Artisan Recruiting is founded on the belief that every search should be carefully crafted to meet the specific needs of our clients.

In a landscape shaped by automation and scale, we take a more considered approach — running each search by hand, with care, judgment, and attention to detail. Because at its core, this will always be a human process.

The Search Process

01 — Understanding the Role

Every search begins with clarity.

We take the time to understand not just the role, but the environment it sits within — the leadership, the projects, the expectations, and the type of person who will succeed long-term.

This is where we define what truly matters.

02 — Mapping the Market

Before outreach begins, we map the market, also known as sourcing.

We identify the builders, firms, and environments where the right talent is already operating — often well before those individuals ever consider making a move. I have an extensive existing network of relationships in the custom home market already, but every search is unique and requires a tailored sourcing effort. This usually involves things like:
- Market research.
- Referral network.
- Existing relationships.
- Using sourcing software to find candidates.
- Finding contact information, etc.

We don’t wait for candidates to come to market — we go to where they already are.
This is a part of the process that most recruiting firms will sub out, or use AI and tools to expedite. While Artisan uses many modern tools, this is not a part of the process that we expedite; this is foundation laying and very important to get right. Every list is built custom, one by one, and very targeted.

03 — Targeted Outreach

Outreach is deliberate, tailored, and aggressive. Polite and professional interruptions in search of the right person or. A job that fits the expressed needs. As I say, “This is about aligning motives and goals and not forcing fit.”

The strongest candidates are rarely active, and the best jobs are rarely posted on Indeed. Reaching them requires context, credibility, and timing — not simply volume. Every conversation is positioned thoughtfully, with respect for the relationships candidates already have.

04 — Evaluation

We evaluate beyond resumes.

Experience matters, but so does judgment, communication, and presence. We focus on the qualities that determine success in high-trust, client-facing environments — not just what looks good on paper. Because I have been in this space for years, I also have a cutting edge in terms of knowing what to look for on the resume.

This can mean experience with cost-plus jobs vs. fixed-price …development projects and spec homes versus a true custom. Take off skills. Experience with Procore or Buildertrend, etc. I have seen a lot and use that experience to improve my screening process.

05 — Presentation

Candidates are presented selectively and with context.
If you are a candidate partnering with me, then the job search is conducted in a similar manner.

I do not send volume.
I don't clutter your inbox with resumes.
I provide a highly customized screening process and select a few candidates. It's common for me to openly present a few candidates on a search. Example:

• 250 plus candidates on a list

• 125 of those make it to a strong fit

• All are contacted

• 30+ conversations conducted

• 10-15 deep screening conversations

• 1-6 candidates presented to the client

• 1 selected and hired
  

We present individuals we believe are genuinely worth your consideration, along with a clear perspective on how and why they may fit within your business.

06 — Interviewing

Artisan remains closely involved throughout the interview process to ensure clarity, alignment, and momentum on both sides.

I regularly join key conversations, facilitate thoughtful debriefs with both client and candidate, and help coordinate next steps as the process evolves. This includes scheduling follow-up interviews, helping manage communication, and guiding the structure of more strategic interactions such as site visits, team meetings, and client introductions.

Where appropriate, we also support reference checks and background verification to ensure confidence in the final decision.

Our role is to keep the process organized, intentional, and moving forward—while maintaining a high level of communication and trust throughout.

07 — Closing the Search

A strong process matters most at the finish line.

We help manage communication, expectations, and timing to ensure alignment on both sides — and to bring the search to a thoughtful, well-executed close. Aligning compensation goals and start date timelines. I usually help with writing offer letters when needed, as well as presenting the offer to the candidate, etc.

08 — Onboarding & Check-Ins

Our involvement does not end with offer acceptance. We stay engaged through the onboarding process to ensure a smooth transition for both the candidate and the client. This includes periodic check-ins after the start date, open communication, and support as the individual integrates into the team and project environment.

Early alignment is critical in high-trust roles. By staying close during the first phase of employment, we help address any questions, reinforce expectations, and ensure the placement is positioned for long-term success.

A More Considered Approach

We work in a part of the market where reputation matters, relationships are long-standing, and decisions carry weight.

My process aims to reflect that. It is measured, thoughtful, and designed to support better outcomes — not just faster ones.

If you are hiring for a critical role and want a more thoughtful, structured approach to search for the right people or the right job, I would be glad to connect.