Use ZipRecruiter to post a job and manage applicants. Or ask our developing trade-career network whether introductions might be possible.
For employers hiring now, ZipRecruiter is the primary self-service route. Our own candidate network is still growing, and we cannot promise a match. A hiring brief with us is free to submit.
Affiliate disclosure: we may earn a commission from qualifying ZipRecruiter signups. ZipRecruiter sets trial eligibility, activation and billing terms.
One option lets you post and manage a job now. The other starts a free, availability-dependent review with our growing network.
Ready to recruit? Use ZipRecruiter’s employer platform to create and manage a posting. Explore its free trial, subject to its eligibility, activation and billing terms. No Careers In Trades form is required.
Explore ZipRecruiter’s Employer Trial ↗Third-party employer platform. Affiliate disclosure: Careers In Trades may earn a commission from qualifying signups.Tell us the role and location. We’ll review whether any suitable, consented candidates may be available in our developing network. There is no guarantee of a match.
Request Free Hiring Review ↓Free to submit · No payment authorized · Paid pilot discussed only when supportableWe offer a no-obligation brief review while the candidate side of the network is still being developed.
We collect the details that turn “we’re hiring” into a usable request: role, trade, location, headcount, experience, pay and timing.
A hiring need can be messy. We review the brief instead of forcing every employer into the same job-posting template.
Submitting the form is not a purchase. If a paid placement, recruiting or promotional option makes sense, you approve it first.
Introductions are subject to candidate availability, permission to share and a fit with the job requirements.
The candidate selected the relevant trade and a role compatible with the brief.
The work location and candidate travel radius meaningfully overlap.
Minimum experience and mandatory credentials are present when you marked them required.
The free hiring brief is only an inquiry. It is not an order or a promise of candidate supply.
A real introduction would contain only candidate information the worker submitted and consented to share.
Use the specialist site when you want trade-specific context. All employer briefs feed the same Careers In Trades hiring network.
Three short steps. Give us enough information to understand the need without making you write a novel.
If suitable consented candidates become available, we can discuss a proposed founding pilot: five qualified shared introductions for $250. You approve any paid offer separately before delivery. Sending the form creates no charge.
We check the role, location, headcount, requirements and timing so we understand what you’re actually trying to fill.
If something is missing, we may ask a short follow-up. If the need fits the network, we can discuss the most relevant employer-side option.
Any paid job promotion, recruiting, lead or employer program is discussed separately. The hiring brief itself is not a purchase.
Our hiring brief is free to submit. Candidate introductions depend on availability and a suitable match. If our network can support the need, we may propose a $250 founding pilot for five qualified shared introductions. You approve any paid terms before anything is billed.
The network is developing employer-side recruiting, lead and job-promotion services around skilled trades. Submitting a brief does not create a staffing, recruiting or agency agreement.
Yes. Use the same brief and identify your company clearly. If you have multiple recurring roles, mention that in the role notes.
The intake does not require one, although including a realistic range generally makes a hiring request easier to qualify and discuss.
Use the main location in the form and list additional markets in the role notes. You can also submit a separate brief for a materially different role or region.
Two minutes is enough to tell us whether this is one electrician in Columbus or twenty-five technicians across three states.
Request Free Review →Need a crew, a maintenance technician or an apprentice? Start with a clear role. These published resources cover job descriptions, screening and the difference between posting a vacancy and asking for candidate introductions.
Compare how to prepare a job posting and examine current trial conditions.
Read published guide →Separate hard requirements from trainable preferences.
Read published guide →Describe actual duties, schedule, location and expectations.
Read published guide →Understand different recruitment workflows before choosing.
Read published guide →Set reasonable expectations before discussing introductions.
Read published guide →Our 13 specialist sites give employers a more focused starting point. Each maintains its own employer information and inquiry options.
Independent site. Job-board referral offers may earn us a commission. Current eligibility, trial terms, pricing, and billing are determined by the destination provider. We cannot guarantee applicants or hires.
Explore the complete employer directory →Recruiting an electrician isn't identical to hiring a diesel mechanic or a wind technician. Define your role, real pay range, location, must-have credentials and schedule before choosing a posting service. Our 2026 ZipRecruiter guide for skilled-trades employers walks through the free-trial caveats, applicant screening and practical posting examples.