Most contractors only start recruiting when they are already short

The trades have been short on people for years, so the moment a superintendent quits or a new project is awarded, the scramble starts. You throw an ad on Indeed, wait, call back a week later, and the few good applicants have already taken another job.

Field workers do not sit at a desk refreshing email. The best ones get hired by whoever moves first, and screening every applicant for a valid license and a reliable way to reach the site eats the time you do not have.

Construction recruiting software is the applicant tracking system that runs that hiring for you. It pulls applicants from the job boards you post to into one pipeline, screens them for what the trade actually requires, and moves the qualified ones to an interview.

The construction-specific part is screening for licenses, safety certs, and reliability, and doing it fast enough to reach qualified tradespeople before another employer does.

The rest of this page shows how contractors use 100Hires to reach more candidates, screen faster, and build a bench before the next project lands.

For the multi-board mechanics in depth, see how 100Hires handles multiposting to job boards.

Knockout questions are best for the objective dealbreakers a document will later confirm. See how knockout questions work for the full setup.

The same posting can run across several jobsites or regions at once, and the boards you can reach in one place are covered in posting to job boards.

Build a bench before you need it

The contractors who never get caught short do not start on Indeed when a project lands. They pull from a bench they have been building all along.

Talent Pools keep referral leads, past applicants, apprentices, and the strong candidates you could not place last time in one organized list, tagged by trade, certification, and location. Win the bid on Friday and you start Monday with a shortlist instead of a blank search.

See how teams build and reuse a talent pool across projects so the next opening starts from a list, not from zero.

Texting is how you reach a crew that does not check email, and you can see how text recruiting works before you connect Twilio.

What construction hiring throws at you, and where 100Hires handles it

Every recurring construction hiring headache maps to a specific part of the product. Here is the short version of what goes where.

100Hires next to a typical ATS for construction

Most ATS platforms were built for one salaried office role at a time, not for trade crews who apply from a phone and get hired by whoever moves first. The difference shows up exactly where construction hiring hurts.

Where 100Hires fits in your construction stack

100Hires is the front of your hiring funnel: sourcing, screening, interviewing, and the hire decision. It is not payroll, certified or prevailing-wage payroll, workforce management, or shift scheduling, and it does not track certification expiration after someone is hired.

It captures and screens for licenses and certs at the application stage, then hands off to your HR and payroll tools through Zapier, the REST API, and webhooks. Candidate texting runs through the Twilio integration, so you connect your own Twilio account.

If any of that is a dealbreaker for your stack, a demo is the fastest way to check the fit before you commit.