Construction Recruitment
Construction hiring runs on start dates. When a contract is awarded you need a crew mobilised by a fixed Monday, and every week of screening is a week of programme. Hiup turns that scramble into a pipeline you can see.
A 20-minute walkthrough using one of your own live roles.
Construction does not hire in a steady trickle. It hires in bursts, driven by the contracts you win, and it hires for a date that was fixed before anyone opened a CV. The workforce is site-based, so your candidates are not sitting at a desk refreshing their email between seven and five. And the thing you most need to know — can this person actually do the work, and can they start — is the thing a CV is worst at telling you.
Roles you can hire for
What makes it hard
And what in Hiup is pointed at each of them.
The programme was set when the contract was signed. Screening time comes out of the build, not out of a buffer.
AI-assisted screening ranks applicants as they arrive, so a shortlist exists on day one instead of week three.
Site-based trades check their phone at break, not their inbox at 10am. Email-first hiring loses them by default.
Candidates apply and respond from the Hiup app, so your next step reaches them where they already are.
Two groundworkers with identical CVs are not the same hire, and the difference only shows up once they are on site.
Skills-first profiles and role-specific assessments put evidence next to the claim before you interview.
Each new project restarts sourcing from zero, even though you screened dozens of good people six months ago.
Everyone you have already assessed stays in a reusable talent pool you can reopen when the next contract lands.
How it works
The same connected workflow the rest of Hiup runs on, framed for how construction actually hires.
Describe the trade, the site, and the start date in plain language. Hiup structures and publishes the post across the roles you need to fill.
Applicants are scored and grouped by readiness as they come in, with the reasoning shown so your site team can sanity-check it.
Send role-specific assessments and review ranked results, so interviews are about fit and availability rather than basic competence.
Offers, acceptances, and document collection run in one place, with a live view of which roles are covered and which still are not.
Watch
A short walkthrough of the Hiup recruitment workflow — posting a role, screening applicants, and moving a shortlist forward.
Questions
Yes. Each role has its own pipeline and its own dashboard, so a contracts manager can see every package across every live site in one view rather than chasing separate spreadsheets.
That is the main compounding benefit. Candidates you have screened and assessed stay in your talent pool, so the second project in a sequence starts from a warm list instead of a fresh advert.
The pipeline is the same. You post the roles you are filling directly and run them through the same screening and assessment flow, whether the hire is permanent, contract, or for the duration of a single package.
We set up a live role from your current programme, post it, and walk through screening, assessment, and the pipeline view with your own job description rather than a sample one.
Twenty minutes. We post a role you are actually trying to fill, and you watch the screening, the shortlist, and the pipeline happen with your own requirements rather than a demo dataset.
No commitment, and nothing to install before the call.
This page is for employers. The job seeker side has live roles, salary ranges, and free courses.
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