layiq

/la·yiq/adjective

worthy; deserving; fitting; suitable.

A role, opportunity, or path that merits attention, time, and pursuit.

Talent Scout at A1 Garage Door Service | LAYIQ

Targeted Competitor Sourcing
Directly approach technicians currently employed at a provided list of target companies and competitors.
Reach out discreetly and professionally to protect both the candidate’s and the company’s reputation.
Candidate List Cultivation and inbound sourcing
Work through a provided candidate list (past applicants, database leads) and convert leads into active candidates.
Continuously expand and enrich this list with new contacts sourced from industry associations, trade shows, supplier networks, and online trade communities.
Direct Outreach & Relationship Building
Conduct outreach via phone, text, email, and social/professional platforms (e.g., LinkedIn, Facebook trade groups, and others).
Build genuine rapport with technicians to understand career goals, compensation expectations, and reasons they might consider a move.
Pitching & Positioning
Clearly and persuasively communicate the company's value proposition (pay, culture, truck/tools, schedule, growth path, benefits) versus competitors.
Handle objections related to counteroffers, non-competes, geography, and compensation.
Screening & Qualification
Pre-screen candidates for relevant experience, driving record eligibility, and cultural fit.
For experienced garage door technicians, verify that the candidate has genuine hands-on garage door experience (installation, spring/cable repair, opener systems, troubleshooting) in a customer facing environment (versus adjacent trades).
Pipeline & Funnel Management
Maintain an organized, up-to-date pipeline through Ashby, documenting outreach stage, notes, and next steps for every candidate contacted.
Maintain weekly reporting on outreach volume, conversations held, interviews scheduled, offers made, and hires started through existing ATS.
Interview & Offer Coordination
Schedule candidates with hiring managers, prepare candidates for interviews, and manage expectations throughout the process.
Support offer negotiation and help close accepted candidates through to start date.
Compliance & Discretion
Operate within legal and ethical recruiting boundaries (avoid any tortious interference, respect valid non-solicitation/non-compete agreements, avoid disparagement of competitor companies).
Maintain strict confidentiality about company lists, candidate identities, and compensation strategy.
Retention Handoff
Support a smooth onboarding handoff to operations to maximize the odds a placed technician stays past the 90-day mark (commission is tied to retention — see below).

Talent Scout

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