Sales & quotes
Recruiting system for your business
Good fitters and tradespeople aren't looking for work – employers are looking for them. Anyone open to a move decides within ten minutes on their phone whether applying is worth it. A job ad with "motivated team" and a mandatory cover letter loses them in those ten minutes every time.
You'll get …
- 1
A careers page that wins people over
Salary range, away-work arrangements, travel radius and an applicant FAQ answer what candidates want to know before they apply.
- 2
Applying in two minutes on a phone
A few targeted questions instead of a mandatory cover letter – with consent properly obtained.
- 3
Sorted short profiles, not application folders
Every application arrives ready to review, and you can see at a glance who you want to talk to. People still make the decision.
01Intro
The recruiting system builds the application process today's job market demands: a careers page that answers what candidates want to know before they apply – salary range, how away work is organised and the travel radius, which tools are provided, who's on the team, what happens after applying. Plus an applicant FAQ for everything people don't dare to ask on the phone, and an application that takes two minutes on a phone – from the scaffolding, during a lunch break. Every application reaches you as a short, sorted profile; for apprentices there's a taster week instead of an application folder.
No AI decides who's a good fit – the pre-screening sorts and prepares, people make the rejections. Applicant data is sensitive: consent, deletion periods and access are settled at the start of the project. And the page won't turn a difficult employer into an attractive one – what the careers page says has to be true in the business.
02How it works
- 01
Define the roles and the ideal candidate
Who are you looking for – a tradesperson, a foreman, an apprentice? And what makes the job attractive to them? Not "varied tasks", but specifics: travel radius, away-work arrangements, tools, four-day week.
- 02
Work out your story as a business
What's different about working for you? It's rarely in the job ad – it's in the day-to-day: how jobs on site are planned, who drives which van, how overtime is handled. That's what the careers page shows.
- 03
Build the careers page and applicant FAQ
A page that answers the questions candidates have: salary range, travel allowance, hours, what happens after they apply. Anyone reading it knows whether they want to apply – which saves both sides time.
- 04
Get applying down to two minutes
Two minutes on a phone: a few targeted questions instead of a mandatory cover letter and CV. Every application reaches you as a structured short profile – for leadership roles, there's a direct line to the boss.
- 05
Get seen and keep it going
Optionally, the process is backed by content: real glimpses of life on site for social media and the website – the material builds up as you work. And the numbers show which channel brings in applicants.
03Stages
The starting point is purely website work – and it makes a difference before any system is added.
Starter: the honest careers page
A recruiting landing page with your business's story, salary ranges and an applicant FAQ – answering what tradespeople and apprentices want to know before they apply.
Next step: the application process
A pre-screening flow with an internal short profile – the two-minute application on a phone, including a sound consent process.
Full build: system + content
Recruiting content from everyday life on site plus handover to your system – recruiting becomes an ongoing process rather than an emergency measure when someone hands in their notice.
04Try it yourself
You're on the careers page of the fictional “Brandl Carpentry” – and you've already found everything that matters at a glance: four-day site work, salary ranges, who's on the team, what happens after you apply. This page convinced you. Now the last step of the path: two questions instead of a cover letter. At the end you see both sides – yours as an applicant and the business's.
A short profile instead of a PDF dossier – sorted, but not judged: whether it fits is decided by people in conversation.
05Technical implementation
- The careers page is built on your existing website platform – as a landing page or a section of its own.
- The application flow is a guided form or chat wizard with structured questions and consent – designed mobile-first.
- AI helps in the background: it helps write the applicant FAQ and condenses answers into the internal short profile – it doesn't reject anyone.
- Handover to suit your size: email to the boss, Airtable or a protected dashboard.
- Applicant data is stored separately, with deletion periods and restricted access – the concept is in place before the first person applies.
- Optional: a link to the idea board for ongoing recruiting content from everyday work.
for context · This shows how something like this usually gets built – not how it has to be built for you. What actually fits is worked out in the project: around your existing setup, your team, and what stays easy to maintain.