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Written by: Adam Vortherms A salesperson tells you they manage a $25 million territory. Another candidate tells you they grew sales 12% last year. A sales leader says their region generated record revenue. Those numbers sound impressive. But they do

Written by: Sydney Pletan What if the reason a company keeps losing good candidates has less to do with the talent pool and more to do with the hiring process itself? As a recruiter working primarily within the home

Written by: Kelli Kendall Hiring processes are typically built for people who want a job. You post the role, wait for applicants, sort the pile, and schedule interviews when your calendar has enough room to squeeze a conversation in. That

Written by: Mateo Peña You found the candidate. They have the right experience, the first interview went well, the hiring manager is interested, and the candidate tells you they’re excited about the opportunity. Then the process slows down. A few

Written by: Ben Fischer You may think your interview process is designed to evaluate candidates. You're trying to determine whether someone has the right experience, leadership ability, personality, and track record to succeed in your organization. But there's another side

Written by: Andrew Henke Why the right Controller becomes increasingly valuable as a roofing business grows Roofing owners usually know when they need another salesperson. They know when production is overwhelmed, when estimating needs help, or when a growing market

Written by: Kelcie Phinney Every interview actually creates two conversations. The first happens between the hiring team and the candidate. The second happens after the interview, when recruiters debrief candidates about their experience. At BRIX Recruiting Partners, those conversations are

Written by: Jeff Johnson Every recruiter has received it. A candidate mentions that they spoke with a recruiter, and suddenly the CEO, owner, or hiring manager reaches out with a message that usually sounds something like: "Stay away from my

Written by: Andrew Henke Almost every company says some version of the same thing when recruiting: “We invest in our people.” That may be completely true. The problem is that candidates hear it from nearly every employer. For roofing and

At the halfway point of 2026, BRIX Recruiting Partners has already helped companies across the building materials, home improvement, and roofing industries fill more than 80 key positions. These placements represent more than a number. Each one reflects a company