HARDHATReal People.
Inside Your Operation.
Not a vendor portal. Not a staffing agency with a new name. An actual team that knows your job sites, your GC relationships, and what a superintendent needs to hear before they say yes.
Your Embedded Talent Partner
One recruiter. Your scopes. Your specs. Your culture. They sit inside your operation — attending pre-construction meetings, learning your project delivery model, and building candidate relationships before the req even opens.
- ›Learns your bid pipeline and headcount forecast
- ›Owns every superintendent and PM opening end-to-end
- ›Communicates in construction language, not HR-speak
- ›Reports to your VP of Operations, not a staffing agency
Trade Network Intelligence
Two dedicated sourcers mining union halls, trade associations, ENR alumni networks, and competitor pipelines for the superintendents and foremen who never post their résumé publicly.
- ›Active outreach to passive candidates in your trades
- ›Union hall relationships across your operating regions
- ›Pre-qualified bench for project engineers and safety directors
Day-One Ready. Every Time.
The coordinators who turn an accepted offer into a hard-hat-on-site hire — managing drug screens, background checks, OSHA certifications, and compliance paperwork before the first pour.
- ›Drug screen and background scheduling within 24 hours
- ›OSHA 10/30 verification and coordination
- ›I-9, E-Verify, and project-specific compliance
The Manpower Board Doesn't Lie.
Time-to-Fill
Average days from req-open to hard-hat-on-site, across superintendent and PM roles.
Requisition Capacity
How many open field roles your operation can run simultaneously without adding internal headcount.
6-Month Retention
Hires placed by embedded Hardhat teams still on the job at the six-month mark.
Built for the Builder.
Not the Staffing Agency.
Scaling Across Multiple Jobsites
You're running 6 to 20 active projects and your project manager pipeline is always one resignation away from a schedule slip. Your ops team is hiring and building at the same time — and neither one gets full attention.
- ✓$50M–$500M annual revenue
- ✓3–15 open field roles at any time
- ✓HR team of 1–3 generalists not built for volume field hiring
- ✓Losing PMs to larger GCs offering faster hiring decisions
Lost Your Internal Recruiter. Never Replaced Them.
The recruiter left 14 months ago. The foreman shortfall is now a schedule shortfall. You're posting on Indeed and getting applicants who've never touched a conduit bender. Your superintendent is screening résumés instead of running the job.
- ✓Mechanical, electrical, concrete, or steel trades
- ✓Workforce 40–400 field employees
- ✓Owner or COO directly managing hiring decisions
- ✓Seasonal surge hiring with no infrastructure to support it
HR Drowning in Field Engineer Requisitions
Your HR department handles benefits, compliance, and workforce planning for 2,000+ employees. They're not built to source field engineers in Phoenix, safety directors in Houston, and superintendents in Atlanta simultaneously. Requisitions are aging. Project starts are at risk.
- ✓ENR Top 400 general contractor or CM firm
- ✓15–60 open field requisitions at any given time
- ✓Multiple regional offices with inconsistent hiring velocity
- ✓Need dedicated sourcing capacity without FTE headcount
Ready to Fill the
Manpower Board?
30-minute call. We'll audit your open reqs and show you exactly where we'd start — which roles, which sourcing channels, and what your time-to-fill looks like 60 days after we embed.