Construction Recruiter

WizeHire, Inc; Maple Grove (MN); On-site; USD 55,000 - 85,000; Full time

Job summary

Restoration Network Inc. in Maple Grove, MN is seeking an in-house recruiter who can own the hiring process from scorecard to offer and 90-day review. This is a non-remote, in-person role focused on finding A-players who will build our growing team.

You will run a disciplined sourcing process, gate every candidate, write clean job ads, and create a repeatable system that scales across the organization. Your success is measured by hires who stay beyond 90 days, not just by filling seats.

Responsibilities

• Own every open seat from scorecard to signed offer to 90-day mark
• Actively source. Cold outreach, industry networks, the works. Not just inbound.
• Run every candidate through the same three gates, no exceptions, no matter who referred them
• Write clean, honest job ads that filter (like this one)
• Build the whole thing into a documented, repeatable system

Job description

We're Hiring the Person Who Hires Everyone Else

In-House Recruiter — Restoration Network Inc. | Maple Grove, MN

(NON-REMOTE) In-Person position only

Most companies treat recruiting like a chore. Post a job, skim some resumes, hope someone decent shows up. We think that's exactly why most companies are stuck.

We're not stuck. We're growing fast, and the single thing standing between us and the next stage is people. A-players. The right ones, in the right seats, who stay. Finding them is the most important job in this building right now.

So we're hiring someone to own it.

Read this part before you get excited

This is not a resume-forwarding job. If your idea of recruiting is posting to Indeed and passing along whoever applies, close this tab. We will bore you, and you will frustrate us.

This is a hunting job. You go find great people who aren't looking. You run a real process with real gates. You tell a hiring manager "no" when a candidate is a warm body instead of an A-player, even when the manager is desperate to fill the seat. Especially then.

And here's the part most recruiters hate: you get measured on whether your hires stay, not just whether you filled the seat. Half your bonus on any hire pays out at 90 days, and only if that person is still here and passing their review. If you push people through to hit a number, you will make less money, not more. If that structure scares you, we are not your people.

What you'll actually do

• Own every open seat from scorecard to signed offer to 90-day mark

• Actively source. Cold outreach, industry networks, the works. Not just inbound.

• Run every candidate through the same three gates, no exceptions, no matter who referred them

• Write clean, honest job ads that filter (like this one)

• Build the whole thing into a documented, repeatable system

That last point matters more than it looks. We're building something bigger than one company here, and the recruiting engine you build becomes part of it. You won't just fill seats. You'll build the machine that fills them, and that machine has a future well beyond this office.