Role pages
Every trade role gets a page covering its location, pay range, start date and daily work.
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Recruitment Website for Tile Installers
A recruitment website for tile installers presents each crew role clearly, takes applications from a phone on a job site and sends every applicant to the right lead. SIZ Group builds it so a busy owner or HR manager can fill a setter or helper role without chasing texts.
01
How hiring for tile crews works today and where it stalls
Most tile contractors fill roles through word of mouth, a sign on a truck and a posting on a general job board. A call from a friend of a current installer may turn into a start date, while a posting with no pay detail gets ignored. The hiring process rarely has a single owner, so roles stay open while the crew works overtime.
The stall points are predictable. An applicant texts a photo of a resume to the owner, who forwards it to the lead, who forgets to reply. Interviews get scheduled on a job site, and a candidate who worked a day for a competitor may never hear back. Each open role takes more effort than it should because nothing is tracked in one place.
Good tile setters are scarce, so response speed matters on any tile installer hiring site. A candidate who sees a clear role page, a pay range and a short application form is more likely to finish the process than one who has to message three people first.
02
How tile installers search, compare and decide on a job
Tile setters and helpers usually search by trade and location, then compare each tile setter job application on pay, travel distance, the type of work and whether the company has steady hours. Many have worked for several crews, so they know how a site is run and whether the lead is organized.
They also compare how the company shows itself online. A page that lists the kinds of tile work, the typical job, the tools supplied and the training offered signals a company that respects its installers. A page with a single phone number and no detail sends most good candidates elsewhere.
For this project that means each role page should answer the practical questions first: where the job is, what the day looks like, what experience is expected and how to apply from a phone in a truck.
03
Launch scope versus phase two
The first release should cover the role pages, tile helper job listings, a short application form with a photo or file upload, routing to the right lead and an automatic receipt. Those four parts fill most open positions and remove the copying between text threads and a spreadsheet.
Later phases can add an apprenticeship page, a referral form for current crew members, an onboarding checklist and a page for past installers who want to return. They should follow once the core flow is steady.
Scope is agreed in writing before build. New requests from the team join a costed queue, so the hiring page stays focused.
What you get
Key features
Mobile application form
A short form takes contact details, years of experience, tile types and availability, then accepts a photo or file.
Lead routing
Applications go straight to the lead who hires for that trade and area, so nothing sits in a shared inbox.
Automatic receipts
Applicants get a clear message the moment they apply and know that a lead will be in touch.
Stage updates
Candidates receive short emails as their application moves forward, without promising dates the company may miss.
04
A step-by-step walk through one applicant's journey
A tile setter searching for work on a phone finds the role page for a crew lead position. The page shows the job location, the type of projects, the pay range and the start date, plus a clear apply button. The page loads quickly on a mobile connection, and nothing requires a login.
They tap apply, enter their name, phone number and email, and select years of tile experience and the types of tile they have set. The form also asks about availability and the job types they prefer. They upload a short photo of past work or a resume, then submit.
Installer crew applicant routing puts each application in the right queue, tagged by role and location, and the lead sees it in a list rather than a text thread. The applicant receives a message confirming receipt and when a lead will contact them, with no promised date. A status update follows each stage, so the candidate does not need to chase.
05
Fitting in with the hiring tools tile contractors already use
Many tile contractors post roles on Indeed and keep schedules in a field service tool such as Jobber. Some use a simple applicant tracker such as Workable. The recruitment website should connect to whichever system the company already runs, so each applicant is entered once and visible to the right lead.
We would confirm what each platform can accept from an outside form before promising a connection. Where a direct link is not available, applications can be emailed to a single recruiting inbox with a tag for the role. The first release should work even if no integration is possible.
- Role pages checked for pay range, location and start date before publishing
- Applications tagged by trade, area and role, then sent to the lead who hires
- Automatic receipt sent the moment an application is submitted
- Status updates at each stage, with no promised dates
06
The numbers that show whether applicants are arriving
Count applications for each open role and set that against the pre-launch figure. More qualified applicants per role means the page is doing its job, and fewer roles staying open for long stretches is the outcome the owner cares about most.
Track how long an application waits before a lead calls, and what share of applicants make it to an interview. Count how many applicants stop halfway through the form, since that points to a long or confusing step. Early departures of new hires are worth tracking too, because a clear role page sets better expectations.
Sit down with the owner monthly to read these figures. If a role keeps attracting weak applicants, the fix is usually the role page, so we would revise that page with the lead before changing anything else.
- Applications per open role, compared with the pre-launch count
- Time from application to first call with a lead
- Applicants who stop partway through the form, reviewed monthly
- New hires still on the crew after their first assignments
Can applicants apply without creating a website account?+
Yes. The application needs no login, which matters for a setter who is on a job site with a phone. The company can still keep a record of each applicant and remove it on a set schedule that counsel approves.
What questions are we allowed to ask on the application form?+
Keep questions tied to the job: experience, tile types, availability and any licenses the role requires. Avoid questions about age, family status or other protected traits. Your attorney should review the form for the states where you hire.
Do you handle job board posting for us?+
The website is your own listing and application page. Posting to outside job boards is a separate step, and we can connect listings to a feed where a board allows it. We would confirm the options during the scoping call.
Will the site support an apprenticeship program?+
That fits a later phase. An apprenticeship page with its own requirements and contact route can be added once the core role pages are working.
How much does a recruitment website cost?+
Websites range from $300 to $2,200, depending on scope. Role page count, routing rules and any hiring tool connection move the figure most.
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