Founding Recruiter

• Location 9520 10th Avenue South,Suite 150,Seattle, WA, 98108,United States
• Base Pay $70,000.00 - $85,000.00 / Year
• Job Category Recruiting, Fire Protection, Human Resources
• Employee Type Non Exempt - Full Time
• Required Degree High school
• Travel 20%
• Manage Others No

Company: Columbia Safety Services, LLC

Location: Seattle, WA — in-market required, not a remote role

Reports To: President & Chief Executive Officer (transitioning to Chief Operating Officer as the organization matures)

Bargaining Unit Status: Non-union

Incentive Eligibility: Uncapped per-placement bonus — see Compensation

Travel: Regional travel across Washington, Oregon, Idaho, and future markets as needed

Columbia Safety Services is the parent company of a growing group of fire and life safety businesses across the Pacific Northwest and Intermountain West:

• Columbia Fire, LLC — Seattle, WA
• Valley Fire Control, LLC — Albany and Newport, OR + Spokane, WA
• FFF Protection — Greater Boise, with an office in Nampa,

Our companies design, install, inspect, and service fire sprinkler systems, fire alarm systems, suppression systems, portable extinguishers, and the life safety equipment that protects people and property. We are a multi-state regional company that grows both organically and through acquisition.

Our approach is not quick flips or short-term gains. It is long-term stewardship, strong values, and building companies where people want to work. Our vision is simple and ambitious: becoming formidable.

We believe people are the foundation. When we invest in our employees, they deliver for our customers, and our customers sustain and grow the business. That is the cycle we are scaling — and we need someone to build the engine that keeps great people flowing into it.

Our core values guide how we operate:
Customer First, Grit, Effective Communication, Own the Outcome, Take Pride in the Work, and Do the Right Thing.

Every other hire we need depends on this one. We have identified dozens of seats across our operating companies over the next two years — field technicians, inspectors, fitters, designers, estimators, project managers, and division leadership — and today there is no one whose job it is to fill them.

Hiring managers recruit between service calls. We pay outside agencies 15 to 20 percent of first-year salary for contingent placements. Good candidates go cold while someone finds time to call them back. That is an expensive way to grow, and it does not scale.

This seat fixes that, and it comes first because it builds the capability that fills everything behind it.

This is a brand-new role. There is no established recruiting process, no pipeline, no applicant tracking discipline, and no playbook waiting for you. You are here to build all of it from nothing.

We will teach you our culture, our markets, our trades, and how we operate. What we cannot teach — and what you must already have — is the drive to create structure where none exists. You should be the kind of person who sees an empty whiteboard as the best part of the job rather than the intimidating part.

If you have spent your career executing someone else’s recruiting process, this probably is not your seat. If you have wanted to build your own shop — with real financial backing, a growing multi-state platform behind you, and uncapped upside — this is that opportunity.

• Design and stand up our recruiting function from scratch — sourcing, screening, interview process, pipelines, tools, and metrics
• Build durable pipelines for the trades: sprinkler fitters, alarm and suppression technicians, inspectors, and foremen
• Build durable pipelines for the professional side: designers, estimators, project managers, sales, and operations and finance leadership
• Go well beyond Linked In — build lasting relationships with trade schools, apprenticeship programs, union halls, veterans’ networks, transitioning military programs, and industry associations
• Select and implement the recruiting tools and tracking we do not yet have

• Fill our…