The Leading

Building Products

SEARCH FIRM & Recruiters

Engaged Search For Sales, Emerging Leaders, and Executive Talent for Building Product Manufacturers and Distributors Across the US.

Is Your Recruiting Process a Joke?

Let’s start by asking a hard question, do you even have a recruiting process? Or are you rather, are you just trusting that in this digital world, that it should be easy to find and engage qualified people? Let’s say for this instance that you do have and established process. The sad fact is that even in the digital world we live in it can be extremely difficult to find the right people for the job. Nowhere is this truer than in the building product industry.

It is a hard thing to come to terms with. You are “doing everything right” and you still cannot seem to come up with good qualified candidates to fill your open positions. No matter how many resume’s you sift through you still can’t seem to find “the one”. The fact is you may be doing everything right, but your going about it all wrong. The building products industry is over run with potential candidates, but you must know where to find them. Even having a LinkedIn and using job boards is often not enough. That alone isn’t going to ensure that you get your posting in front of the right people.

The problem in part with sources like LinkedIn is that they are overwhelmed with cheap or contingency recruiters that are bombarding good candidates with bad leads. This does far more harm than good. It desensitizes potential good candidates to the job postings that they really should be paying attention to. It can be incredibly hard then, to get your job posting in front of the right person who is going to be interested in the position that you have to offer.

But Why Isn’t Your Process Working?

It may be as simple as the fact that your internal recruiter has too much to do, they have 50 open positions to fill and barely enough time to even post the positions on job boards, let alone sift through the resumes, sorting the qualified from the unqualified or pro-actively sourcing potential candidates. Perhaps though it is something a little more in depth, maybe you don’t have a sufficient online presence, or your employer brand is simply underdeveloped. Can you even tell potential employees why your company is a great place to work? Is your internal recruiter connected with the right people? Are they posting your jobs to the best job boards? Are you really getting good exposure online? Let’s face facts, nobody goes beyond the first page of google results.

So why not trust in the recruiting process of a professional search firm? They have the ability and the experience (as well as the manpower) to truly find you the best possible candidate for your position. A firm like Building Gurus can be just what you are looking for. They have the network and the knowledge to find you the best possible candidate to fill your open positions.

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The Building Gurus Difference

You’re probably wondering how we can deliver candidates that your in-house or current recruiting partner hasn’t been able to. Hiring great talent is a key part of your business, but it’s the reason we’re in business. We invest in tools, technology, and resources to ensure we’ve always got the best “inventory” of talent at our fingertips. Building world-class best practices and an employer brand that gets and keeps the attention of A-players is key to our success. When you hire us, you immediately benefit from the years we’ve spent building our brand and relationships with sales, managers, and leaders in the building products industry.

Here are just a few strategies we use to ensure we can deliver best-in-class building products sales, manager, and executive level talent fast:



Rikka’s articles appear in trade magazines like LBM Journal, ProSales, Remodeling, and more.



Rikka’s advice has been featured on Fast Company, NFIB, AmEx Open Forum, CBS Small Business Pulse, Huffington Post, and more.



Rikka is selected to speak at local, regional, and national conferences like KBIS and ProDealer Summit.



We share helpful articles, videos, and audios about how to hire, how to get hired, and how to get better results to over 100,000 building product professionals every month.



We reach out to targeted building products leaders every single day to introduce our company and see how we can help their career. This value first approach means when we reach out about your opportunity they are much more likely to respond positively.



We’ve been building relationships with building products professionals since 2001. We believe being real and communicating frequently is the key to powerful partnership. Our clients agree, which is why we have an over 96% client retention rate.

Learn How Building Gurus Can Help Solve Your Hiring Challenges


Stop letting scarcity make you settle. Less than 1% of 1% of the professionals and executives on LinkedIn have the building products experience you need – learn how we go beyond posting and praying and LinkedIn to find and connect with best-in-class building products sales reps, managers, emerging leaders and executives.


Be confident and in control.  Learn how our 4-stage Recruiting Blueprint search process can help you feel confident that we will find, engage, and qualify the talent you need.  You'll feel in control and in the know with our frequent communication and updates.   Best of all, you'll be interviewing qualified candidates in just weeks.

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