Regional Recruiter - Midwest

About the Role 

You won't just fill openings. You'll build capacity. You'll own a portfolio of partner businesses across your region, and every hire you make expands what those businesses can accomplish — for their employees, their customers, and their communities. 

This isn't an order-taking role. You're a full-cycle recruiter and a strategic advisor — bringing market intelligence, disciplined process, and consultative judgment to every requisition you own, from the first intake conversation through a new hire's first day. And it starts with you. Every conversation, every email, every follow-up — the candidate journey is in your hands. You are building the region one hire at a time.  

Key Responsibilities 

• Full-Cycle Recruiting. Manage the end-to-end recruiting process for assigned partner companies, from intake and job posting through screening, interviewing, offer, and onboarding handoff.  

• Partner with your Regional Leader. Stay aligned on hiring priorities across your partners so capacity gets built where the business needs it most.  

• Partner with Hiring Managers. Collaborate with General Managers and Department Leads to understand staffing needs, define role requirements, and build job postings that accurately represent the role and attract strong candidates.  

• Build capacity, not just fill jobs. Every open requisition is unrealized capacity for the partner you support. Success is measured by impact, not the box checked.   

• Own your pipeline. Keep UKG as the single source of truth. Every candidate is dispositioned correctly, every day.  

• Communicate proactively. Deliver weekly business reviews and pipeline updates before your partners have to ask — backed by data, paired with a recommendation.  

• Escalate early. When a requisition stalls, bring market intelligence and a specific recommendation to the table.  

• Build market intelligence. Know your competitors, your markets, and the compensation trends shaping candidate decisions in your region. 

Qualifications 

• 3+ years of full-cycle recruiting experience, preferably in skilled trades, home services, or a similarly distributed workforce environment  

• Solid understanding of sourcing techniques, candidate evaluation methods, and recruiting best practices  

• Familiarity with applicant tracking system (UKG experience a plus) and the discipline to keep records accurate in real time 

• Excellent verbal and written communication, with the ability to build trust quickly with both hiring managers and candidates  

• The capacity to manage a full portfolio of requisitions and partners simultaneously without losing visibility on any of them 

Who You Are 

You communicate clearly, because partners and candidates can't trust what they don't understand. When something stalls, you don't wait for someone else to notice — you own the fix. You move fast, but with aim. You never cut corners, because speed without a standard creates chaos, not capacity. Above all, you lead with ownership and connect with empathy.  

What Onboarding Looks Like 

• Days 1–30 — Learn the Business. You train on the LSP TA Operating System. You shadow the recruiters who run it. You meet your Regional Partners and start learning their business. You build UKG fluency through reps — not theory. 

• Days 31–60 — Ramp Up. You start sourcing, screening, and submitting candidates. You manage up when it matters. Trust starts building — one action at a time. Your reqs move. Your partners notice. 

• Days 61–90 — Build a Legacy. You act like an owner. Trust becomes the standard. Your partners no longer worry about recruiting. Capacity on their teams increases. Friction decreases. You communicate proactively, bring solutions, and keep things moving. 

The 5 Big Things — What Success Looks Like 

• Trust is earned, not assumed. You earn it the same way every time. Clear intake. Honest updates. Commitments kept. Do that consistently, and trust follows. 

• The right hire beats the fast hire. You fill requisitions with candidates who are genuinely well-matched to the role and team. You prioritize the reqs that create the most capacity for the partner — not the ones that are easiest to close. Do that consistently, and capacity follows. 

• The pipeline is never empty. Success means you're always building toward the next hire, never starting from zero. Active outreach. Warm candidate relationships. A funnel that stays full because sourcing is ongoing — not a reaction to an open req. Do that consistently, and momentum follows. 

• Your partners always know where things stand. Every candidate record is current. Every stage is accurately tracked in UKG. Nothing lives in your head that isn't also visible to the people who need it. Do that consistently, and clarity follows. 

• Candidates have a great experience. They feel respected and informed at every step. How we treat applicants reflects directly on our partner brands. Do that consistently, and your reputation follows. 

About Legacy Service Partners  

Legacy Service Partners (LSP) is a national leader in residential HVAC, plumbing, and electrical services. Since 2021, we've partnered with over 30 local brands across 16 states and we're growing fast. We exist to serve our partners and fuel their success: providing the resources, infrastructure, and expertise that help local brands better serve their employees, customers, and communities.  

   

We operate at the speed of a startup with the backing of an institutional investor. Our culture is built on three values we live every day: We Win Together, Today Not Tomorrow, Performance Not Politics. That means performance pay tied directly to results, real benefits you'll actually use including fully employer-paid medical, dental, and vision options, a 401(k) with company match, and continuous investment in your growth through training and education stipends.  

   

If you want to do meaningful work at scale, you’ve found the right place.