12/9/21
Topic: Finding Great People in an Impossible Labor Market
Guest: Sarah Verlinger, Director of Cultural Development for Triangle Home Services
In this episode we discuss:
Sarah's background and what led her to Triangle Home Services
How Triangle's leaders defined their ideal team member based on the company's core values (respect, integrity, service, excellence)
How Triangle's success on sites like Indeed has decreased over the last two years
What is working for Triangle (referral bonuses and referral cards)
How Triangle's referral bonus is structured ($1,000 broken into three payout periods)
Why the lawn care division tried signing and retention bonuses and how Triangle structures them
What else Triangle is trying (job fairs, partnering with high schools and more)
Sarah's process for screening and evaluating candidates
The tools Sarah uses to manage the screening process
How Triangle makes an offer and onboards new hires
Resources mentioned:
Sarah's 2019 CO2 presentation: "Understanding the Applicant Journey"
Forbes article (March 2018): "The Scariest Chart For Business In The Coming Decade: Workers Not Available"
Forbes article (Aug. 2021): "Employment Looking Better But Labor Market Will Remain Tight"
Personality assessments: PXT Select, a Wiley brand
Background checks: Unique Background
Notable: "Just be patient ... If you wait for the right person, it will pay off in the long run because they are going to stay, and you're not going to have to constantly be handholding and monitoring them." —Sarah Verlinger, Triangle Home Services
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