Great people. Great employers. One connection.
Vigilance connects tradespeople in every trade across the United States with the employers who need them. Tell us the work you love and how far you'll drive, and we'll show you the recruiting areas that fit — distances are measured to the center of each area, so a specific worksite may be a few miles either side of the range you pick. No account. No login wall. Just jobs.
For Job Seekers
Find the work you were built for
Three ways to explore — pick the one that fits you. Every path uses the same location and filters, and every filter does exactly what it says.
Step 1 — Where are you, and how far will you drive?
Set this once and it applies everywhere on this page — the dream-job search, the categories, and the full list. Pick a range and only recruiting areas whose centers fall within it are shown. Jobs are grouped by recruiting area; distances are measured to the center of each area, so a specific worksite can sit a few miles either side of the number shown.
How far are you willing to drive?
Your range applies to recruiting areas, not exact worksites: only areas whose centers are within your range are shown, and a specific worksite may be a few miles inside or outside it. Choose "—" only if distance truly doesn't matter to you.
Start with your dream job
One button. Type what you love — the matching roles appear right here as you type, in recruiting areas whose centers are within your drive range.
Tap the button — no sign-up, no cost, takes ten seconds.
Browse by trade family & specialty
Tap a trade family to open its specialties — each specialty is a real occupation we recruit for — then tap a specialty to see only its roles, in recruiting areas whose centers are within your drive range.
Search all jobs
The full list — search it, filter it, sort it, find yours.
Get job alerts
No account, no password, no spam. Tell us who you are and what you're looking for — your current search on this page is attached automatically — and we'll email you when employers start hiring for roles that match.
One thing to know about distances: they're measured to the center of each recruiting area, so a specific worksite may sit a few miles either side of the range in your alert match below.
For Employers
Hire proven tradespeople — no fee unless you hire
Vigilance recruits on contingency. You interview screened candidates and pay only when one of them starts working for you — and every placement is backed by our 90-day replacement guarantee.
Only when you hire
The standard fee is 20% of the hire's first-year salary, within a 15–25% range depending on the role and set by your signed agreement — invoiced only after your new hire starts. No retainers, no upfront cost, no fee if you don't hire.
Free-replacement guarantee
If a placement leaves or doesn't work out within the first 90 days, we find a replacement at no additional fee.
Screened candidates
Every candidate passes our screening criteria — license and credential verification, experience checks, references — and every placement carries the candidate's written background-check authorization, on file for the employer's pre-start check.
Why shops hire through Vigilance
Contractors lose weeks to no-shows, unlicensed applicants, and job-board noise. We do the hunting and the vetting, so the people you meet are ready to work.
- Candidates matched to your trade, metro, and license requirements
- Defined screening criteria and a scored interview on every candidate
- Identity, credentials, and references verified before you're introduced
- Background check before start — run by you as employer of record, with the candidate's written consent already on file
- Email-first process that respects your time — no sales calls
Request candidates
Tell us who you need. We'll reply by email with next steps and candidates who match.
You owe Vigilance a fee only if you hire a candidate we present: under our standard agreement, 20% of the hired candidate's first-year salary (15–25% depending on the role and your signed agreement). If a placement leaves or is terminated within 90 days of starting, Vigilance will provide a replacement at no additional fee, as described in the signed agreement. You are the employer of record and make all hiring, firing, pay, and workplace decisions. If you run a formal background check on a candidate, you are responsible for your own compliance with the Fair Credit Reporting Act and other applicable law. Beyond the replacement guarantee in the signed agreement, Vigilance does not guarantee any candidate's performance or how long a placement will stay.
Roles we fill
Every trade family Vigilance recruits for — each one broken into its own specialties in the job list above, from helper and apprentice through lead, foreman, and master.
Employers are verified before any candidate is presented
Before Vigilance presents any candidate, we verify the employer: its state business registration, its contractor license where the trade requires one, a real business address, and that the person signing for the company actually works there. An employer that cannot be verified receives no candidates.
Partners
Know good people? Get paid for the introduction
Vigilance grows through word of mouth — and the people who spread it should share in what it earns. If you can point hiring contractors or strong candidates our way, you earn a cut of the placement fee Vigilance actually collects on every placement your referrals produce.
Refer a great tradesperson who gets placed and you earn the same cut — not only when you introduce an employer.
Starter
Your rate from your very first referral. Everyone starts here.
0–4 paying placementsBuilder
Your referrals are turning into real placements — your cut doubles.
5–9 paying placementsPro
A steady source of hires for Vigilance, and paid like one.
10–19 paying placementsElite
Our top partners — the people who helped build this business.
20+ paying placementsHow partnering works
Straight terms, no fine print: you refer people, we do the recruiting work, and when a placement pays, you get your cut of the fee we collected.
- You never pay anything — no signup fee, no cost at any point, ever
- Your percentage is based on paying placements: placements where Vigilance actually collected its placement fee
- Your rate climbs the ladder as your placements add up — and it applies to every placement after that
- Good fits: supply-house staff, trade-school instructors, bookkeepers who work with contractors, fellow tradespeople, and local business networks
- Refer a contractor who hires, or a candidate who gets placed — both count
Become a partner
Tell us who you are and who you can reach. We'll reply by email with your partner details and how to start referring.
Partner commissions are paid only on placement fees Vigilance actually collects, and only after the placement's 90-day guarantee period has cleared. No earnings are promised, guaranteed, or presented as typical — what you earn depends entirely on the placements your referrals produce. You never pay anything to join or participate. Partners are independent referrers, not employees or agents of Vigilance, and may not make promises or claims on Vigilance's behalf, quote terms to employers or candidates, or commit Vigilance to anything.
About Vigilance
Recruiting for every trade, across the United States
Vigilance is a recruiting business for the trades, operated by Brandon Landry as a sole proprietor based in Texas and serving employers and candidates across the United States. We recruit for every type of trade, putting great people into the jobs they love, with employers who'll value them. Our listings launched across — recruiting areas in — — from Dallas, Fort Worth, and McKinney–Allen to Houston, Midland–Odessa, Tyler, and McAllen (Rio Grande Valley) — and grow state by state from there.
We work email-first, on purpose. Tradespeople are on job sites, not sitting by a phone, and shop owners are running crews. So everything — applying, screening, scheduling — starts with a simple email, and a real person reads every one.
Our standard is simple: we only present candidates we'd stake our name on. Every candidate is screened against defined criteria for their trade, and placement requires a background check with the candidate's written consent.
How it works
- Job seekers: apply once for a role and metro — you're in the pool, first in line when an employer hires.
- Employers: tell us the role — we present screened candidates, and you pay only when you hire.
- Everyone: no fees for job seekers, ever, and no obligation on either side until there's a hire.
Legal
Legal disclosures
Vigilance is a recruiting business for the trades, operated by Brandon Landry as a sole proprietor based in Texas and serving employers and candidates across the United States.
Questions about any of these documents: brandon.landry@vigilancerecruitment.com
Privacy Policy
What we collect: When you use our website forms, we collect only what the form asks for. From candidates: your name, email address, phone number, the licenses and certifications you list, your experience and work history as you describe it, your answer to whether you are legally authorized to work in the United States, your preferred metro, the name and phone number of a professional reference, your location and how far you are willing to drive, and anything you write in the message field. From employers: your name, company, contact details, and what you tell us about the opening you want filled. From partners: your name, email, optional phone number, and what you tell us about who you can reach. From job alert signups: your name and email address, and the search criteria from the search you are running on this page when you sign up, which the signup attaches automatically — your search text, category, metro, license level, shift, employment type, minimum pay, location, and how far you are willing to drive. From problem reports: the description of the problem you write, and your name and email address if you choose to give them so we can follow up. We do not ask for your Social Security number through this website's forms, and you should never send it to us through a form or an ordinary email.
How submissions reach us: Submissions sent through this website's forms are stored in Vigilance's own private backend system, accessible only to Vigilance.
How we use it: We use candidate information to match you with employers, present your application to employers you fit, communicate with you about openings, and run the screening steps described in our Candidate Disclosures. We use employer information to understand your opening and to present candidates. We use partner information to record referrals, calculate commissions, and pay them. We may also use information in the ordinary course of running the business, such as keeping records of applications, placements, and payments.
What we never do: We never sell your personal information to anyone, for any reason. We do not rent it, trade it, or share it for someone else's marketing.
Who we share it with: A candidate's information is shared with a prospective employer only for placement purposes, and the basis for sharing it is the application the candidate submitted to us. Partner information is used internally to track referrals and payouts. Employer information stays with Vigilance and is used to fill the employer's opening. We may disclose information if the law requires it, such as in response to a lawful court order.
Background-check information: If a background check is run in connection with your application, it is run by the hiring employer — Vigilance does not obtain consumer reports — and it is handled under the Fair Credit Reporting Act and the separate disclosure and authorization shown at the application form. Records related to your application are kept confidential and used only for the employment purpose they were obtained for.
Retention: We keep application, placement, and partner records while they are useful for recruiting, placement, guarantee, and payment purposes, and afterward as business records. Because our candidate pool is ongoing, candidate information may be kept so we can contact you about later openings that fit; you can ask us to delete it at any time.
Your choices: You may ask what information we hold about you, ask us to correct it, or ask us to delete it, by emailing brandon.landry@vigilancerecruitment.com. We will respond to deletion requests promptly, except where we must keep a record for a legal, guarantee, or payment obligation. Questions about this policy go to the same address.
Terms of Use
This website provides information about Vigilance's recruiting services. Job listings on this site describe roles and recruiting areas Vigilance actively recruits for; they are not a promise that a specific vacancy exists at a specific employer on any given day, and they are not job offers. Descriptions, pay ranges, and requirements are provided in good faith for general information and can change as employers' needs change.
Using this website, submitting an application, submitting a candidate request, or signing up as a partner does not by itself create an employment relationship, an agency relationship, or a client relationship with Vigilance. Employer engagements are governed by the signed contingency agreement between the employer and Vigilance, and partner participation is governed by the Partner Program Terms; where anything on this website differs from a signed agreement, the signed agreement controls.
You agree to provide accurate information in anything you submit and to use this website only for lawful purposes related to employment, hiring, or referrals. Vigilance works to keep the information on this site accurate and current, but makes no warranty that it is complete or error-free. These terms are governed by the laws of the State of Texas. Vigilance may update these terms, and the version posted on the website applies from the date it is posted.
Equal Opportunity
Vigilance advances candidates based on qualifications only: licenses and credentials, experience, skills, reliability, and fit for the actual requirements of the job. We do not discriminate against any candidate or applicant on the basis of race, color, religion, sex, national origin, age, disability, veteran status, or any other characteristic protected by federal, state, or local law, and no such characteristic plays any part in screening, scoring, or presentation decisions.
We expect every employer we work with to comply with equal employment opportunity law in its own hiring decisions, and final hiring decisions rest with the employer. If you believe you were treated unfairly in our process, contact us at brandon.landry@vigilancerecruitment.com and we will look into it.
Candidate Disclosures
How the candidate pool works: Vigilance recruits ahead of demand. Our listings describe the roles and areas we recruit for, and applying puts you in our candidate pool for that kind of work — first in line when an employer with a matching opening engages us. Applying does not guarantee an interview, an offer, or employment, and a listing is not a promise that a specific job is open today. We will contact you when we have a genuine match to discuss; the employer decides whom to interview and hire.
What Vigilance screens: Before we present a candidate, we verify identity, confirm current licenses and certifications where the role requires them, review experience against the role's minimums, check references, and conduct a scored screening conversation about skills, reliability, and fit. We describe our screening to employers exactly as it is: it is a pre-screen, not a guarantee of performance.
What the employer checks: In most placements, the hiring employer — the employer of record — runs the formal background check (a consumer report) before your start date, under the Fair Credit Reporting Act, using the written authorization you gave when you applied. Vigilance does not obtain consumer reports (background checks). Vigilance's own checks are limited to credentials, references, and the screening steps above; background checks are run solely by the hiring employer, as described in the disclosure at the application form.
Your background-check rights, in brief: No consumer report may be obtained for employment purposes without your written authorization and a clear disclosure that one may be obtained. If information in a report is used against you, you have the right to be told, to receive a copy of the report and a summary of your rights, and to dispute anything in it that is inaccurate or incomplete with the reporting agency. A summary of your rights under the Fair Credit Reporting Act is available free on request at brandon.landry@vigilancerecruitment.com.
Two plain promises: Vigilance never charges candidates a fee — employers pay for our service, you never do — and we present your information to employers only for the placement purpose you applied for, as described in our Privacy Policy.
Employer Disclosures
Fees: Vigilance works on contingency. You owe a fee only when you hire a candidate Vigilance presented. The standard fee is 20% of the hired candidate's first-year salary; depending on the role and the search, fees range from 15% to 25%, and the exact percentage for your search is set in your signed agreement. No hire means no fee, and there are no upfront charges for a search.
Payment timing: Fees are invoiced when the placement is made and are payable on the candidate's start date, on the terms in the signed agreement.
The 90-day guarantee: If a placement leaves the job or is terminated for any reason within 90 days of the start date, Vigilance will present a replacement candidate at no additional fee; if a suitable replacement cannot be provided, the fee for that placement is not owed, all as set out in the signed agreement. The signed agreement controls the exact guarantee terms, including any conditions — this summary is a plain-language overview, not the agreement itself.
Candidate information: Candidate summaries, screening results, and credential information are provided based on Vigilance's screening process and the candidate's own representations. We report what we verified and label what we did not. Screening is diligence, not a warranty: Vigilance does not guarantee a candidate's performance, conduct, or tenure beyond the replacement guarantee in the signed agreement.
Your responsibilities: You are the employer of record. Hiring, firing, pay, scheduling, supervision, workplace safety, and legal compliance with your own workforce are yours. If you obtain a consumer report (background check) on a candidate, you are responsible for your own compliance with the Fair Credit Reporting Act, including providing the required disclosure, obtaining the candidate's written authorization, and following the required steps before and after taking any adverse action based on a report.
Partner Program Terms
How partners earn: Partners earn a percentage of the placement fee Vigilance actually collects on placements that result from their referrals. The percentage depends on the partner's tier, which is based on lifetime paying placements credited to that partner: Starter pays 10% (0–4 placements), Builder pays 20% (5–9 placements), Pro pays 30% (10–19 placements), and Elite pays 40% (20 or more placements). Tiers rise as credited placements accumulate and do not drop back down.
Attribution and logging: A referral counts only when it is logged with Vigilance — the partner's identity, who was referred (an employer, a hiring contact, or a candidate), and the date. Referrals are credited to the partner whose logged introduction produced the engagement. If a referral was never logged, we cannot credit it, so partners should make introductions in a way that gets recorded — through the partner form, or by an email that names the partner — before or at the time of first contact. Vigilance's referral log is the record of attribution.
When commissions are paid: A commission becomes payable only after two things have both happened: the employer has actually paid the placement fee to Vigilance, and the placement's 90-day guarantee period has cleared. If a fee is refunded, reduced, or never collected, the commission is adjusted or not owed on the same basis. No commission is owed on engagements that were already in progress before the referral was logged.
Costs and status: Joining and participating cost the partner nothing, ever. Partners are independent referrers, not employees, agents, or representatives of Vigilance. Partners may describe the program honestly in their own words but may not promise earnings, quote fee or commission terms to employers or candidates as if binding, or otherwise commit Vigilance to anything.
Conduct and termination: Vigilance may end a partner's participation, and cancel unpaid commissions earned through misconduct, if a partner misrepresents the program, the company, fees, or likely earnings; makes claims on Vigilance's behalf; or generates referrals through deception or spam. Commissions already earned and payable on clean referrals are not affected by a later termination unless they were earned through the misconduct itself.
This summary works together with the Partner Notice shown at signup. Vigilance may update these terms for future referrals with notice to active partners; commissions on referrals already logged are honored under the terms in effect when the referral was logged.