Key Points from the Episode 

• Recruiting is marketing: Ads should sell your company, not just list requirements.
   

• Culture fit matters: Skills can be trained, but values and attitude must align.
   

• Retention begins in recruiting: Position jobs clearly to reduce turnover.
   

• Use tools: Assessments, video interviews, and soft skills tests streamline hiring.
   

• Get creative: Relocation ads and lifestyle marketing help in rural markets.
   

• Costs matter: Unfilled positions cost more than structured recruiting services.
   

• Flat fee model: Talent on Tap offers a monthly fee per position rather than salary-based pricing. 

Finding and retaining skilled workers is one of the toughest challenges in the remodeling and home services industry today. In this episode of , Bob Vance sits down with Jody Underhill, founder of Talent on Tap, to talk about why recruiting isn’t just about filling positions—it’s about marketing your business to the right people. 

Jody brings a unique perspective. With a background in marketing, he transitioned into the recruiting world and has since helped businesses across the U.S. and Canada make more than 5,000 hires. His company doesn’t operate like a traditional applicant tracking system. Instead, he frames Talent on Tap as a “revenue workforce platform,” emphasizing how every hire has the potential to directly increase a company’s revenue. That shift in mindset is powerful for remodelers who often feel stuck when it comes to building the right team. 

Why Recruiting Is Really About Marketing 

One of Jody’s biggest insights is that recruiting is no longer just about posting a job opening and hoping for applicants. Today, companies must treat recruiting like marketing. Just as remodelers work with SEO consultants for construction firms to ensure their services reach homeowners online, they must also market themselves to potential employees. 

This means highlighting company culture, reputation, pay, benefits, and growth opportunities. Jody stresses that ads should showcase why someone would want to work with you—not simply list a checklist of requirements. In competitive markets where talent already has options, this mindset shift can make all the difference. 

Building Culture and Retention from Day One 

Another recurring theme in the episode is the importance of hiring for culture fit. Jody explains that skills can often be taught, but values and attitude are much harder to instill. He recommends tools like DISC assessments, soft skills tests, and even one-way video interviews to screen candidates effectively. 

What stands out here is the idea that retention starts in the recruiting process. By positioning jobs in a way that shows clear pay progression, growth opportunities, and a healthy company culture, businesses reduce turnover before the first day of work even begins. This is the same kind of long-term thinking that successful businesses apply when working with an —laying a foundation that pays dividends for years. 

Creative Strategies for Hard-to-Fill Positions 

Jody also touches on one of the hardest situations remodelers face: filling positions in smaller or rural markets. Here, creativity is essential. He shares how relocation-focused ads and lifestyle marketing can help attract candidates willing to move for the right opportunity. 

This approach mirrors how SEO consultants for construction firms tackle tough digital markets. Just as consultants might use targeted keywords, localized campaigns, and fresh content strategies to bring in leads where competition is high, Jody uses audience-focused recruiting tactics to bring in the right candidates where the talent pool is limited. 

The Cost of Waiting vs. The Cost of Hiring 

One of the most eye-opening parts of the conversation is Jody’s take on the cost of not hiring. Every unfilled role represents lost monthly revenue, and those numbers add up quickly. By investing in a structured recruiting process, businesses not only find candidates faster but also prevent revenue loss. 

It’s the same logic remodelers understand when investing in digital marketing. Hiring an SEO consultancy for construction firms may feel like a cost upfront, but the long-term value—consistent leads, stronger branding, and higher revenue—far outweighs the investment. 

FAQs About SEO Consultants for Construction Firms 

Why do construction firms need SEO consultants?
Because most homeowners begin their search for remodelers online. Without visibility, even the best companies miss opportunities. 

How do SEO consultants for construction firms differ from general marketers?
They understand the remodeling and home services industry—how customers search, what drives trust, and what differentiates remodelers in competitive markets. 

What results can I expect from SEO consultancy for construction firms?
Expect measurable increases in website traffic, more qualified leads, and long-term brand visibility that grows your reputation online. 

When should I hire an SEO consultant?
If your leads are slowing down, competitors are outranking you online, or you’re ready to scale your business, now is the time. 

Grow Your Business by Listening to The Home Remodeler Toolbox Today! 

Jody’s conversation with Bob Vance is full of actionable advice for remodelers who want to build stronger teams, reduce turnover, and see recruiting as an extension of marketing. His strategies mirror the same principles that drive success in digital marketing: clarity, creativity, and consistency. 

If you’re ready to rethink how you approach hiring, or you simply want to hear from someone who has helped more than 5,000 people find the right roles, . Listen to The Home Remodeler Toolbox Podcast today and discover strategies that could transform the way you build your business.