customers can count on. Family owned and operated for nearly 50 years, we’ve built a legacy on relationships, problem-solving, and doing things the Loftin way — with consistency, integrity, and a people-first mindset. We’re not just providing an elite experience in power – we’re empowering people. Our team is family-focused, growth-minded, and driven to provide solutions that last by developing people who never stop learning. When you join Loftin, you become part of something bigger — a community dedicated to powering progress and shaping a more dependable future.
Who You Are
You are a reliable, customer-focused problem solver. You effectively communicate, and listen, through cooperation and teamwork. You are always looking to improve whether learning something new or seeking ways to promote better quality. You are driven to do what it takes to get the job done!
Mission:
Attract and hire the best possible Generator Technician talent for Loftin’s Service Department. This is achieved by executing against the Technician Recruiting Strategy and Operational Playbook and the People Playbook, employing a variety of sourcing strategies and resources, all while delivering an elite candidate and internal customer experience. While Generator Technician recruiting is the primary focus (approximately 90% of the role), the role also supports talent acquisition across the rest of the organization.
Obsessions:
- Lead execution against the Technician Recruiting Strategy and Operational Playbook, and its established metrics, to attract and hire high-quality Generator Technicians at all skill levels using multiple sources and strategies.
- Partner with the Service technical support team to accurately assess candidates’ technical skills.
- Partner with hiring managers, primarily in Service, throughout the talent acquisition process, following the procedures in the People Playbook.
- Effectively manage every job opportunity in the ATS for assigned areas of responsibility, from job posting to offer letter execution.
- Provide regularly updated analytics on Technician and organization-wide recruiting efforts and results.
Expectations: To perform this job successfully, an individual must be able to perform each of the following expectations satisfactorily.
Daily
- Source and engage Generator Technician candidates through direct sourcing channels, including Loftin’s Indeed account functionality (e.g., resume search, active and passive candidate outreach, sponsored postings).
- Review and respond to new applicants promptly, screening for technical background, certifications, and culture fit, and advancing qualified candidates quickly.
- Coordinate technical skills assessments with the Service technical support team and share results with hiring managers.
- Keep every candidate moving in the ATS, from job posting through offer letter execution, with accurate, up-to-date records at each stage; and, drive hiring manager engagement in the recruiting process.
- Communicate proactively with candidates at every stage, providing clear next steps and timely updates, and close the loop with every candidate, including those not selected.
- Support talent acquisition for roles across the organization applying the same sourcing, screening, ATS, and candidate experience standards used for Technician roles.
Weekly
- Meet with Service hiring managers, and with other hiring managers as positions are open, to review open positions, pipeline status, interview feedback, and next steps, following the procedures in the People Playbook.
- Drive interview scheduling, feedback collection, and offer preparation so hiring decisions are made within agreed timelines.
- Follow up on all employee referrals, keep referring employees informed of status, and promote the Employee Referral program(s) across Service teams.
- Manage active third-party recruiter engagements by reviewing submissions, providing feedback, and ensuring work stays within agreed terms.
- Partner with the Marketing/Brand Content team on social media content that showcases Technician careers at Loftin.
Monthly
- Produce and share recruiting analytics for Technician and organization-wide hiring (e.g., days from candidate entry to offer accepted, candidate volume vs. hire rate, hires by source, 90-day turnover) with the Director of People and Service leadership.
- Attend career fairs, speaking engagements, and campus or base visits with trade schools (e.g., UTI, NTI), military contacts, and industry groups, and maintain regular contact with these relationships between events.
- Participate in regular Loftin Power Academy team meetings and identify entry-level Technician candidates for each planned cohort.
- Review Technician job postings and Careers Page content for accuracy and appeal, refreshing as needed.
- Follow-up with recent Technician hires and their managers to gauge quality of hire and identify early retention risks.
Quarterly
- Review results against the Technician Recruiting Strategy, Operational Playbook, and established metrics with the Director of People, and recommend adjustments to sourcing mix, spend, and process.
- Evaluate the effectiveness and cost of each recruiting source, including third-party recruiters, job boards, schools, sign-on bonuses, and referral programs.
- Partner with Service leadership to align Technician hiring plans with the annual growth plan and NET new hire goals.
- Plan school, military, and other career event calendar, and leverage the internship program, when appropriate, to hire future Technicians prior to graduation.
- Leverage the DoD SkillBridge program to connect with transitioning service members and build a pipeline of military-trained Technician talent.
- Recommend updates to the Technician Recruiting Strategy and Operational Playbook documentation based on results.
Ad Hoc
- Other duties and projects as assigned
Success Metrics:
Most Critical Outcome: Consistently fill defined Generator Technician roles within agreed timelines while meeting defined quality-of-hire standards, including a 6-month retention rate of 90% or higher.
- Possible Additional Measurements:
- Days from candidate entry to offer accepted
- Candidate volume vs. hire rate
- Percentage of hires by source (referrals, schools, Loftin Power Academy, direct sourcing, third-party)
- Meeting annual NET new Generator Technician hire goal
- Hiring manager satisfaction of 4.3 or higher (on a 5-point scale), or 85% or more positive comments, based on direct feedback solicited quarterly by the Director of People from a random sample of hiring managers
Qualifications/Experience/Education:
- 3+ years proven full-cycle talent acquisition experience, including recruiting skilled trades or technical talent (e.g., generator, diesel, electrical, or HVAC technicians), preferably in a similar industry; experience recruiting for professional and administrative roles (e.g., sales, IT, finance) a plus.
- Bachelor’s Degree in Business, Human Resources, Psychology, or a related field preferred, or equivalent relevant work experience.
- Proficient in Applicant Tracking Systems (ATS); UKG Pro preferred.
- Hands-on experience with direct sourcing tools and job boards (e.g., Indeed resume search and outreach); experience managing third-party recruiter relationships a plus.
- Proven ability to build relationship-based talent pipelines with trade schools, military transition programs (e.g., DoD SkillBridge), and industry contacts.
- Working knowledge of Technician skills, certifications, and career paths, or a strong desire to learn them, to engage candidates credibly.
- Comfortable tracking, analyzing, and presenting recruiting data and metrics.
- Experience with The Predictive Index a plus.
- Ability to travel up to 25% of the time for career fairs, school and military events, and branch visits; valid driver’s license required.
- Ability to deliver high-quality work product.
- Must be highly organized and have strong verbal and written communication skills.
- Must be highly accountable self-starter.
- Strong problem-solving and analytical skills.
- Highly competent in the use of Microsoft Office 360 and other Microsoft products/systems. Strong technical aptitude, including ability to learn new systems quickly and train/support team in adoption.
- Must be able to successfully pass a background investigation, which includes a motor vehicle check, and drug screen.
Physical Demands:
The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
- Must frequently lift and /or move up to 10 pounds and occasionally lift and/or move up to 25 pounds.
- Specific vision abilities required by this job include color vision, close vision, distance vision, depth perception, peripheral vision, and ability to adjust focus.
- Must be able to regularly talk or hear.
- The employee is frequently required to sit, use hands to finger, handle, or feel; reach with hands and arms.
- The employee is occasionally required to stand; walk; climb or balance and stoop, kneel, crouch, or crawl.
Comp & Benefits:
We offer a comprehensive compensation package. This includes benefit offerings you’d expect to see at a large company, all designed to help you take good care of yourself and your family. The benefits include:
- Choice of two subsidized Medical plans – PPO, and HDHP/HSA options
- Health Care and Dependent Care Flexible Spending Accounts
- Subsidized Dental and Vision plan
- Traditional 401(k) and Roth 401(k) plans, with an immediately vested dollar for dollar (up to 4%) employer match
- Disability – short-term & long-term, 100% employer paid
- Basic Life/AD&D, 100% employer paid
- Voluntary Life/AD&D available for employee, spouse and children
- Voluntary Critical Illness and Accident coverage
- Voluntary identity theft protection coverage
- Vacation and Paid Sick Time
- Paid Holidays
- Tuition Reimbursement
At Loftin Equipment Co., we don’t just accept difference — we embrace it, welcome it, and recognize the value it brings to our customers and employees.
Loftin Equipment Co. is proud to be an equal opportunity workplace. Equal opportunity and consideration are afforded to all qualified applicants and employees. We won’t discriminate based on Veteran status, race, religious beliefs, national origin, age, gender, pregnancy, physical or mental disability, sexual orientation, or any other category protected by law.
Further, Loftin Equipment Co. is committed to working with and providing reasonable accommodation to applicants with disabilities in accordance with the American with Disabilities Act and state disability laws.
Preferred method of response is via our Careers page (https://www.loftinequip.com/careers/ (https://www.loftinequip.com/careers/))
Power As A Certainty Since 1976
Equal Opportunity Employer
This employer is required to notify all applicants of their rights pursuant to federal employment laws. For further information, please review the Know Your Rights (https://www.eeoc.gov/poster) notice from the Department of Labor.
See All 82 Skilled Trades Recruiter Jobs
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Find Skilled Trades Recruiter JobsSkilled Trades Recruiter Job Market
Who's Hiring
Top Industries Hiring
- Education
- Automotive
- Manufacturing
What Employers Look For
The qualifications that appear most often in skilled trades recruiter jobs.
- 2 or more years of full-cycle recruiting experience in skilled trades or industrial roles
- Proficiency with applicant tracking systems and high-volume recruiting workflows
- Knowledge of trade certifications, apprenticeship programs, and craft job classifications
- Experience sourcing through trade schools, union halls, and technical job fairs
- Strong relationship-building skills with hiring managers and field supervisors
- High school diploma required, with a bachelor's degree in HR or business preferred by many employers
Tips for Your Skilled Trades Recruiter Job Search
Tailor your resume to trades volume
Hiring managers in this space want to see fill rates, time-to-fill metrics, and the number of hourly or craft positions you've closed. Lead your resume with those concrete outputs rather than a list of sourcing tools you've used.
Highlight your trades-specific sourcing channels
Generic recruiting experience won't set you apart here. Call out your familiarity with union hiring halls, apprenticeship programs, trade schools, and job fairs at technical colleges, since those are the pipelines employers in this niche actually care about.
Apply early to roles that fit
Migrate Mate lists skilled trades recruiter openings from across the United States in one place, so you can find roles that match and apply directly to each listing.
Read job orders like a trades professional
Before your interview, study the employer's open requisitions for craft roles if they're public. Knowing the difference between an ironworker, a pipefitter, and a boilermaker signals to hiring managers that you won't need a learning curve on terminology.
Prepare for scenario questions on hard-to-fill roles
Interviewers will likely ask how you've sourced for roles with tight geographic or certification requirements. Have a specific example ready that covers the sourcing channel you used, the obstacle you hit, and how you still made the placement.
Negotiate around your placement metrics
When discussing compensation, anchor your ask to your average time-to-fill and the volume of positions you've closed in trades. Employers in this field measure recruiter value in operational terms, so framing your negotiation that way directly connects your rate to their business outcome.
Skilled Trades Recruiter Jobs: Frequently Asked Questions
Which companies are hiring the most skilled trades recruiters?
The companies hiring the most skilled trades recruiters right now include Aramark, Virginia Community College System, and Thai Summit Kentucky Corporation, with the largest share of openings in Michigan, Arizona, and Virginia, based on current listings on Migrate Mate as of November 2026. Staffing firms and industrial contractors tend to maintain the most consistent demand for this role year-round.
How many skilled trades recruiter jobs are remote?
About 25% of skilled trades recruiter openings are fully remote or hybrid as of November 2026, though the share varies by function. Corporate or agency-side sourcing roles and recruiter coordinator positions are most likely to offer remote flexibility, while site-based or high-volume field recruiting roles typically require on-site presence near the project or plant.
How do you become a skilled trades recruiter?
Start by building full-cycle recruiting experience in any high-volume or hourly environment, then move toward roles that focus on construction, manufacturing, or industrial hiring. Learning trade terminology, craft certifications, and the difference between union and non-union hiring will accelerate your credibility with both candidates and hiring managers in this space.
Can you get a skilled trades recruiter job with little or no experience?
Yes, entry-level skilled trades recruiter roles do exist, particularly at staffing agencies that specialize in hourly or industrial placements. These positions often start as recruiting coordinator or sourcing roles where you learn the trade classifications on the job. Having any background in construction, manufacturing, or technical fields, even as a laborer or in an administrative capacity, gives you a real leg up.
What does the skilled trades recruiter interview process look like?
The process typically starts with a phone screen covering your recruiting experience and familiarity with trades roles, followed by a panel or hiring-manager interview where you'll walk through how you've sourced hard-to-fill craft positions. Many employers include a scenario exercise asking you to outline your sourcing strategy for a specific trade, and references from past hiring managers or clients are commonly requested before an offer is extended.
Where can I find and apply to skilled trades recruiter jobs?
You can find and apply to skilled trades recruiter jobs on Migrate Mate, which lists current openings from employers across the United States. Search the listings to find roles that fit your experience level and specialization, then apply directly to each one that matches.
See All 82 Skilled Trades Recruiter Jobs
Find roles that match your experience and apply in just a few clicks.
Find Skilled Trades Recruiter Jobs