How DMC Recruitment helped a Whitehorse building products company secure a hard to find Truss Designer in the Yukon
The Challenge
A building products company in Whitehorse, Yukon needed to hire a Truss Designer as a long-term employee approached retirement.
This was a critical role for the business. The company operates its own truss plant and needed someone who could be physically present to support design work, production needs, and client conversations when questions come up.
The local talent pool was extremely limited. The client had already tried to recruit on their own, but in a market this small, there were very few qualified candidates available. Many Truss Designers across the industry were also working remotely, which made the in-person requirement harder to fill.
For this search, a standard posting strategy was not enough. The right candidate would likely need to come from outside the region and see the move as a long-term career opportunity.
The DMC Approach
Jack Muckalt approached the search with a targeted strategy built around direct outreach, market testing, and a deeper understanding of both the client’s and candidate’s needs..
Rather than treating the role as a simple job posting, Jack worked to understand what mattered most to the client. They needed more than technical ability. They needed someone who could support an in-person operation, work closely with customers, learn the business, and grow with the company as succession planning became more important.
Jack started by reviewing past conversations with candidates who may have been open to relocation. He also tested nearby markets, including British Columbia, Alberta, and other western regions.
That early outreach helped clarify the challenge. Many qualified Truss Designers were comfortable in remote roles and were not interested in relocating to the Yukon for an in-person position.
Rather than continuing to push the same market, Jack adjusted the search.
Through team collaboration and market feedback, he identified that Ontario and parts of Eastern Canada had a stronger pool of Truss Designers who were looking for new opportunities.
That shift helped uncover a candidate who was not only qualified but aligned with the opportunity.
Jack took the time to understand what the candidate was looking for in his next move. The candidate wanted a strong career path, a chance to continue developing, and an opportunity that felt like a fresh start. The role in Whitehorse offered exactly that.
Jack was then able to connect the candidate’s goals with the client’s needs before presenting him. The opportunity was positioned around more than the job title. It included the company’s long-term needs, the succession pathway, the chance to grow into the role, and the lifestyle appeal of Whitehorse.
That context mattered.
By going beyond a basic job description, Jack was able to create a stronger match between the candidate and the client before the formal interview process began.
The Result
Jack successfully connected the client with a highly qualified candidate who brought relevant industry experience, technical system knowledge, and a strong educational background in engineering.
For the client, this meant securing a strong Truss Designer after several months of trying to recruit on their own. Instead of settling for a limited local pool or compromising on the in-person requirement, they were able to hire someone who could support the truss plant, work directly with the team, and grow into the business over time.
For the candidate, the move offered more than a new job. It provided a clear path for future progression, exposure to a growing market, and the chance to build a career in a place they were excited to move to.
The candidate shared:
“Jack was super supportive at all stage of my hiring process. I really appreciate his efforts for people in need and I can really recommend him anyone who need to grow their career. Thank you again Jack.”
The result was a strong match for both sides: a client who gained the specialized talent they needed, and a candidate who found an opportunity aligned with their long-term goals.
Why It Matters
Specialized searches in remote or smaller markets require more than posting a job and waiting for applicants.
They require someone who can understand the client’s real hiring need, identify where the right candidates may be located, engage people directly, and learn what would make the opportunity worth considering.
This search showed the value of adjusting the strategy when the first market does not produce the right result.
When the local talent pool is limited, the right recruiter knows how to expand the search, test new markets, and build a clear connection between what the client needs and what the candidate wants next.
Recruiter Spotlight
Jack Muckalt, Sr. Recruitment Consultant – Building Materials
Jack’s work on this search reflects both his approach and DMC’s approach to recruitment: practical, targeted, and responsive to market conditions. By combining direct outreach, regional market insight, and thoughtful candidate engagement, he helped solve a difficult hiring challenge in one of Canada’s most limited talent markets.
Phone: (778) 651-5407
Email: JMuckalt@dmcrecruitment.com
