What Today’s Top Candidates Want from Building Materials Employers

00:00 Hiring Uncertainty Affects Clients and Candidates

04:39 "Thriving Amidst Industry Curveballs"

06:24 Normalcy Amid Sensationalism

10:48 Business and People Skills Focus

15:30 Client Relationships Enhance Business Insight

16:54 Generational Job Change Perceptions

22:06 Happy, Talented Employees Simplify Management

23:40 Candidate Transparency Essential for Trust

Cassie Fosher, President of SnapDragon Associates, has her finger on the pulse of the building materials job market. She’s in daily conversation with both manufacturers and candidates—and right now, she’s seeing a wave of uncertainty ripple across the industry. From stalled hiring plans to anxious job seekers looking for stability, Cassie brings a clear-eyed view of what’s changing, what’s not, and how both sides can navigate it with confidence. Her perspective is grounded, empathetic, and rooted in 20+ years of recruiting in this space.

Throughout the discussion, it quickly became clear that uncertainty is woven into the reality of companies and candidates alike. Cassie explained that global issues—like tariffs and shifting economic winds—often manifest as a big question mark over hiring plans, especially for candidates. She described how candidates will say, “Do you have a client or a company hiring that is more stable? Because I don’t want to be in... [a position] where they are not foreseeing a potential for them to not have a job.” At the same time, manufacturers are often taking a more measured approach—putting some “nice to have” roles on hold, but by and large continuing to fill sales and leadership seats out of necessity.

Beth echoed Cassie’s view that pausing altogether can be riskier than moving ahead with best-available information. She noted that waiting for perfect clarity can be more detrimental than acting when you’ve already weathered so many curveballs. “We would love to wait and see how all of these cards play out. We would love to have all of the information ... And if we wait, we actually know that it’s going to cause more detriment than just moving and making a decision,” Beth said.

This shared perspective highlights the importance of resilience. Organizations can create a stronger foundation by continuing with essential hires and tackling succession planning, especially with widespread retirements on the horizon. The bottom line: curveballs will always come, but the companies that maintain momentum—filling crucial positions even in moments of doubt—are the ones that ultimately thrive.

The landscape for job seekers has also changed dramatically. Cassie and Beth discussed how every opening—from driver to executive—now faces fresh challenges, both from increased candidate choice and from new attitudes in the market. “There’s not an easy role to fill right now,” Cassie said. “From what we see, there’s still a lot of options for candidates... There’s more doors, and that wasn’t always the case.”

One of the more striking changes: candidates now see interviews as a two-way evaluation. Cassie remarked, “I feel like the candidates are taking interviews with our clients with a mentality of ‘I’m interviewing you like you’re interviewing me. Tell me why I should [join].’” For companies, this means that the hiring process is no longer about simply vetting resumes and asking candidates to prove themselves. To attract top talent—especially those who are already employed and performing well—employers must show why their company is a better fit, culturally and developmentally, than the competition.

Beth reinforced that it’s not just about compensation. The “whole picture,” including stability, culture, and growth potential, weighs heavily on a candidate’s decision. Companies that can clearly articulate these factors are far more likely to win the best people.

The changing market has also put a premium on soft skills and cultural compatibility. Cassie repeatedly stressed that “business savvy” and “people skills in talking” are now more important than ever—skills like listening, reading body language, and adjusting communication style, even over video.

Beth agreed and shared that, when hiring, “I would take soft skills over hard skills any day. We hire culture first and talent second.” The team at Snapdragon looks for candidates who are “professional no matter what,” because those qualities predict success in any environment, from boardroom to job site.

For job seekers, this means preparing for interviews isn’t just a matter of listing achievements. Cassie recommended focusing on a few key accomplishments relevant to the role, then listening carefully. “It doesn’t need to be you talking the whole time,” she said, warning that talking over an interviewer can derail an otherwise promising conversation. Beth observed that even outgoing candidates have been known to talk for eight minutes straight in an interview out of nerves or uncertainty, but a more measured approach typically wins out.

Employers, meanwhile, need to assess for cultural fit as seriously as for technical skills. Both sides benefit when expectations, values, and working style align—which results in better performance, engagement, and retention.

For years, the building materials job market has skewed heavily toward candidates, with more openings than qualified applicants and highly sought-after candidates often fielding multiple offers. Cassie pegged it as “probably like 70% in the candidate’s favor, 30% in the client’s,” but acknowledged the dynamic is slowly shifting as economic conditions tighten.

Still, the candidate-centric landscape means companies must do more than offer a competitive salary. Cassie explained that her firm specializes in recruiting “passive” candidates—those already employed and successful—so companies are expected not just to extend offers but to sell the bigger opportunity: enhanced work-life balance, real career growth, and a culture that fits the candidate’s life stage and priorities. She recounted coaching clients to “show them what they’re gaining out of it” rather than assuming that title or pay alone will attract loyal team members.

This means organizational leaders need to engage in honest conversations about the real advantages of joining their team. Sometimes it’s about more money or greater flexibility, but often it’s about mission, values, and the promise of professional growth.

As companies and candidates cope with uncertainty, transparency emerged as the single most effective trust-builder. Cassie framed it perfectly: “People who are left in the dark guess wrong.” Without clear, consistent internal communication, even the most dedicated employees may start to worry about their future and seek new opportunities.

For companies, this means proactive mass communication—using technology to keep everyone informed about changes, even those that may be challenging. Cassie’s advice: “Keeping people in the loop is the best thing, I think for retention. And just transparency in general is the best thing companies can be doing.” She pointed out that her recruiting conversations often reveal a lack of communication at large organizations, leaving employees anxious and disengaged.

Beth added that when people understand the whole picture—whether it’s around benefits, culture, or the company’s future—they’re able to invest their best efforts without reservation. In her words, “When you have people that are just very happy and highly talented in their seats, it makes the management portion of people much easier.”

Call her directly at 603-323-0957, connect with her on LinkedIn, and follow SnapDragon Associates on LinkedIn for daily job openings and industry updates.

The Smarter Building Materials Marketing podcast helps sales and marketing professionals find better ways to grow leads, sales and outperform the competition. It gives insights, examples and shares stories about how to create a results-driven digital marketing strategy for building products and construction companies of any size. SBMM is co-hosted by Venveo’s Founder, Zach Williams and Venveo’s CEO, Beth PopNikolov.

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