If you’ve ever tried to hire a salesperson in the construction industry, you know how painful it can be. You spend thousands on job ads, interview candidates who look great on paper, only to realize they can’t close. Or worse, they quit in 60 days.
That’s why this episode of Titans of the Trades with Ryan Hogan, Co-Founder and CEO of Talent Harbor, is such a must-listen. Ryan shares why traditional recruiting models are broken and how construction companies can finally hire salespeople who last.
Why Traditional Recruiting Doesn’t Work
Most recruiting agencies charge 30% of the new hire’s salary as a fee. For construction businesses, that could be $30K–$50K for a single hire. And if that person doesn’t work out after 90 days? You’re stuck starting over.
Ryan’s approach at Talent Harbor flips the model: recruiting as a service. Instead of big upfront fees, you pay a flat monthly rate while they act as an extension of your team. Need multiple sales hires? No problem. Need to pause recruiting? You can. This flexibility makes sense for construction leaders tired of burning cash.
Why the Best Salespeople Aren’t on Job Boards
Here’s the hard truth: the sales rockstars you want aren’t scrolling through Indeed. They’re busy closing deals for your competitors. To find them, you need active outreach. That’s why passive recruiting, going after people who aren’t looking, is the future of construction sales recruiting.
Culture Fit Beats Sales Skills
One of Ryan’s strongest points: the best salesperson on paper can destroy your culture if they don’t fit your values. In construction, this is even more critical. Overselling jobs creates friction with operations teams, leading to burnout and turnover.
That’s why Talent Harbor vets not just skills, but also what makes candidates tick. Are they competitive? Do they thrive under pressure? Do they align with your mission? These questions matter more than resume bullet points.
Compensation Plans That Work
Many contractors still want 100% commission-only sales roles. The problem? The best talent won’t take them. Ryan explains how blended compensation models, healthy base pay plus commission tied to performance, create the balance between security and motivation. He even shares examples of ramp-up periods to ease new hires into the role.
The Process Matters
Here’s a surprising insight: Talent Harbor turns some potential clients away. Why? Because without a sales process in place, even the best hire will fail. No expectations, no systems, no accountability? No success. For construction owners, this means you must get your house in order before bringing in top talent.
What This Means for You
If you’ve been burned by sales hires, or avoided them altogether, it’s time to rethink your approach. Stop relying on job boards. Stop hoping “maybe this one will work.” And definitely stop paying huge recruiting fees for disappointing results.
Listen to this episode with Ryan Hogan and discover how construction sales recruiting can finally work in your favor.
Connect With Ryan Hogan
Website: https://talentharbor.com/
LinkedIn: https://www.linkedin.com/in/ryanehogan/
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