Recruiter

Construction is digitizing on a deadline. 92% of construction firms can't fill the roles they need, the industry is short roughly 349,000 workers this year and 456,000 next , and contractors are buying software, robotics, and reality capture to close a gap that hiring alone can't. Every one of those vendors is scaling a go-to-market and engineering team at the same time — and most of them don't know how to hire for it.

That's the desk. Eddins Search Group is hiring a Recruiter to run full-cycle search in construction technology: the enterprise AEs, solutions engineers, implementation leads, product managers, and engineers who build and sell the tools running today's jobsites.

You'll work from our Raleigh office two days a week and run your desk the rest of the time. Base salary plus uncapped per-placement commission — the ceiling here is set by how well you work the market, not by a band.

Why this niche is worth building

Contech sits between two candidate pools that rarely overlap: people who understand software, and people who understand how a building actually goes up. The recruiters who can speak both languages are scarce, and clients pay for them. The desk compounds — every search teaches you the map, and year three is worth several times year one.

What you'll do

• Run full-cycle search: intake, market map, outbound, submittal, interview management, offer, close
• Own client relationships end to end — take the req, calibrate the shortlist, push back when the spec doesn't match the market, and become the person they call before they post the job
• Develop new business across contech vendors: project management and preconstruction platforms, BIM/VDC, estimating, reality capture, jobsite hardware, fleet and equipment tech, and the firms buying all of it
• Source proactively. LinkedIn Recruiter, Boolean, referrals, alumni networks of the obvious vendors, industry associations (AGC, ABC, NAHB, DBIA), and trade events. The best contech candidates are placed, not applying
• Build talent pipelines for the roles you fill repeatedly, so the third search closes in half the time of the first
• Manage candidates through counteroffers and competing processes with honest, high-frequency communication
• Keep your CRM clean and run your desk on numbers — outreach volume, submittal-to-interview, interview-to-placement, time-to-fill, average fee
• Show up as a voice in the space: post on LinkedIn, attend the shows, know who just raised and who just lost their VP of Sales

What you'll bring

• 3+ years of full-cycle recruiting, agency or in-house, including roles that were genuinely hard to fill
• A track record of sourcing passive candidates — you can walk us through one specific difficult search and exactly how you found the person
• Comfort on the phone with both software talent and construction-industry talent, and the self-awareness to know they're motivated by different things
• Fluency with an ATS/CRM and LinkedIn Recruiter, plus whatever sourcing stack you've made work
• Written communication that gets replies — outreach and client updates both
• The temperament for a commission desk: activity discipline on the slow weeks, and the resilience to lose a placement at offer stage and get straight back on the phone
• Based in or relocating to the Raleigh–Durham area, able to be in office two days a week

What sets a candidate apart

• Prior recruiting in construction technology, PropTech, industrial or vertical SaaS
• Existing relationships with contech vendors you could activate in the first 90 days
• A construction, or field background you've since brought into recruiting — you've been on a jobsite and it shows in the first ten minutes of a call
• Experience carrying a business development number, not just a delivery one
• A track record of building a niche from close to zero

Compensation and benefits

• Competitive base salary, set on experience — discussed openly on the first call
• Uncapped per-placement commission. No threshold games, no clawback after the guarantee period, and we'll walk you through the actual math before you accept
• Hybrid schedule: two days in the Raleigh office, three remote
• (401(k) and match, if offered)
• (PTO policy)
• LinkedIn Recruiter seat, sourcing tools, and conference/trade show budget — the desk only compounds if you're in the market

Eddins Search Group is an equal opportunity employer

• We consider all qualified applicants without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, protected veteran status, or any other characteristic protected by law.