Clark Willcox

I help recruiters + consultants build and leverage their brand to attract more of their ideal clients (and candidates).

You didn't become successful by accident.

You got there by making more calls, closing tougher roles, and outlasting everyone who quit early. 

You built real skill, running great meetings, understanding the market, and delivering results that speak for themselves.

But today, being a high performer isn’t enough to get new business. Or even referrals.

The digital landscape is louder, more crowded, and full of “AI-first” recruiting agencies that look polished online but crumble once a real sales conversation starts. They don’t have your experience, your instincts, or your ability to run a consultative call.

You still win the meeting.

You’re just not getting enough of the right meetings.

That’s the real problem, not your ability, but your positioning.

Most top recruiters never learned marketing. Why would you? 

You were too busy billing. But in today’s market, authority is currency. And if your ideal clients don’t see you as different before the call, they assume you’re the same as every other recruiter DM’ing them.

That’s where I come in.

We’ve helped 100s of recruiters + consultants create consistent inbound demand, elevate their authority, and regain clarity and time.

You don’t need more tech.
You need a better strategy and likely someone to run it for you.

To get what you want which is...

Shorten sales cycles
Book more warmed-up calls
Increase client quality
Use their story, skill, and expertise as a competitive edge

In short, you stop chasing and you stop 

And we do the work for you, strategy, messaging, content, outreach, and systems.

No more pointless cold calling.
No more AI fluff.
No more tech stack collecting dust.
No more roles that were never going to close.

Your experience is your leverage.

I help the market finally see it.

How we can help:
Fractional Sales + Marketing: I run your entire inbound + outreach engine.
LinkedIn Sprint: A fast, proven campaign and content system.
Digital Recruiter Academy: Build a full-funnel recruiting business.
1:1 Coaching: Customized growth and positioning strategy.

“Every post I make, I get an inbound lead.” - Rachel Brown, Founder + PT Recruiter

A little more about me:

10+ years in recruiting and sales, door-to-door, agency, entrepreneurship. I’ve failed, rebuilt, and grown through every season. By the grace of God, I went from being orphaned to having a family of my own and a career I love.

Message me if you’re ready to market like a top performer, not a commodity.

Founder

Growth partner to solo recruiters and small recruiting agencies. 

Need to improve your LinkedIn presence + outbound/inbound approach?

Looking to train up your current crop of recruiters?

Looking to add candidates with potential and a training partner to help them achieve it?

Welcome to the Digital Recruiter

https://testimonial.to/recruiter-accelerator/all

“You guys are awesome and have taken a huge burden off of my shoulders.  Trying to build a business (unexpectedly) while navigating my husbands career demands, my family demands is majorly stressful. You totally delivered and I can focus on what I’m actually good at.”

Tara Rochelo, Founder, Four Corners Search

Let’s see how we can help:
https://calendly.com/thedigitalrecruiter/strategy

Who was cutting onions here? 

Watching this with my almost 1 and 3 year old boys, getting the oldest to do his first U-S-A chant when they won in OT… super fun.

Then team USA showed what brotherhood and being proud of where you’re from and not forgetting your missing brethren other families….

Waterwork city. 

Good one them for keeping Johnny Gaudreau’s legacy going and making sure his children know the positive impact he had. 

Having lost parents at a young age, pictures are a thousand words but the greatest gift is hearing stories from family and friends about who they were. 

God bless those kids 🙏🏼

Founder @ The Digital Recruiter || Fractional Sales + Marketing || We fix and create your business development engine so your prospects actually start responding to you

No alternative text description for this image

My man, Greg Fischer, CPP 👊 

This is all him btw. I gave him pointers and bumpers, but he is consistent with posting and engaging with his market. 

It's been incredible to witness and raises my own bar for staying consistent.

Your best performing post this month might have 6 likes.

Your worst might have 200.

Stop letting that confuse you.

Likes come from peers. Leads come from hiring managers.

And hiring managers are lurkers.

They read. 
They remember. 
They reach out when the timing is right.

The post that gets 8 likes and lands you a $40k search?

That's the goal.

Not the chase of a dopamine hit of a viral moment that attracts zero buyers.

Post for the right people, not the most people.

Founder @ The Digital Recruiter || Fractional Sales + Marketing || Your personal brand should bring you revenue, not likes.

LinkedIn > cold email if you're an established recruiter.

Here's why

Because you're competing with the kid who started his recruiting agency yesterday.

And is a killer at cold email. 

So whether he converts or not, he's in your prospects inbox (and the question is, are you? because deliverability is a whole other subject).

Meanwhile, the time investment and ROI on potential on LinkedIn is insane.

$200/month in tools

Organic content (ads are not necessary)

The right approach

More importantly - YOU are bringing a history of placements, wins and experience to the table. 

That's how you beat the cold email wizards. 

Ideally you have calls, emails, LinkedIn all dialed in.

But if you're picking one to optimize this year, leverage and have a predictable compounding effect.

You can't beat LinkedIn. 

System + Approach + Follow up + Consistency

"The market's been tough for all recruiters, right?"

No, not necessarily.

Is money falling out of the sky like 2021-2022? No. And if you thought that could last...

Come on now. Let's live on Earth together. 

What you're experiencing.

Companies being much pickier.

But they are still hiring.

This is a game of musical chairs. 

And you can level up, figure out the competition you're up against.

Don't rely on "what you've always done"

Learn how to evolve. 

AI is rampant? Get better at building rapport and relationships WITHOUT needing a referral. 

Always used to MPC but email slowed down? Figure out a new channel and approach.

Tried something and it didn't work? Try it for longer.

Or find someone that you resonate with more and try that approach.

Staying stagant and b*tching will get you exactly what you want.

Which is zero improvement.

Producers don't have time for a lengthy pity party. 

You get one night to sleep off a bad day. 


h/t Daniel Miller

LinkedIn has doubled their membership count this decade to over 1 billion. Guess how many people post per week?

3 million. 

They get 9 billion impressions weekly.

The opportunity is insane on here.

90% + people on here are lurking.

But it's a business platform.

Unlike other platforms where other topics blend in.

This is about solving business problems. 

What else could you ask for in a marketing opportunity? 

Target your specific ICP for $119/month with Sales Nav.

Post consistently.

No need for paid ads. All organic. 

The goldmine is sitting there for you.

If you're stuck on figuring it out, or other attempts have fizzled out.

We should chat. 

If you have doubts. Check out my recommendations.

"The best money I've ever spent in 29 years of recruiting." 

Now, that only happens when you show up, implement, work through the struggle/pain and keep going.

That's what Dan Regovich did. 

Used to referrals and the "old way of doing things" but that wasn't enough anymore.

The system and approach was good but not enough. Anyone can sign up for automation or make some posts.

We focused on the follow up. 

What are hiring managers reacting to right now in 2026.

There's way more competition than 20 years ago. 

Understanding the landscape and reacting accordingly is critical. 

That's what leads to conversions. 

And the text that Dan sent me today.

"Top of funnel is full."

Music to my ears

My friend + hiring expert Greg Fischer, CPP is kind enough to host a free webinar in the Digital Recruiter Academy....

March 11th at 12:30pm EST. 

It's free.

You just have to be in the group to get access.

Niche or don't niche? Really what you want to know is, what do people who don't know me need to see? Here's the shift you need to make....

Own your lane...don't defend it. 

The Digital Recruiter clients come in, own a lane, and go for it, get the results they want.

The people we don't work with. They waffle on a lane, are worried about having prospects tune out.

I've seen this paralyze recruiters that have relied on referrals for years. They turn to cold outreach and get frazzled. 

Worry about people that aren't relevant. 

Those prospects are almost always the ones not worth chasing. 

Stop trying to convince about prospects that will never buy.

Understand your strengths. 

Get clear on the type of business you want more of. 

And unapologetically go after it.

"We closed a $35k fee and have a $40k offer out thanks to your candidate messaging and sequence for LinkedIn." - nice voice memo to start the day with. the catch? 

"But the sales side is still TBD"

And that's fairly normal. When you're use to the cold email/call game, it can be an adjustment navigating LinkedIn and doing more rapport building.

Candidate outreach almost always clicks first. The service is free on their side, so fixing messaging to resonate more with their incentives changes their behavior quickly into what you were always looking for.

Client side? They need a bit more time to earn that trust. And that's where consistency comes into play.

Trying different wants to open up conversations. Finding ways to add value without just needing an open role.

Having "feel" is a critical part of becoming better at biz dev. When the immediate opportunity doesn't present itself, how do you approach it? 

Improving your systems and approach on the candidate side = more opportunity to get the time and reps on mastering biz dev.

What's you get all that in place, you become dynamic, and you always know how to "catch your own fish."

That's when $35k and $40k doesn't just happen on a good week, but it happens over and over again.

Month 2 to Month 3 of content for a client.

Most recruiters quit at month two.

The feed feels quiet. The replies are slow. The likes aren't coming.

So they stop.

And they never find out what month 3 or 4 looks like. Let alone month 9 which is when I finally started getting double digit likes (yet I got leads in month 1)

Here's what I've seen over and over...

the breakthrough almost never comes when you expect it.

It comes from the post you almost didn't write.

The follow-up you almost skipped.

The campaign you almost turned off.

Stay with it longer than feels comfortable.

That's where the pipeline is.

Texas is in the house today. Got some gold to share with y'all TSRSA in about 90 minutes. Even if...

...there's a missing L in Willcox 😂 I hold no grudges

Join us on February 26th for an insightful session with Clark Willcox:
“Building a Consistent Recruiting Ecosystem”

Clark brings over 12 years of sales and recruiting experience, starting his career at Aerotek, the largest privately held staffing company in the U.S. Today, he owns and operates Digital Recruiter and Digital Recruiter Talent Group, helping firms build scalable, repeatable recruiting systems that actually work.

If you’re looking to:
✅ Create consistency in your recruiting efforts
✅ Build systems that support sustainable growth
✅ Align sales, recruiting, and digital strategy. You won’t want to miss this session.

🔗 Connect with Clark Willcox

Register now: https://lnkd.in/gWAbCuZ4 

#TSRSA #RecruitingLeadership #StaffingIndustry #RecruitingEcosystem #TalentAcquisition #ProfessionalDevelopment
Jessica Wheeler Judy Collins Nancy Martinez Beth Hammond, CTS Gayle Tapps Mike Lejeune Tiffany Wallace Ui Culbertson Chris Myers Dana Laramore, CPC

"How do I come up with content?"

Here ya go....

Does your ideal client read it and think,

“Yep. That’s exactly what I’m dealing with."

That's it. The best part...

You already have this content.

It’s inside your all your discovery and client calls.

For example...you ask a hiring manager,

 “Have you worked with agencies before?”

They say yes. You ask, “What went wrong?”

They say, “They just sent resumes.” or “They didn’t understand our product.”

That’s a post.

Or when HR says, “We don’t use agencies.” Instead of pushing back, you think,

“That makes sense, until a role sits open 4 months and delays your roadmap.”

That’s a post.

Or when they push back on fees and you ask, “How much revenue is delayed because this role isn’t filled?”

That’s a post.

Content that sells is translating real conversations into teaching moments.

It's explaining what you see.

That’s what builds authority, inbound leads and increased replies in your outreach.

Keep It Human in the AI Era

AI is everywhere in recruiting right now.

But here’s the real question we got into on our latest episode:

How much of the human aspect are we pulling out when we lean too hard on automation?

Michael Malinowsky, Director of Recruiting at Lean Synergy Solutions, started his recruiting career in the U.S. Army. 

In the military, recruiting meant hunting.
-Finding people where they actually are
-Thinking outside the box
-Building real relationships
-Earning trust with candidates and families

That mindset carried over to the agency world.

We talked about the difference between the art and the science of recruiting. The science is KPIs and numbers. The art is reading people, building relationships, negotiating based on what someone actually values, and caring enough to personalize every touchpoint.

One line that stuck with me:
“Keep it human. Don’t forget there’s a living, breathing person behind every resume.”

In a world where filters auto-reject candidates in seconds and messaging can be written by a robot, the recruiters who win are the ones who personalize their outreach, take time to actually review resumes, focus on fit, not just keywords, and build relationships that help with retention and negotiation

We also got into his “humanity audit” idea, reviewing auto-rejections and asking whether filters are set for compliance instead of potential.

If you’re a recruiter trying to balance AI with authenticity, or a hiring manager wondering why great people slip through the cracks, this conversation is worth your time.

You can listen to the full episode here:
YouTube: https://lnkd.in/gFKD_w9M
Spotify: https://lnkd.in/gvm7n9jM
Apple: https://lnkd.in/gW9PvRE7

Open article: Digital Recruiter Podcast by tinyurl.com

Client just starting posting. Got a 70 likes, 20kimpressions. She couldn't believe it. Hiring managers engaging with her and her profile. The previous posts?


1 like
2 likes
1 like 

Not surprising, she focuses more on HVAC side of things. But this is why we scheduled out her first 3 weeks.

So she didn't have time to overthink and stay on the sidelines.

You can't get the wins if you don't play.

Enjoy the weekend 🥂

The moment your outreach starts generating conversations is the moment you stop doing this...

You HAVE to stop making it about you.

Every cold message that talks about your agency, your process, your passion for recruiting?

Ignored.

Every message that shows you understand their hiring pain, their timeline, their frustration with the last three agencies they tried?

That one gets a reply.

Hiring managers aren't waking up on a Monday looking for another agency recruiter that gives the same promises as the one that's currently not delivering for them.

They're looking for someone who actually gets it.

Be that person first. 

Sell second.

8 months. Target Market = AEC. 

Dozens of candidates for MPC.

Multiple MPC placements from inbound.

People in all industries are lurking on LinkedIn. 

Some will reach out right away, more will reach out later as you earn their trust and respect. 

Coolest part is the text I got earlier this year from this client paraphrased as...

"I'm ready to scale this up, not just have a lifestyle business"

That's what happens when you have confidence in your system and approach and have us to help you stay accountable.

The fun work is just beginning.

Guaranteee way to have BD fall off? 

I see it all the time.  

Stop doing BD. 

Wow. Game changing truth right? 

Question is, how can you stay coincident will working on roles.

1) content
2) connections

3/5 posts per week

Send 100-200 connection requests per week to your target market.

Can’t get results if you don’t have anything running. 

Then have to make sure it’s good. 

If you get stuck here, that’s when you need help.

And when we should talk.

Here are my favorite post metrics.


A static text post (no graphics, no hashtags, etc)

15 likes

3-5k impressions. 

Why?

If you're connecting with your ideal market every day, this is the sweet spot.

It means they are reading your content

It means the hook was solid. 

And you likely tapped into a real pain point they are feeling. 

That's how you resonate and become top of mind.

Now, if you scale those numbers with the same quality of content...great.

But it is not a must have to have a success organic content strategy that drives leads and revenue.

"The outreach worked so well I couldn't even use the content."

That's what I call a "good problem."

Ok but let's dig in as to why.

Offer is strong. Consultant for a specific niche. The need for her solution is scorching hot right now. 

Knows her industry in and out. 

Natural at building rapport. Not afraid to network.

Understands how to demonstrate value in setting up and running meetings, without always focused on closing a sale.

Everyone is getting pitched to daily right now.

Building a strong pipeline is about knowing where your valuable to your ideal market.

And demonstrating that consistently, while always adding new potential leads to your eco system.

Then you get maybe get to the place where it's too much.

That's how you create "good problems"

After having experienced the adventure of a lifetime in the Gran Chaco Desert of Bolivia, I found myself seeking out how to apply my passion for connecting individuals with opportunities that better their lives.  Through a great friend, I stumbled into the world of "Process Improvement for Manufacturing".  I taught manufacturing teams how to take data they were already collecting and decipher it to read their "shop floor story".  In short, my goal was to show them how they could identify process improvements and improve quality.  I learned from this, however, that regardless of the RIGHT processes being in place, if you don't have the RIGHT people in the RIGHT positions, ultimately you don't move in the RIGHT direction!

This led me in 2009 to ROLINC Staffing (I stumbled into this industry like most professionals in the "staffing world" have) to launch a new niche - recruiting for "Skilled Trades in Manufacturing".  Shortly after starting, one day my wife asked what I thought about the switch in industry I had made.  My response was "either I have made the biggest mistake of my life OR...this will be wildly successful"!  I live to tell the tale that thankfully it was the latter!  I wake up excited (no...literally, people that have been around me in the morning find it obnoxious) everyday to meet with our clients, listen to their stories and learn about their challenges, and through creative planning, overcome the challenges they face.   I and my team are all about connecting the RIGHT people with the RIGHT organizations based on what is RIGHT for all the parties involved.  To meet the demand in our market, my role has expanded to helping train/prep our "next gen" of problem solving recruiters!  

In July of 2021, I was blessed to have the opportunity to finalize the purchase of ROLINC Staffing from our founder and amazing leader, Bob Bidwell.   I am humbled to be afforded the chance to help our company grow to the next level!

Outside of work, you will find me riding horses, hiking, running  working out, working on my farm (alfalfa, chickens, livestock, etc), and involved in the Aurora/Denver community, including pastoring a church which is like my second family.  "Play hard or go home" is my theme...

adrian@rolinc.com
www.rolinc.com

Adrian Dominguez

In 2009, I walked into ROLINC Staffing & Search  with confidence on the outside…

…and absolutely no clue what I was doing (true story)

No network.
No staffing experience.

Just an opportunity to launch a division focused on recruiting for skilled trades in manufacturing.

About a month in, I came home after a full week of calls that produced one big result:

A goose egg.

I remember sitting there thinking,
“What did I just get myself into?”

My wife looked at me and said,
“You’ve got this.”

She believed in me before I believed in myself.

Since then, the road has taken me from business development…
to division manager…
to COO…
to eventually purchasing the company.

Have I failed? More times than I can count.
Have my instincts been wrong? Absolutely.
Have I learned? Every single time.

Here’s what 15+ years in this industry has taught me:

• Failure is tuition. Pay it. Learn from it.
• Skilled tradespeople are more valuable than ever — and the market is finally starting to reflect that.
• Surround yourself with people who believe in the mission — not just the margin.
• Money isn’t the destination. It’s the vehicle to build something meaningful.

We’ve helped place thousands of trades professionals over the years — machinists, fabricators, maintenance techs, engineers, concrete finishers, electricians, low-voltage, cabling techs, superintendents, etc… — people who keep this country running.

That’s what makes this work matter.

I’ve been nostalgic lately — grateful for the clients who trusted us, the career seekers who bet on us, and the team here at ROLINC who shows up every day to do this the right way.

The journey wasn’t linear.
It wasn’t glamorous.
It definitely wasn’t predictable.

But it’s been worth it.

And we’re just getting started.

Here’s my question for you:

What’s something you stepped into before you felt ready — and how did it shape who you are today?

Let’s hear the stories.

Adrian Dominguez, CSP

CEO at ROLINC Staffing || We help manufacturing, construction, & industrial service companies transform their teams || Speaker of the House (2024-Present) & Former President (2019-2023), Colorado Staffing Association

Grateful for the opportunity to serve as keynote speaker at Colorado Christian University ‘s “SyncedIn Senior Sync Night” for the upcoming graduating class there at CCU.

Standing in front of students who have endured late nights, summer jobs, tight budgets, and exam after exam — yet still carry a desire to make a difference — gave me tremendous hope for the future of our workforce.

These graduates are not entitled.
They are resilient.
They are thoughtful.
They are ready.

I was able to share from both sides of my journey — ministry and business — and remind them that career paths are rarely linear. They take unexpected turns. They don’t always follow the direction we planned. But often, those unexpected turns are what shape our character and sharpen our calling.  

After all, in 2004 I left for Bolivia, South America thinking that foreign mission work would be my life long venture - this is why IDENTITY comes before INDUSTRY…you have to know your identity is not in your career - the career is the vehicle, NOT the destination! 

We talked about being:

CALLED.
ENABLED.
SENT.

Sent with purpose — not just to earn a paycheck, but to bring light, integrity, and excellence into the marketplace.

We also addressed the real gaps that exist between:

• Education & Workforce
• Expectation & Reality
• Confidence & Competence

And how humility, coachability, & focus on CHARACTER and “WHO I AM BECOMING”, and not just “WHAT I AM ACCOMPLISHING”, are ultimately what close those gaps.

Proud of the team from ROLINC Staffing & Search  who showed up to support the event — and excited that we get to continue investing in these students at the CCU job fair this week.

The future is bright.

And it was an honor for our ROLINC team to play even a small part in supporting their next step.

There are days you feel like doing the work…


And there are days you don’t.

The difference between growth and regret is what you choose on the days you don’t.

This morning was a reminder.

Whether it’s:

• Having the hard conversation in your business
• Making an uncomfortable adjustment to your strategy
• Addressing something at home you’ve been avoiding
• Or getting up early to train when the bed feels better

The principle is the same.

You either experience discipline now…
Or you experience consequences later.

You either embrace temporary discomfort —
or you pay long-term interest on avoidance.

There’s no way around the challenge.
Only through it.

In a meeting today with a very special individual, I was reminded that the things we resist most are often the very things that restore control to our lives.

You don’t do hard things because they’re pleasant.

You do them because they’re right.
Because they align with your values.
Because they protect your future.

The workout.
The conversation.
The correction.
The pivot.

When you face it headfirst, you take the steering wheel back.

Do the right thing today.
It pays tomorrow.

#Leadership 
#Discipline 
#Growth 
#FaithAndFitness

You can’t recruit skilled trades from behind a desk.

You have to make time to be in the field.

In machine shops.
In fabrication facilities.
On construction sites.
Walking production floors and talking to the people actually doing the work.

Recently I met with an HR Manager at an aerospace machining company who said something very honest:

“Recruiting is my least favorite thing… it’s hard to get a stranger who doesn’t work for you to follow the appropriate channels of action.”

And she’s right.

Recruiting is hard.

But that’s where a good partner comes in.

Here at ROLINC Staffing & Search we take on the part many leaders don’t enjoy — because we love it!   

The conversations.
The networking.
The relationship building.
The “food pushing” (part of my culture 🇵🇷 😉) 

So HR leaders can focus on what they do best: building great teams and great cultures.

If recruiting is the part that drains your time and energy — let’s connect.

Last week, a newer partnering client sent us an email that stopped me in my tracks.

It said:

“You can’t tell the whole story from a résumé.”

They were referencing a few candidates we had submitted.

On paper?
Both had what many would call “red flags.”

• Employment gaps
• Short tenures
• A few pivots that didn’t look perfectly linear

In a traditional resume screen, they likely would’ve been discarded.

But instead of filtering them out, Lauren Grimmer, CSP  did what recruiters are supposed to do:

She picked up the phone.
She asked questions.
She listened.
She learned the story.

What looked unstable… was actually resilience.
What looked inconsistent… was adaptability.

And because our client was willing to lean in — instead of lean away — they requested interviews with both.

That’s the difference maker.

Technology is helpful.
Applicant tracking systems are efficient.
AI can sort keywords.

But human beings interacting with human beings?
That’s where real hiring decisions are made.

If you want the best candidates, you need people on your team who are willing to invest the time to understand the story behind the résumé.

Because the best talent doesn’t always look perfect on paper. 💪 

Sometimes it just needs someone willing to read between the lines.

And when you do?

You don’t just fill roles.

You build teams.  

Looking to build your team in #skilledtrades?!   Let’s chat 💬! 

#Staffing 
#Recruiting 
#Leadership 
#Hiring 
#HumanConnection

Comparison is one of the quietest threats to leadership.  I think the newfangled idea of “imposter syndrome” is, in part, just a new glaze over an old problem… COMPARISON!

In business…
In fitness…
In ministry…
In life…

It whispers:
“Why aren’t you further along?”
“They’re growing faster.”
“They’re doing more.”
“You’re behind.”

But comparison is dangerous for three reasons:

1️⃣ It distorts reality.
You’re comparing your behind-the-scenes to someone else’s highlight reel. You don’t see their cash flow strain, their turnover issues, their sleepless nights, their personal sacrifices.

2️⃣ It kills gratitude.
You can’t be thankful and envious at the same time. The moment comparison creeps in, you stop stewarding what you’ve been given.

3️⃣ It distracts from execution.
Energy spent measuring yourself against others is energy not spent improving your systems, developing your people, and serving your customers.

In staffing, I’ve seen this play out over and over.
Firms obsess over what competitors are billing… how many recruiters they have… what markets they’ve entered.

Meanwhile, the firms that win long term?
They focus on:

• Quality conversations
• Consistent follow-up
• Deep client relationships
• Incremental improvement
• Playing the long game

Growth built on comparison is fragile.
Growth built on conviction is durable.

Instead of asking, “How do we stack up?”
Ask, “Are we better than we were last quarter?”

Instead of chasing someone else’s scoreboard, build your own!  

There’s nothing wrong with healthy benchmarking.
But there’s everything wrong with letting comparison steal your confidence, your clarity, and your calling.

Stay focused.
Stay disciplined.
Run 🏃‍♂️ YOUR race.

That Denver skyline never gets old. 🌆

Every time I look out over it, I don’t just see buildings.
I see welders.
Electricians.
CNC machinists.
Project managers.
Maintenance techs.
Fabricators.
Engineers. 

I see thousands of careers launched.

Years ago, someone told me: “When you see cranes popping up over a skyline, it’s a sign of opportunity.”

In Denver, we’ve seen a lot of cranes.

Since 1993, we’ve been Denver born and bred. And over the years, we’ve had the privilege of placing thousands of skilled trades professionals into roles that quite literally shape skylines — here in Colorado and across the country.

But what matters even more than the skyline…
are the dinner tables.

The moments when a mom or dad shares the good news:
“I got the job.”
“The raise came through.”
“We’re going to be okay.”
“This is the opportunity I’ve been praying for.”

That’s why we love what we do.

Yes, we’re proud of the buildings.
Yes, we’re proud of the growth.
Yes, we’re proud of being rooted in Denver while supporting projects nationwide.

But here at ROLINC Staffing & Search we’re most proud of the lives changed behind the scenes.

Opportunity isn’t just steel and concrete.
It’s people.

And we’re grateful to play a small role in building both — here in Denver and across every skyline we touch.

Congratulations to the USA 🇺🇸 men’s hockey team…
Beating Canada 🇨🇦 in overtime is no small feat…

Both teams fought valiantly, but as is the case in life, not everyone can win all the time… 

Someone takes the gold, and last night it was the US team that did so…

One big takeaway?!   (PS… the big Takeaway has nothing to do with politics. I think generally speaking, these players are not playing for politics but for love of the game and for love of country.)

What caught my attention was that the team that took the gold was not the one that out shot the other team…

Canada - 42 shots 
USA - 28 shots 

In other words, it’s not just about volume. 
Winning is all about alignment…

Whether you are a recruiter filing a role or you are a leader building a team, one of the biggest mistakes that is made is considering that winning comes down who has taken the most shots..

Who made the most noise…
Who made the biggest splash…

Especially in this current age of social media…

But it’s not about who is the loudest, nor is it about who sends the most resumes, schedules the most meetings, etc., but rather…

It’s all about alignment and accuracy!

If you aim to win this week, remember the history making efforts of the USA men’s hockey team… 

Aim for alignment, not noise…

The results may not be overnight, but eventually the celebration 🎉 will come… 👏

The skilled trades market is 🔥 right now.

And it’s not just about projects getting built.

It’s about young lives and the future of our workforce getting built!

We recently partnered with a custom fabrication facility here in Colorado. They were hiring for a field welder — solid opportunity, strong team, long-term growth path.

We sent over a candidate we absolutely loved.
Sharp.
Hungry.
Skilled beyond his years.
The kind of young man you just know has a bright future.

There was only one challenge…
He wasn’t 21 yet — which is a requirement for their field welders (and rightfully so).

It would have been easy to say, “Circle back in a year.”
But that’s not what happened.
Because this company saw what we saw.

They leaned in.
They made a move.
Instead of passing, they offered him a role in the shop — giving him a chance to develop, grow, and prepare for the field when the time is right.

That’s leadership.
That’s vision.
That’s how you build the future workforce.
The trades are hot — but the real opportunity isn’t just in filling today’s opening.

It’s in grabbing hold of the next generation when you see it.
At ROLINC Staffing & Search, this is what we’re all about:

Spotting high-character, high-potential talent
Partnering with companies who think long-term
Changing lives through skilled trades careers
The future of manufacturing and construction belongs to companies willing to invest in young talent early.

If you’re building your team for the future — not just the next quarter — let’s connect!

#skilledtrades
#welding
#heretohelp
#teamrolinc

Some wins just hit different...


This week, we presented a Field Service Technician with a very specific skill set to one of our partner clients in the energy sector — heavily supporting the booming data center space.

The client knew exactly what the candidate was asking for in hourly pay.
They could have met it.
They could have negotiated it.
They could have tried to “save” a few dollars.

Instead?

They looked at the market.
They evaluated his skill set.
They understood his value.

And they offered him 15% MORE per hour than he asked for.

That’s the kind of client we want to work with, because that's the kind of client that GETS IT!

In a market where skilled trades talent — especially in energy and data center infrastructure — is becoming more and more critical, this is how you build loyalty from day one. You don’t win long term by squeezing talent. You win by recognizing value and rewarding it.

It also speaks to the power of strong representation. 
Arianna Dominguez did an outstanding job clearly communicating this candidate’s value proposition up front. We didn’t have to push. We didn’t have to negotiate hard. The groundwork was laid the right way from the beginning.

Well done, Arianna. 👏

Moral of the story:
If you want to attract and retain top-tier talent — know your market and pay people what they’re worth.... you don't always win by negotiating down...sometimes, the WIN comes from moving them UP!

There’s a special kind of feeling you get when you walk into a client’s facility just to “check in” on someone your team placed a year ago.

This week, we did just that.
We asked the hiring manager about some team members we had supported adding there with them last year.

While he had positive things to say about a number of them, he leaned back in his chair… smiled… and said about "Conrad":
“My fabrication / welding lead came to me and said, ‘In a year, this kid is going to surpass me in skill.’”

Let that sink in.

There is nothing better than your client bragging on someone you placed.

Not because it makes us look good.
Not because it validates the deal.

But because it means:
A young tradesman is growing.
A team is getting stronger.
A company’s future just got brighter.

That’s the best feeling in recruiting.

Moments like this are a testament to the power of listening — our team ROLINC Staffing & Search really listening — to our clients’ skill gaps, culture, leadership style, and long-term vision.

It’s not just about filling a welding seat.

It’s about aligning:
✔️ Skill deficits
✔️ Culture fit
✔️ Leadership expectations
✔️ Growth trajectory
…with the right talent in the market.

When that alignment is right, the results speak for themselves.

This is why we love the trades.
This is why we love manufacturing.
This is why we do what we do.

Because a year later, when the shop lead says, “He’s going to surpass me,” you realize you didn’t just make a placement.

You helped build the future!   

#buildthefuture
#skilledtrades
#ilovemyteam
#teamrolinc
#makingadifference

None of us are guaranteed today.



That thought hit me while watching the sunrise this morning.

Every day we wake up, we step into something uncertain.

Deals may happen.

Problems may appear.

Plans may change.

Life — and business — are full of unknowns.

But one thing I refuse to believe is that we are just random clumps of molecules drifting through the universe.

We’re here with purpose.

Purpose to build.

Purpose to lead.

Purpose to create opportunity for others.

In my world, that means helping people find work that changes their lives… helping companies build teams that move industries forward… and doing my small part to leave things better than I found them.

Leadership isn’t just about hitting numbers or closing deals.

It’s about recognizing that our work impacts real lives — families, futures, and communities.

So today I’m excited.

Not because I know exactly what will happen.

But because I’ve never lived this day before.

And that means there are opportunities waiting that none of us can see yet.

Let’s go make the most of it!

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The Battle

Clark Willcox

Adrian Dominguez

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The Battle

Clark Willcox

Adrian Dominguez

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Performance Score.css-goub6s{font-size:var(--chakra-fontSizes-md);font-weight:500;color:var(--chakra-colors-gray-600);display:block;margin-top:var(--chakra-space-1);}Clark Willcox's LinkedIn Performance

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