Client: SW Funk Industrial Contractors
Sector: Civil, Structural, Architectural Solutions for Industrial Facilities
Location: Virginia, West Virginia, North Carolina, South Carolina, Tennessee, Maryland, and Pennsylvania
Service Model: Recruitment-as-a-Service (RAAS) – Mid to Senior level appointments for US Construction

SW Funk is a US-based industrial construction company delivering complex projects across multiple states, primarily centred around Virginia. With multiple projects starting at different times, the business needed not just reactive hiring support, but a proactive and scalable recruitment solution that ensured a steady flow of qualified candidates ready to mobilise when required.

The Challenge

SW Funk’s hiring needs were ongoing and fast-paced, with demand for experienced foreman-level talent in a highly competitive market. Key challenges included:

• Shortage of skilled candidates with true industrial construction experience
• Need for candidates open to regional travel (within 4–5 hours of Richmond, VA)
• Inconsistent candidate pipelines aligned to project start dates
• A CRM database of 2,900+ candidates that required updating, cleaning, and re-engagement
• High volume of applications, many of which were not suitable
• Time constraints on hiring managers to review, screen, and qualify candidates

Our Approach

Through our Recruitment-as-a-Service (RAAS) model, we embedded ourselves into SW Funk’s recruitment function, with a strong focus on pipeline building, candidate engagement, and pre-screening.

The business needed a structured approach to build, manage, and maintain a high-quality talent pipeline.

• Pipeline & Talent Pool Development
• CRM Management & Data Clean-Up
• Candidate Engagement & Outreach
• Job Advertising & Application Management
• Screening & Qualification
• Market Insights & Hiring Strategy

Geographic Reach
Sourcing and engagement across: Virginia, West Virginia, North Carolina, South Carolina, Tennessee, Maryland, and Pennsylvania.

Results

• Built a strong, consistent pipeline of pre-qualified candidates aligned to project demand
• Created “ready-to-hire” talent pools, reducing time-to-hire when new projects launched
• Significantly reduced unsuitable applications reaching hiring managers
• Re-engaged and optimised an existing database of 2,900+ candidates
• Improved CRM data quality and usability for ongoing hiring needs
• Delivered a steady flow of interview-ready candidates through structured screening

The Outcome
By focusing on pipeline development, CRM optimisation, and thorough candidate screening, we transformed SW Funk’s recruitment process from reactive hiring to a proactive, pipeline-driven model.

This ensured that when new projects began, hiring managers had immediate access to a pool of qualified, engaged, and pre-screened candidates—saving time, improving hiring quality, and supporting ongoing business growth.