Specialized Recruiting Built Around the Industries We Know Best
BRIX Recruiting Partners is a specialized recruiting and executive search firm serving companies across the construction industry and related sectors. Our experience spans Building Materials, Home Improvement, Home Services, Roofing, Commercial Construction, Construction Technology, and other construction-focused industries. Since 2012, our team has developed deep market knowledge, long-standing industry relationships, and direct access to experienced professionals across sales, operations, leadership, marketing, and other critical functions.
Our approach is proactive, targeted, and built around each client’s specific needs. We do not rely on job boards or wait for applicants. Our recruiters identify, engage, and evaluate proven professionals, including passive candidates who may not be actively searching for a new opportunity. By combining industry expertise with a disciplined recruiting process, BRIX helps companies build stronger teams with talent that understands their market, customers, and business model.
FAQs
Answers to common questions for companies looking to hire and professionals exploring career opportunities.
BRIX helps companies identify, recruit, and hire experienced professionals who align with the position, company culture, compensation structure, and long-term goals of the organization.
Our process begins with an in-depth conversation with the hiring team to understand the responsibilities of the role, the qualities of a top performer, and the challenges the new hire will be expected to solve. From there, we develop an ideal candidate profile and build a recruiting strategy designed specifically around the search.
Rather than waiting for applicants, our recruiters proactively identify and contact professionals whose backgrounds match what the client is seeking.
Our recruiting process is divided into six key stages:
1. Search Intake and Candidate Profile Development
We meet with the hiring team to understand the position, company, leadership structure, culture, compensation, and the results expected from the new hire. Together, we establish the experience, skills, personality traits, and performance history that define the ideal candidate.
2. Company and Culture Research
Our team continues learning about the organization through conversations with leadership, interviews with current top performers, office or facility tours, and other methods that help us accurately communicate the company’s story to prospective candidates.
3. Market Research & Staying up to date with Industry Changes
We research both the local and national market to identify relevant companies, competitors, industries, and professionals who may have the background required for the position. In addition, we continuously monitor the candidate landscape, including compensation trends, organizational structures, career motivations, and what top talent is experiencing in the market. This allows us to provide clients with real-time insights and position opportunities competitively to attract the right candidates.
4. Direct Candidate Recruitment
Our recruiters contact potential candidates directly through phone outreach, email, professional networks, and targeted recruiting campaigns. We do not simply wait for active applicants to find the opportunity.
Interested candidates complete a structured interview process designed around the specific needs of the client and position.
5. Candidate Presentation
We present qualified candidates with detailed resumes, professional backgrounds, compensation information, career motivations, and insights gathered during our interviews that may not appear on a resume.
6. Interview, Offer, and Follow-Up Support
Our team helps coordinate interviews, manage communication, support the offer process, and keep both the client and candidate informed throughout the search.
After the hire, we conduct follow-up conversations to evaluate retention, performance, and overall fit.
- Building Materials
- Home Improvement / Home Services
- Roofing
- Additional Construction Fields
- Commercial
- Technology (SaaS)
- Specialty Trade
- Energy & Utility
- Industrial Construction
No. Our primary recruiting strategy is proactive headhunting, not posting a position and waiting for applications.
BRIX recruiters research markets surrounding each search to identify professionals who may already be successfully employed. We then contact those individuals directly to introduce the opportunity and determine whether they would consider making a career move.
After more than a decade of recruiting within our specific industries, we have continue to develop strong relationships with industry leaders across the country. These relationships often become valuable candidate networks, referral sources, and direct connections to experienced professionals who may be open to the right opportunity.
This approach provides access to passive candidates who may never see or respond to a traditional job advertisement.
Yes. BRIX offers both contingent and retained search options based on the position, level of difficulty, urgency, confidentiality, and amount of recruiting support required.
During the initial conversation, we will review the position and recommend the engagement structure that best supports the company’s hiring goals.
Yes. BRIX regularly works with companies on confidential searches.
A confidential search may be necessary when a company is replacing an existing employee, preparing for a leadership transition, creating a new position, expanding into a new market, or hiring without alerting competitors or internal employees.
Our team works with the client to determine what information can be shared, when the company’s identity should be disclosed, and how candidates should move through the interview process. Candidate outreach can be conducted without publicly advertising the company name or sensitive details.
BRIX is organized around specialized recruiting divisions that focus on specific industries and markets.
Many generalist firms recruit across unrelated industries and positions. This can require the recruiter to learn a new market, competitive landscape, terminology, compensation structure, and candidate pool every time a search begins.
Our recruiters spend their time building relationships within the industries they serve. They understand the types of companies operating in the market, the roles those companies employ, the skills required for success, and where qualified candidates are likely to be found.
This specialization allows our team to begin each search with greater industry knowledge, stronger candidate relationships, and a more focused recruiting strategy.
An industry-focused recruiter understands that similar job titles can have very different responsibilities depending on the company, business model, customer, product, and market.
Because BRIX recruiters specialize within defined industries, they can more accurately evaluate whether a candidate’s experience will transfer to the client’s organization. They can also speak with candidates using relevant industry knowledge, explain the opportunity more effectively, and identify professionals who may not be visible through traditional recruiting methods.
For clients, this can lead to more relevant candidate presentations, stronger alignment, and less time spent interviewing individuals who do not meet the true requirements of the position.
Every search begins with the development of a customized candidate profile.
Our team works with the client to understand the required experience, leadership style, performance expectations, location, compensation, company culture, and long-term growth opportunities connected to the role.
We then research companies and industries where professionals with those qualifications are likely to be working. The search is built around the client’s specific needs rather than a generic job description or database search.
BRIX provides more than a resume.
Our candidate presentations may include information about the candidate’s career history, relevant accomplishments, leadership experience, compensation expectations, location, motivation for considering a change, and alignment with the position.
We also share insights gathered during our interviews, including information that may not be included on the candidate’s resume but is important to evaluating their fit for the opportunity.
BRIX primarily recruits experienced professionals for leadership, management, sales, operations, marketing, finance, human resources, recruiting, and specialty positions.
Our searches can range from mid-level management to senior executive and C-suite leadership. The specific positions our recruiters focus on vary by industry division and the needs of each client. Please visit our specific industry pages to view roles are teams recruit per industry.
Yes. BRIX conducts recruiting searches throughout the United States.
Our team can recruit candidates within a specific local market, across a larger region, or nationwide. We can also identify professionals who may be open to relocation when the position and compensation support a broader search.
BRIX remains involved throughout the entire recruiting process.
Our team helps coordinate interviews, gather feedback, manage communication, address candidate questions, and maintain momentum between each stage. When a company is prepared to make an offer, we can assist with compensation discussions, offer presentation, candidate expectations, and the transition from acceptance through the candidate’s start date.
This involvement helps reduce delays, prevent miscommunication, and improve the overall experience for both the client and candidate.
Yes. BRIX offers a 90-day free replacement guarantee under the terms of the client’s recruiting agreement.
If a placed candidate leaves or is terminated within the applicable guarantee period, BRIX will conduct a replacement search according to the terms outlined in the agreement.
Yes. Our relationship does not end when the candidate accepts the offer.
BRIX conducts post-hire follow-ups to understand how the candidate is performing, how well the position aligns with the original candidate profile, and whether the client or candidate needs additional support.
Our process includes follow-up touchpoints at approximately three, six, and twelve months. Feedback from these conversations can also help refine future searches and improve long-term retention.
The timeline depends on the position, location, compensation, required experience, interview process, and availability of qualified candidates.
Many searches can progress within six to eight weeks, although highly specialized, executive, confidential, or relocation-based searches may require additional time. BRIX provides regular updates throughout the engagement so the client understands the recruiting activity, market feedback, candidate pipeline, and any adjustments that may improve the search.
You can connect with BRIX by submitting your resume and contact information through our website, applying directly to one of our current opportunities, or contacting a recruiter within the industry division that best matches your experience.
Once we receive your information, our team will review your background and determine whether it aligns with a current search. Even when there is not an immediate match, connecting with BRIX allows our recruiters to understand your experience, career goals, location preferences, compensation expectations, and what would motivate you to consider a new opportunity.
Yes. Our recruiters regularly speak with professionals who want to discuss their experience, long-term goals, and potential next steps.
A conversation with BRIX can help us understand the types of positions, companies, responsibilities, and growth opportunities that may align with your background. Our recruiters can also provide insight into the types of experience our clients commonly seek when hiring for leadership, sales, operations, marketing, finance, human resources, recruiting, and specialty roles.
While we cannot guarantee that we will have an immediate opportunity, starting the conversation allows us to contact you when a relevant search becomes available.
Yes. Many of the professionals we place connect with our team before the right opportunity becomes available.
Our open searches change frequently, and some opportunities may be confidential or may not yet be publicly listed. By speaking with a BRIX recruiter, you can help our team understand your experience and what the right next step would look like for you.
Many of the candidates we work with are not actively applying for jobs. They are willing to consider an opportunity when the company, position, compensation, location, and career potential align with their goals.
The best way to stay informed is to submit your resume through our website, follow BRIX Recruiting Partners on LinkedIn, and connect with recruiters who specialize in your industry.
Our team regularly shares new opportunities, company updates, industry insights, and information about the types of professionals our clients are seeking.
Once a recruiter understands your background and career goals, they may also contact you directly when a search aligns with your experience.
You may also subscribe to our Linkedin Industry Newsletter
Building Materials Division https://www.linkedin.com/newsletters/brix-building-materials-7473484356842414081/
Home Improvement Division https://www.linkedin.com/newsletters/brix-home-improvement-7473474364131155968/
Roofing Division https://www.linkedin.com/build-relation/newsletter-follow?entityUrn=7472761859901693952
No. BRIX regularly works with passive candidates who are currently employed and not actively searching for a new job.
You do not need to be unhappy in your current position to explore what may be available. A confidential conversation can help you understand the opportunity, company, responsibilities, compensation, and potential career growth before deciding whether you want to move forward.
There is no obligation to interview or pursue a position simply because you speak with one of our recruiters.
Yes. Candidate conversations are handled professionally and confidentially.
We will not submit your resume or share your information with a client without discussing the opportunity with you and receiving your permission. Our team also understands that many candidates are currently employed and need discretion throughout the recruiting and interview process.
For confidential searches, certain company details may be limited during the initial conversation. Our recruiter will explain what information can be shared and when the company’s identity will be disclosed.
No. Candidates do not pay BRIX for our recruiting services.
BRIX is hired and paid by companies to identify, recruit, and evaluate professionals for their open positions. There is no fee for speaking with our recruiters, being considered for an opportunity, interviewing with a client, or accepting a position through BRIX.
BRIX is organized into specialized recruiting divisions that focus on defined industries and markets.
Our primary areas of expertise include:
- Home improvement and remodeling
- Residential and commercial roofing
- Building materials and manufacturing
- Construction-related products and services
- Additional specialty markets connected to these industries
This industry-focused structure allows our recruiters to better understand the companies, positions, terminology, compensation models, career paths, and experience required within the markets they serve.
An industry-focused recruiter can better understand how your experience translates to a new company or position.
Similar job titles can represent very different responsibilities depending on the industry, business model, customer, product, and company size. Because BRIX recruiters focus on specific markets, they can have more informed conversations about your background and more accurately identify opportunities that align with your experience.
They can also help communicate your accomplishments and industry knowledge to clients in a way that may not be fully represented on your resume.
BRIX recruits experienced professionals across a variety of functions, including:
- Executive and C-suite leadership
- General management and branch leadership
- Sales and business development
- Operations and production
- Marketing and lead generation
- Finance and accounting
- Human resources and talent acquisition
- Project management and estimating
- Training, safety, customer experience, and specialty positions
Our searches commonly range from mid-level management through senior executive leadership, although the positions available will vary by industry and client need.
Yes. BRIX conducts searches throughout the United States.
Some positions require candidates who already live within a specific market, while others may offer relocation assistance or allow our team to conduct a broader regional or nationwide search. During your conversation with a recruiter, we will discuss your current location, willingness to relocate, travel preferences, and any geographic limitations.
The process generally begins with an introductory conversation with a BRIX recruiter. During that conversation, we will learn about your career history, accomplishments, responsibilities, leadership experience, compensation, location, and reasons you may consider a change.
When your background aligns with a client’s search, the process may include:
- An initial conversation with a BRIX recruiter
- A more detailed interview based on the position
- Review of your resume and professional background
- Discussion of the company, role, compensation, and interview process
- Presentation of your background to the client with your approval
- Coordination of interviews and feedback
- Support during compensation discussions and the offer process
- Follow-up communication after you begin the new position
The exact process may vary depending on the client and the seniority of the role.
Our recruiters may ask about your employment history, responsibilities, accomplishments, team size, leadership experience, compensation, location, travel requirements, and career goals.
We may also ask what you enjoy about your current role, what challenges you are experiencing, and what would need to be different for you to consider making a change.
The purpose of these questions is to determine whether the opportunity represents a meaningful career move rather than simply matching your current job title to an open position.
Understanding your current compensation and future expectations helps our team determine whether a position is financially aligned before you invest time in the interview process.
Compensation can include base salary, commissions, bonuses, benefits, vehicle allowances, equity, long-term incentives, and other forms of income. Our recruiters work to understand the complete compensation picture and communicate relevant expectations between the candidate and client.
BRIX will not submit your resume to a company without discussing the opportunity with you and receiving your approval.
Our process is built around thoughtful introductions rather than distributing resumes broadly. Before presenting your background, we want you to understand the company, position, location, compensation, and reasons the opportunity may align with your career goals.
Yes. Our recruiters provide clients with more than a copy of your resume.
When presenting a candidate, we may include information about relevant accomplishments, leadership experience, responsibilities, compensation expectations, career motivations, location, and alignment with the client’s needs.
This allows us to highlight important parts of your background that may not be obvious from your resume alone.
The client makes all final decisions regarding interviews, offers, compensation, and hiring.
BRIX serves as the recruiting partner and communication link between the candidate and client. We help both parties understand expectations, gather feedback, answer questions, and maintain momentum throughout the process.
Not being selected for one opportunity does not mean your background will not align with a future search.
Hiring decisions can be influenced by location, compensation, timing, industry experience, leadership style, company culture, or a specific requirement connected to the role. When appropriate, our recruiters will retain your information and contact you if another opportunity more closely matches your background.
Yes. BRIX remains involved throughout the offer process and can help clarify compensation, benefits, start dates, relocation details, and other terms of employment.
Our recruiters can also help you prepare for the transition from your current employer, including how to communicate your resignation professionally and what to consider if your current company presents a counteroffer.
The final decision is always yours, but our team can provide information and perspective to help you evaluate the opportunity.
Yes. Our relationship does not end when you accept an offer.
BRIX conducts follow-up conversations after the start date to understand how the transition is going, whether the position aligns with what was discussed, and whether any questions or concerns need to be addressed.
Our follow-up process may include touchpoints around the three-, six-, and twelve-month marks to support communication, long-term fit, and retention.
Still have questions?
Our team is available to discuss your hiring needs, career goals, or next steps.
