Casey Timorason, the Head of Talent at Service Professionals, caught up with us about how the company is attracting top talent in an industry that is challenged by a growing labor shortage, an ever evolving talent pool, and a need for recruiting technologies to keep them ahead.
Antonio Javiniar
Antonio Javiniar is the Sr. Marketing Manager for Teamtailor in North America.
Founded in 1994 in Rahway, NJ, Service Professionals provides residential heating, cooling, plumbing, and electric services to homeowners. With a service area that spans 42 townships across 8 counties (and growing), Service Professionals is at the forefront of quality home service providers in the United States, supported by their team of over 200+ professionals to sustain this growth.
The company aims to expand their reach and continue to build their team with a simple, singular philosophy: Over-invest in our people and create a culture that can't be topped.
Learn more from Casey and Service Professionals by reading the full interview below!
My vision is to establish our team as the place where the best techs work. It's the place where you build a remarkable career in the trades. It's the place where you are most proud of working.
Casey Timorason, Head of Talent at Service Professionals
Hi there - I'm Casey, the Head of Talent.
Leading the recruiting here at Service Professionals has a special meaning and brings me full circle in my career. I grew up in Jersey with a family rooted in the trades - my grandfather was a skilled handyman who built his own home. Yet, I spent most of my career working in other industries and for remote companies. It feels like a coming home experience for me.
I've worn many hats in the recruiting world – I've scaled startups, advised Fortune 500 executives, helped two "unicorns" grow to over $1 billion in valuation, designed complex technical teams, and built my own recruiting departments. Each experience added a layer to my understanding of what makes a team grow from "functional" to "thriving".
Now, at Service Professionals, I find myself at the intersection of professional expertise and personal connection. My vision is to establish our team as the place where the best techs work. It's the place where you build a remarkable career in the trades. It's the place where you are most proud of working.
I won't settle for less.
Beyond recruiting, I love to coach basketball (currently for a Jersey City youth squad), shoot some pool (I just got back from the amateur 8-ball national championship), and travel with my wife & pup (just got back from Bali).
Our mission is simple: attract and retain the best plumbers, electricians, and HVAC technicians in the industry. We're doing so by over-investing in our people and creating a culture that can't be topped.
With top talent, we’re confident that we can deliver the highest quality work possible and shape the best possible customer experience.
For the Home Services industry, we're facing recruiting challenges on a few fronts:
We're working in a way that allows candidates to feel that they're valued and processed in an effective way. Hiring managers aren't getting daunted by the sheer number of candidates and applications that they have to review. Our backend systems are working effectively, from our requisition process, all the way through to our off boarding, offer letters and so on.
With the lack of available talent, competition for top talent has been a huge problem. There were three key shifts that I made once I realized the challenge:
We went from 2 quality hires in the year prior to my start date (Jan to October), to over 32+ quality hires in my tenure (between November and May).
Casey Timorason, Head of Talent Acquisition at Service Professionals
We first heard of Teamtailor when I was operating my RPO -- we had a client that asked us to jump on there as a third party recruiter (Mura Technologies). They sang your praises and I never forgot their recommendation.
We previously used the hiring feature within BambooHR. It was effective for storing resumes, but limited in its ability to communicate with candidates or customize the process/branding aspects.
Teamtailor was the first strategic shift made, before any branding initiatives. I wanted the ability to customize the stages of the recruitment process and careers page.
A few key factors were:
So far, my experience with Teamtailor has been fantastic. 5 stars all around. Seamless feedback from hiring managers & most candidates.
We went from 2 quality hires in the year prior to my start date (Jan to October), to over 32+ quality hires in my tenure (between November and May).
Previously, we were unable to customize our careers page and stages in the recruitment process (with automations). We also did not receive free job board distribution anywhere but Indeed until Teamtailor.
We are so much more efficient it isn’t even recognizable.
It’s a standout team with lots of support. The product itself gives you control over the essentials needed to design a great candidate + hiring manager experience.
I envision a dramatic shift in the way the recruiting function operates, how recruiting teams are structured, and the overall demand for recruiters in the labor market.
Find Casey on LinkedIn here.
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