Recruiting marketing services for Toronto trades companies

How to diagnose your hiring funnel in ten minutes

The answer is in your last three postings. Pull them up and count four things for each: how many people saw it (most job boards show this), how many applied, how many you reached by phone, and how many came to an interview.

• Few views: a reach problem. Look at recruiting campaigns.
• Views but few applications: an ad problem. Start with job ads.
• Applications but candidates vanish: a trust and speed problem. Start with the careers site and how fast you call back.
• Plenty of juniors, no seniors, or the reverse: a supply problem. Consider the apprentice pipeline.

If you have never tracked any of this, that is fine. The first month of any engagement sets up the counting so the next decision is based on numbers.

Job ads that tradespeople answer

This is the cheapest fix with the fastest feedback. We rewrite your postings around the real day: start time, start location, van and tools, call mix, who trains whom, and how on-call rotation works. The posting layout leaves a clear place for the items Ontario now expects in publicly advertised postings, such as the pay range you choose and whether the vacancy exists, with a link to the official requirements.

Choose this first if your ads currently read like a list of demands ("must have own tools, must be available weekends") with nothing about why someone would want the job. Full details on the job ads page.

Careers pages and employer branding

A good technician who sees your ad will look you up before applying. If your website has no careers page, or your Google Business Profile shows photos from years ago, the ad's promises look thin. We build a careers section with real crew photos you supply, a plain description of each role, a training path, and one clear way to reach a person.

Choose this when candidates apply elsewhere after "checking you out", or when referrals from your own crew stall because there is nothing to send a friend. See the careers site service.

Recruiting ad campaigns

Job boards are a waiting game. Campaigns go out and find passive candidates, people already working who would move for the right offer, using platforms where tradespeople spend time. We target by realistic commute, not by "Toronto", because a shop in Etobicoke and a shop in Scarborough draw from different pools.

Choose this when your ad and careers page are solid but the volume of qualified applicants is still too low. The campaigns page explains targeting, budgets and how we count a real applicant.

Apprentice pipeline marketing

The longest game and, for many owners, the most reliable. We help you market the company as a sponsor: what the first year looks like, how hours are logged, who mentors, and what the path to a Certificate of Qualification involves through Skilled Trades Ontario. Outreach goes to schools, pre-apprenticeship programs and adults changing careers.

Choose this when you are tired of losing experienced techs to competitors and want a supply you grow yourself. Details on the apprentice pipeline page.

What every service has in common

Whatever you choose, a few things stay the same. We work month-to-month under the Trades.Agency plans listed on our pricing page. You own every ad account, page and photo we produce. We report applicants and cost in plain numbers each month. And we never claim to be your recruiter: candidates deal with your company, and you make every hiring decision.

If you are unsure where your funnel leaks, that is a normal first conversation. Bring your last three postings to the contact page and we'll look at them together, or read our Toronto commute recruiting guide first.