Good workers, into your crew. I promote your company to the people you need and bring them to your door — from someone who's stood on both sides of the table.
I put your operation in front of the next generation and the trades, and I make the case for why a good worker should come to you — not the shop down the road.
I came up on the tools as a glazier and a union shop steward. Owners trust me to bring them people; people trust me to place them somewhere worth going. That trust is the product.
30+ years of relationships and a real reach into BC's trades and next generation. You buy the outcome — good people, hired — and I run the machine that finds them.
Because I put my name on them. Every operator I bring you is vouched — I tell you straight who's proven and who's green, and I don't round up. When I say someone has seat time, they have it. When I say someone's green, they're green and I say so. That honesty is the whole product. It's the piece a resume or a LinkedIn screen can't give you.
It means I've screened toward what the job actually requires before the person ever reaches you — not toward what looks good in a profile. For a mine site, that's the site's real requirements: the ticket, the seat time, and clearing a lab test. The operators who look good on paper but can't run the machine, or don't clear the test, are exactly the problem I'm built to catch before they land on your schedule.
A proven operator has real seat time on the iron. A green one wants to earn a living in construction and is work-ready, but hasn't logged the hours yet. Both have a place. The difference is I'll tell you which is which — up front, every time — so you know exactly what you're putting in the seat. Most placements blur that line to close the deal. I won't.
A resume tells you what someone typed. A LinkedIn screen tells you how well they present. Neither tells you whether they can run the machine or clear a lab test — and neither one will look you in the eye and stake a reputation on the answer. Thirty-plus years in BC construction, most of it on the equipment side, is what lets me vouch. That's not a filter you can automate.
Right now, operators — young, work-ready people who want to earn a living in construction, screened toward the job's real requirements before they reach you. That's the lane I run hardest. Supervisors and other positions I can help with too, drawing on decades of BC construction relationships — but I'd rather prove the operator side first than spread thin promising everything.