I recruit across engineering, manufacturing, skilled trades and industrial operations. A national search does not mean using the same sourcing strategy in every state.
When I enter a market, I want to understand the employers, equipment, transferable industries, commute patterns, compensation, workforce demographics and how people in that community actually look for work.
That may mean LinkedIn and traditional recruiting databases. It may also mean Facebook job groups, referrals, trade schools, community networks, text conversations and voice messages. The workforce available in a market is much bigger than the workforce visible on LinkedIn.
- Labor Markets: Who employs the talent, where workers live, how far they commute and what moves them.
- Industrial Operations: Manufacturing processes, equipment and the skills behind the job title.
- Transferable Talent: Where experience crosses between manufacturing, machining, automation, maintenance, engineering, mining and other industrial environments.
- Candidate Access: How different communities actually search for work — including workers with a limited traditional digital footprint.
- Recruiting Technology: Where AI and sourcing tools help, and where human judgment and relationships still matter.
- Manufacturing & Process Engineering
- Structural / Civil Engineering
- CNC & Machining
- Maintenance & Reliability
- Automation / Controls
- Quality
- Production & Skilled Trades
- Mining & Heavy Industrial
My searches may take me into Wisconsin, Pennsylvania, California or another industrial market. I don't need to pretend I am local everywhere. I need to do the work to understand the local labor market before deciding how to recruit it.
Facility → Process → Equipment → Skills → Job Titles → Transferable Industries → Local Talent Market
- Industrial Intelligence — My working framework for understanding industrial labor markets, equipment, transferable skills and the workforce traditional recruiting databases can miss.
- Skilled Trades Knowledge Hub — Practical skilled-trades recruiting and workforce knowledge.
- Skilled Trades Digital Footprint Gap — Exploring why qualified tradespeople can be difficult to find through traditional digital sourcing.
- Job Board Resource Guide 2026 — A recruiter-focused breakdown of job boards and sourcing resources.
I ask questions. I listen to candidates. I learn the equipment and processes well enough to understand what experience transfers. And I pay attention to where people are actually having conversations about work.
A resume is one source of information. A LinkedIn profile is another. Neither one represents the entire labor market.
🌵 Arizona based | 🇲🇽🇺🇸 Bilingual / bicultural / Pan-American
🎮 Recently started playing Pokémon — apparently I needed another system to learn, map and figure out. Very late to the game, literally.