Tools, systems and practical work.
Maintenance, construction, equipment operation and communications backgrounds can be relevant to the trades. We ask what the person actually did, which equipment they used and what they can demonstrate.
For employers
You build the project.
We help build the team.
Keep your attention on the jobsite. We help with the search, screening and start coordination—whether you need surge manpower, a future permanent hire or the leader for your next project.
What to expect
Your workforce.
Built around your needs.
We start with the details that determine whether a placement works: the trade, skill level, commute, schedule, pay, certifications and start date. You work directly with Chad and the W2W team as we recruit and coordinate candidates for your project.
Already have an internal hiring team? Use W2W for overflow, a difficult search or a project ramp-up. Our support can fit alongside the recruiting you already do.
Ways to partner
- Project staffing: scale field manpower to your schedule.
- Temp to hire: a “working résumé” that lets you evaluate performance on your site, with a clear path to permanent hire under your agreement.
- Direct hire: focused recruiting for supervisors and professional roles.
- Multi location support: coordinate searches across your project footprint.
Conversion hours and hiring terms are agreed for your account. The goal is to help build your workforce for the long term.
The process
A clear path from need to start.
01 / DISCOVER
Define the role
We confirm the scope, skill level, schedule, location and site requirements before recruiting.
02 / RECRUIT
Screen for fit
We discuss relevant experience, availability and fit, then coordinate your interviews or next steps.
03 / MOBILIZE
Get to work
We coordinate onboarding, required screening and jobsite readiness so everyone knows what is needed before the start.
Our focus
From the field to the front office.
Telecom
Tower and civil technicians, splicers, linemen, drill and bore operators, laborers and foremen.
Construction & MEP
Electrical, HVAC, plumbing, pipe trades, sheet metal, welding, carpentry and glazing.
Leadership
Superintendents, project managers, assistant project managers and field supervisors.
Hire Heroes. Build Your Workforce.
Look beyond the uniform.
See the experience.
Military service can develop technical ability, team leadership and the discipline to work within demanding procedures. We help translate that experience into the requirements of your project.
People who have carried responsibility.
Planning work, training teammates and coordinating under pressure can transfer to a crew. Leadership potential is evaluated alongside the technical experience your position requires.
A foundation to build on.
Experience with inspections, protective equipment and established procedures can support a jobsite safety culture. Civilian training, credentials and site requirements are still confirmed for the assignment.
Make the next step visible.
A clear trade, training plan and path to permanent employment give candidates something to work toward. Temp-to-hire lets you evaluate fit through real work under agreed terms.
Military background is one part of a candidate’s qualifications. We recruit veterans and qualified civilian tradespeople, and evaluate each person against the role.
Veteran recruiting support
Open another door
to your workforce.
You don't need a dedicated military recruiting team to start a useful conversation. W2W can help you describe the role, understand transferable experience and connect with candidates exploring their next career.
From introduction to jobsite readiness
- Define the work: trade, experience, schedule, pay, location and site requirements.
- Understand the person: discuss hands-on experience, training, goals and availability.
- Evaluate the fit: coordinate candidate introductions, client interviews and any required trade testing.
- Confirm readiness: coordinate applicable credentials, screening, onboarding and start details.
- Keep communicating: stay connected as the assignment and hiring needs develop.
Recognize the work / Navy Seabees
A military title can hold
a familiar trade.
When a veteran brings construction experience, explore the projects, equipment and responsibilities behind the rating. That is where a useful hiring conversation begins.
Start with specific experience.
- Which tasks did you perform yourself?
- Which tools and systems can you demonstrate?
- How did you plan work and maintain quality?
- What civilian training or testing comes next?
Further reading: Allen Woffard's Seabee-to-trades article.
| Navy rating | Relevant work to explore |
|---|---|
| Builder (BU) | Carpentry, formwork, concrete and masonry |
| Construction Electrician (CE) | Electrical systems and power distribution |
| Construction Mechanic (CM) | Diesel, fleet and equipment maintenance |
| Equipment Operator (EO) | Earthwork and construction equipment |
| Steelworker (SW) | Metal fabrication, welding and structural steel |
| Utilitiesman (UT) | Plumbing, mechanical systems and HVAC |
| Engineering Aide (EA) | Surveying, drafting and construction layout |
Navy occupation reference: Navy construction careers. Civilian qualifications depend on documented experience, location and employer requirements.
A clear division of the work
Keep the hiring decision.
Get help with the legwork.
You know your project and your crew. We turn that context into a focused search and coordinate the steps from first conversation to the start on site.
W2W coordinates
The work behind the hire.
- Recruiting and outreach around the role you need.
- Initial conversations about experience, pay, availability and location.
- Candidate introductions and interview or trade-test scheduling.
- Required screening and onboarding coordination at the appropriate stage.
- Start details, communication and follow-through.
You decide
Who fits your team.
- The skills, schedule and site requirements.
- Which candidates you want to meet or evaluate.
- Whether the person meets your technical standards.
- Who to bring onto the project.
- When a temp-to-hire worker is right for your permanent team, under your agreement.
The scope, screening requirements, rates and conversion terms are established for your account before an assignment begins.
Choose the support that fits
What does your project need next?
A gap in your crew
Project staffing
For a ramp-up, a busy stretch or additional hands on a specific job. Tell us the trade, headcount and expected schedule.
A long-term team member
Temp to hire
Evaluate someone through real work before making the permanent hire. Conversion hours and terms are agreed up front.
A key permanent position
Direct hire
A focused search for the person joining your payroll directly, including project managers, superintendents and other key roles.
Before we talk
Good questions.
Straight answers.
Start with the role you need filled. We’ll talk through the approach and terms that fit.
Tell Chad what you need ↗Can we hire someone onto our own payroll?
Yes. Temp-to-hire is designed to create a path to your permanent team. The conversion hours and any applicable terms are spelled out in your agreement. Direct hire is also available when you want to hire onto your payroll from the start.
We already recruit internally. Where does W2W fit?
Use us for the gap: a project ramp-up, a hard-to-fill trade, a search outside your usual market or a key role taking too much time. We can support a specific need alongside your internal recruiting team.
Do you only place veterans?
No. We recruit qualified civilian tradespeople as well as veterans, transitioning service members, and National Guard and Reserve members. Our veteran mission expands how we look for talent; each candidate is still evaluated against the role.
Can you support projects outside Indiana?
Yes. W2W works with contractors nationwide across telecom, construction, mechanical and electrical trades, and field leadership. Share the project location, travel expectations and schedule so we can discuss the search.
How soon can someone start?
That depends on the trade, location, candidate availability and jobsite requirements. Interviews, notice periods, certifications, testing and badging can affect the timeline. We’ll discuss those steps and confirm a start when the candidate and site are ready.
How do you handle qualifications and site requirements?
We discuss the experience and requirements with you before recruiting, then screen candidates against that brief. Any required trade tests, credentials, drug screening, background checks and site access are coordinated as applicable. Required pre-employment screening follows the conditional-offer or intent-to-hire stage.
How is pricing determined?
Pricing depends on the role, pay, location, assignment and hiring model. Staffing rates, temp-to-hire conversion terms and direct-hire fees are outlined in your service agreement. Tell us what you need, and we can discuss the details for your account.
What if a candidate isn’t the right fit?
Tell us what is missing—technical experience, schedule, communication or another job requirement—so we can refine the search. If someone has already started, contact us promptly to discuss the issue and next steps under your agreement.