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Building Products

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

I enjoy networking because I have a fairly insatiable natural curiosity. I really like learning about people: why they do the things they do, how they got where they are and what makes them tick. This is why I believe I excel at recruiting in the residential building products industry – I ask a lot of questions and really listen.

So, naturally, I spend a lot of time at different networking, recruiting and management/leadership events. When I am being my most charming self and making the rounds, I always get asked two things:

  1. “How do you find the right people to hire and can you teach me?”
  2. “I love your hair! Where did you get that haircut?”

To be fair, the first question is the one that gets asked more often – with really good reasons. Hiring can be hard!

Why It Matters

The hiring situation can sometimes seem pretty bleak. If you look at current hiring statistics at any given time, you can see the situation for yourself. One in three small businesses has unfilled positions and 43% of small businesses say their growth is impeded due to lack of qualified applicants.

Unfilled roles cause a loss of millions, if not billions, of dollars annually. That also equates to almost unimaginable stress for companies and hiring managers to deal with. I have recruited in the residential building products space for 14+ years and I want to help you hire better! I don't want you to be stressed anymore.

Find & Hire The Right People Every Single Time

Step 1 – Get Clear

Finding the right person starts with getting crystal clear about what you need and want and who that person is. I can't help you find someone if you aren't sure who you are looking for. So, start by getting stone cold sure about what your ideal candidate will have for skills, background, education and experience. Figure out exactly what the role entails and what specifically your ideal hire avatar would bring to the table.

Think about: What are all the ins and outs of the position? What responsibilities is the employee in charge of? What are similar or parallel roles?

When I work with a client, I need to know about the company culture and the personality that will fit in best with the existing people. I ask questions about who succeeded in the past and who failed. And, I about your hiring missteps. I encourage you to take all of these things into account.

Step 2 – Get Planning

A solid recruiting and hiring plan will save you every time!

I can't find, attract and recruit the best candidates without a plan, it just doesn't work. I use my Recruiting Plan to get in front of the qualified candidates I'd like to hire.

If you are only posting in one or two places and praying decent candidates apply, you aren't hitting the mark. Posting and praying is not the successful route to go; we can do better than that!

When I am working to find an A-player in the residential building products industry, I post and use 12+ sources. I look at job posting boards and aggregators, Social Media, networking, associations, use direct recruiting and many, many more. Depending on what the role entails, I might have to get really inventive!

Casting a wide net is why I am able to find the best candidates; it's why I get the results I do.

So, you need more qualified applicants? Then, you better use a lot more sources. I would recommend a minimum of 3, but use as many as you need to drive qualified candidates to apply.

Step 3 – Work On Your Recruiting Pitch

I always say that recruiting is part sales and part marketing.

If you approach hiring and recruiting with your Marketing Hat firmly in place, you will be more on track. Start thinking about what makes your position appealing. Why would someone leave their current position for your role? What about the role is unique to your company?

You have to sell and market the role to be successful. This is especially true with passive candidates – people currently employed who aren't actively looking.

If I wanted to find a high performing National Sales Manager for roofing products, I might send out an email like:

Hi First Name,

My name is Rikka, I am the Chief Executive Recruiter for Building Gurus.

I just wanted to reach out to you because I am currently looking for a National Sales Manager with roofing experience for a mid-sized building materials distributor. I found your profile online and based on your experience as a (fill in the blank) at (insert relevant company name here), I wanted to connect.

We are looking for someone with a similar background to yours who understands the nuances of building materials distribution. It seems like you may be ready for National Sales Manager level responsibilities so I wanted to reach out.

If you are interested in learning more, simply reply to this email or give me a call at XXX.XXX.XXXX to discuss the position in more detail.

I look forward to connecting with you!

Your Name & Contact Info (phone + email)

Step 4 – Get To It

Once you are clear on what you want and where to look, get moving! Post your job, find candidates and resumes, and reach out to the best you find. Put out a few networking emails.

No matter how long it takes, don't put it off or make the process drag on and on. Get started and get it done. Once your postings are up and your emails are sent, you can sit back and take a breather.

Step 5 – Move Forward

If you have done all of the above steps, within a few days you should hopefully have some great traction. If you are looking at an inbox full of resumes, be happy! You might be overwhelmed, but you are in a great place to find your winner.

Take time to review the resumes – here is how to do it in 10 seconds. Make sure you set up some automated systems to help sort the cream from the less than awesome. Start scheduling phone interviews – yes, I always recommend you start with phone meetings first.

You did it! That was five pretty simple steps to getting you more highly qualified candidates. I bet it didn't even make you break a sweat.

If you follow this process each time you hire, you will have a much easier time finding and attracting your ideal hires.

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.