Hire qualified construction workers at scale in under 30 days.

Labor ninja is a recruitment marketing agency focused solely on construction workers.

We can help you predictably recruit construction workers such as framing supervisors, journeymen, carpenters, CDL drivers, equipment operators, laborers and many more using our proven system.

In just 6 months, we've helped Scott Dunbar hire over 150 qualified framers and entire framing crews.

Here's what he had to say:

Quote

As one of the largest framing contractors in the US, after the pandemic, our services were in high demand by some of the largest builders in the world. We couldn't keep up, because we couldn't find enough qualified framers to meet the demand.


We hired Labor Ninja to solve the problem. What they have done for us is absolutely amazing, and quite honestly something I didn't even think was possible because there's a severe labor shortage in the construction industry.



Long story short, in 6 months, they were able to generate over 150 new highly qualified framers working in 22 new crews, which has generated for us nearly $9M in annual sales. That's an ROI of over 10,000% in the first year alone. This is one of the best investments I've ever made in my business.

– Scott Dunbar, CEO of Dunbar Carpentry




Are you tired of seeing the same unqualified job applicants every time you have a job opening?

When you “post and pray”, you’re limiting yourself to a small pool of mostly mediocre candidates actively looking for a job. They lose their jobs often and are often looking.

  • NOT QUALIFIED CANDIDATES: Job boards will get you lots of candidates who are completely unqualified and just apply to anything they see.
  • IMPOSSIBLE AT SCALE: What if you need to hire dozens or hundreds of workers? A job listing simply won’t get you the number of workers you need.
  • WASTING TIME: This means you’ll need to wait weeks and months, sift through hundreds of unqualified resumes just to get 1 or 2 semi-qualified hires at best.

So what is the solution to filling construction positions with qualified candidates at scale?

You need to go after passive candidates.

  • ABUNDANCE: There are 3 times more candidates that are not actively replying to job postings than active job seekers, which means when you reach out to passive candidates, you have access to a large pool to choose from.
  • NO COMPETITION: When you're not using job posting websites, you're not competing against other employers. This creates a "spotlight" effect that makes your company stand out to potential candidates, instead of being just one of many.
  • QUALIFIED CANDIDATES: When you reach out to passive candidates you typically get more experienced workers because the best workers don't need to look for a job, they already have one.
  • SAVE TIME: When you have a pipeline of qualified candidates, you don't need to waste time looking through unqualified resumes.
  • EFFICIENT AT SCALE: Getting access to a bigger pool of qualified candidates and having control over the methods of attracting them means that you can get as few or as many candidates as needed.

How do I find passive candidates in construction?

Stop using white-collar recruitment methods for blue-collar workers!

Blue-collar workers don't browse job boards for better career opportunities on their desktop computers.

They don't upload their resumes or create LinkedIn profiles.

Sean Daily

FOUNDER

Meet The Founder

Proactively transition customer directed users for cross-media total linkage. Rapidiously simplify viral e-markets before mission-critical niches. Energistically conceptualize emerging mindshare for long-term high-impact meta-services. Dynamically extend front-end human capital whereas innovative deliverables. Objectively formulate state of the art value before enabled web-readiness.


Dramatically morph integrated potentialities whereas synergistic processes. Appropriately iterate intermandated infrastructures before cost effective.

Meet The Founder

Proactively transition customer directed users for cross-media total linkage. Rapidiously simplify viral e-markets before mission-critical niches. Energistically conceptualize emerging mindshare for long-term high-impact meta-services. Dynamically extend front-end human capital whereas innovative deliverables. Objectively formulate state of the art value before enabled web-readiness.


Dramatically morph integrated potentialities whereas synergistic processes. Appropriately iterate intermandated infrastructures before cost effective.

Why construction hiring managers

all across the US choose us:

  • We know where to find construction workers: We know where and how to target them on the social media channels, apps, and websites that they use.
  • We help you get hires, not just applications: We measure our success not by the number of candidates, but by the number and quality of hires. We don’t just set up a marketing campaign and expect you to handle everything else, we pre-qualify all the candidates and we follow-up with them through the whole process.
  • We have experience: We’ve helped construction companies hire hundreds of skilled construction workers in the most difficult construction labor market in a decade.
  • We are fast: We typically have the first candidates reaching out within 7-10 days!
  • We are your unfair advantage: Become our exclusive partner in your area and lock your competitors out from being able to work with us.

SCHEDULE YOUR FREE CALL WITH OUR CEO TODAY.

And start filling your job positions with qualified workers!


You need our Done-For-You construction worker recruiting service

We use our proven system to find, qualify and book qualified construction candidates for interviews

1. ATTRACT

In order to reach elusive candidates, we meet them where they are and that place is social media. This allows us to make candidates aware of the great opportunity you offer without relying on them to search for it themselves.


Features:

  • Ad Campaign Creation: We build a Facebook and Instagram campaign using our proprietary datasets and proven methods of attracting high-quality construction candidates.
  • Complete Ad Campaign Management: We manage your ongoing ad campaign on Facebook and/or Instagram, including audience targeting, rotating and adjusting ad creative and copy, campaign optimization and reporting.
  • Custom Videos: We create customized 30 to 60-sec videos with professional voiceovers for your ads and landing pages.
  • Bilingual Ads: We run ads in both English and Spanish, greatly increasing the pool of potential candidates.

2. CONVERT

We build a fully-branded and custom highly-effective landing pages based on proven practices that are optimized for construction worker conversions.


Features:

  • English and Spanish Landing pages: customized high-converting campaign landing pages/mini websites that typically provide a 3-10X better conversion rate than a standard website.
  • Automation: We deliver candidates to you directly via one or more of the following: Email, SMS/text, Google Sheet, CRM/ATS integration, or direct booking into your recruiter's or interviewer's calendar.

3. QUALIFY AND BOOK

No more unqualified candidates! We pre-qualify each candidate to ensure that they meet your custom criteria. First, we pre-qualify by asking specific questions on the intake form or survey. Once we get an application that fits the initial criteria, our call center reaches out to the candidates to make sure they check all the boxes.


Features:

  • Automated Candidate Follow-Up System via Email & SMS: We will build an automatic nurture sequence via e-mail and SMS/text to communicate with incoming candidates. This helps to ensure candidates aren’t lost during off-hours.
  • Done-For-You Candidate Follow-Up: Our experienced team will follow up on all incoming candidates for you, following up within 5 minutes during office hours and multiple times over several weeks if necessary. We’ll do the initial intake and screening, using your pre-qualifying questions, and deliver the booked candidate to you by email or booked directly in your calendar.
  • Bilingual Contact Center: We can pre-qualify candidates that speak both Spanish and English.

SCHEDULE YOUR CALL WITH SEAN DAILY

Free 15-Minute Discovery Call

Phosfluorescently seize integrated quality vectors without market positioning potentialities. Proactively myocardinate optimal ideas whereas strategic e-markets. Efficiently redefine client-centric initiatives whereas cross functional meta-services. Monotonectally exploit long-term high-impact initiatives after principle-centered collaboration and idea-sharing. Conveniently architect future-proof process improvements rather than B2C architectures.


Credibly procrastinate viral quality vectors through ubiquitous portals. Interactively impact adaptive catalysts for.

THIS CALL IS NOT FOR:

  • Individual solar reps or one-man teams
  • Individual solar reps or one-man teams
  • Individual solar reps or one-man teams
  • Individual solar reps or one-man teams
  • Individual solar reps or one-man teams

SCHEDULE YOUR CALL WITH SEAN DAILY

Free 15-Minute Discovery Call

Phosfluorescently seize integrated quality vectors without market positioning potentialities. Proactively myocardinate optimal ideas whereas strategic e-markets. Efficiently redefine client-centric initiatives whereas cross functional meta-services. Monotonectally exploit long-term high-impact initiatives after principle-centered collaboration and idea-sharing. Conveniently architect future-proof process improvements rather than B2C architectures.


Credibly procrastinate viral quality vectors through ubiquitous portals. Interactively impact adaptive catalysts for.

THIS CALL IS NOT FOR:

  • Individual solar reps or one-man teams
  • Individual solar reps or one-man teams
  • Individual solar reps or one-man teams
  • Individual solar reps or one-man teams
  • Individual solar reps or one-man teams

Ready to stop worrying about hitting deadlines due to worker shortage?

Schedule a free call today and start filling your job positions with qualified workers!

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