Recruiter

Statement of Work — Recruiting Engagement Sourcing & Screening: Assistant Project Manager / Executive Assistant to the President Client: Yard House Group (residential construction & ADU development, San Diego, CA) Engagement Type: Contract recruiting / talent sourcing Prepared: July 2026 1. Objective Recruiter will source, screen, and present qualified candidates for a hybrid Assistant Project Manager / Executive Assistant role supporting the President of a licensed California general building contractor. The role is operational and construction-technical in nature — this is not a general administrative VA search. Candidates without hands-on construction industry experience should not be presented. 2. Scope of Services The Recruiter will: Refine the search strategy — Review the attached Job Description with Client, confirm sourcing channels (Upwork talent pool, LinkedIn, construction-specific job boards, engineering communities), and agree on a screening rubric within the first [3] business days. Source candidates — Proactively identify and outreach to candidates matching the profile. Target pipeline: minimum [20–30] sourced candidates. Screen candidates — Conduct an initial written screen and a [15–20] minute video screen covering: Construction experience (project types, role, scope of responsibility) Civil engineering or construction management education/background Familiarity with procurement, bid leveling, and subcontractor coordination workflows Software proficiency (spreadsheets, project management/scheduling tools, PDF markup) English communication quality (written and verbal — role involves drafting emails, scopes, and invoices) Availability, time-zone overlap with Pacific Time, and rate expectations Administer a skills test — Client will provide (or Recruiter may propose) a short practical exercise, e.g., leveling three sample subcontractor bids into a comparison sheet and flagging scope gaps. Recruiter administers and collects results. Present a shortlist — Deliver [3–5] finalist candidates, each with: Resume/profile link Screening notes and video screen summary Skills test results Rate expectation and availability Recruiter's ranked recommendation with rationale Coordinate final interviews — Schedule finalist interviews with the Client and assist with reference checks ([2] references per finalist). 3. Deliverables & Timeline Milestone Deliverable Target 1 Kickoff call, agreed screening rubric, sourcing plan Day 3 2 Pipeline report (sourced candidates, response rates) Day 10 3 Shortlist of [3–5] screened finalists with skills test results Day 17 4 Final interviews scheduled; reference checks complete Day 24 5 Candidate selected / offer support Day 30 4. Screening Criteria (Pass/Fail Gates) Candidates MUST have: [3+] years of construction industry experience (GC, subcontractor, owner's rep, or engineering firm) Demonstrated experience with at least two of: procurement/buyout, bid evaluation, subcontractor coordination, construction scheduling, estimating, or invoicing/pay applications Strong written English and professional communication Reliable availability with willingness to work Pacific Time Strongly preferred: Civil engineering degree or construction management degree Experience reading plans and specifications (residential/multifamily a plus) Experience with construction PM software (Buildertrend, Procore, CMiC, or similar) and QuickBooks-adjacent workflows Automatic disqualifiers: Purely administrative/VA background with no construction exposure Agency accounts or candidates who did not personally perform the work described 5. Client Responsibilities Provide final Job Description (attached) and approve screening rubric Provide or approve skills test materials Respond to shortlist submissions within [3] business days Conduct final interviews and make the hiring decision 6. Compensation To be discussed. 7. Terms Replacement guarantee: If the selected candidate exits or is terminated for performance within [30/60] days of start, Recruiter will source a replacement shortlist at no additional fee. Confidentiality: Recruiter will not disclose Client's business details, candidate data, or compensation information outside this engagement. Ownership: All candidate data, screening notes, and test results become property of the Client. Non-circumvention: Client will not directly engage candidates sourced by Recruiter outside this SOW during the engagement and for 90 days after, except through this agreement.