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Dainella Nartker,
Founder & former electrician,

makes sourcing skilled workers easy and cost effective for trades contractors. Located in the Rocky Mountains, RhinoFox serves contractors across the U.S. Contact Dainella for your free consultation.

As a licensed electrician on job-sites in Antarctica and in the U.S., Dainella saw the labor shortage challenges first hand. After leaving the trades, she successfully retooled into digital marketing.

Creating RhinoFox was her return to her trades roots with a new toolset to help contractors solve one the the greatest obstacles to their business growth: Finding workers.

  • Who are you and why should I work with you?

    • RhinoFox is a collection of area experts project managed by Founder, Dainella Nartker, to provide strategic solutions in social recruiting for contractors in the skilled trades. Her hands-on trades experience as an licensed electrician, both on job sites in Antarctica and stateside, combines with her digital marketing toolset to provides the perfect blend to help take contractor’s social recruiting to a new level.

      Our Mission is to support contractors, who are providing outstanding employment opportunities, with cost-effective solutions to reach and engage skilled trades workers with their job offer.  Ultimately, we have a value on doing our part to solve the skilled labor shortage by highlighting the advantages of pursuing a career in the trades on the world’s largest social media platform.

  • Can’t I just take this in-house?

    • The short answer is: Sure. We just happen to be great at what we do, have industry experience, stay up-to-date with the ever changing technology and love our work. What we do can be learned by others, in fact, you might notice that we make efforts to answer questions in detail to the point you might even ask us to tone down our nerd-like excitement of social recruiting tech. Why do we do this? Because…

      • We have a high value on education, partnership and leveraging our knowledge to help connect workers with outstanding EVPs.

      • We believe a career the skilled trades is one of the most undervalued employment opportunities of today.

      • We want to be part of the skilled labor solution shortage by making employment offers more visible on social media.

      • And, well, because we are nerds who get really excited about social recruiting tech!

Candidate Sourcing Plus

  • This is pretty new to me and I don't understand how it all works. Can I adjust as we go?

    • Fair enough. We don't expect you to be the expert. Your role is to receive the candidate leads and follow up with them. We handle the rest. Ultimately, we want happy, satisfied clients and strive to communicate clearly, including minor tweaks after launch of the system. We actually care that this is working well for your HR Team and invest time to ensure we are in alignment with your goals.

  • What are the bottom-line costs?

    • We don’t want to lie to you. At its core: This is marketing. We do not know what fish (or how many fish) are in the pond you want to recruit from until we actually go fishing in the pond. What we can do is to evaluate the pond on your behalf from our experience BEFORE you spend a dime with us. If our evaluations says this strategy is not likely to produce the results you want, we will tell you that. AND, we will make recommendations upon what strategies might be a better match for your goals.

      Costs are set at one flat rate for setup and initial advertising period. Options to continue are month-to-month thereafter. No hidden fees. Ever.

      Each Candidate Sourcing system is custom built to your company’s goals. Those customizations determine the flat rate which is discussed with you upfront. Our systems average $160-$270 per pre-qualified candidate lead in the first 60 days.

  • What about millennials?

    • Our services are aligned to leverage new technology and non-traditional methods for placing your employment opportunity on the most ideal platforms to reach your target candidates. Imagine having them see your ad at 10 o'clock break, just as they aren't being treated as well as you would treat them at their company, or in the evening when they are taking a break from boring job board searching and distracting themselves with a spin on their favorite social media platform.

  • What about safety? I've seen super lame stock images used in general media...

    • Safety First. We are highly aware of this issue and partner with you to ensure we are meeting your standards, as well as providing results. We actually know what PPE is and as part of our management is to ensure those aren't plumbers tools in the electrician's tool belt, or vice versa.

  • I’m concerned about my relationships with other contractors in the area. What about the backlash of advertising job openings, or will this be ‘stealing’ workers away from other contractors in the area?

    • If you are already advertising on job boards then you are already exposed as openly hiring. Your response to candidates from this service would be similar to your response from one of those outreach strategies. But, we get that each company has a unique situation and are happy to answer questions on a call. Click here to schedule a free consult to review your company’s specific situation.

      Something to consider is that “74% of employees are open to a new job” (Jobvite 2016) and, from what we understand, dissatisfied workers typically aren’t thriving and therefore not as productive as they could be. Is that really the best situation for the employer or employee?

  • How is this different than a job board, or using a Headhunter/Recruiter?

    • Job boards capture candidates who are actively seeking employment. Only 5% of the workforce is unemployed. Our service places your employment opportunity in front of active AND PASSIVE CANDIDATES. Similar to job boards, our service produces multiple candidate leads (no cap on how many for one flat rate!) whereas a Headhunter brings in a specified number of individuals. Our service is designed to be a cost effective alternative to Headhunters and bring in more leads, as well as, better quality leads than job boards.

  • What if my company’s workforce needs change over the year?

    • Boom and bust is a reality of construction. Our services are month-to-month and once your custom system is built, you can archive the system for reinstatement until your workforce needs increase again. (Plus, you’ve built a contact list of pre-qualified workers you can resource from first!)

  • We have limited bandwidth. How much time will this take on our part?

    • Your role in setup is pretty simple and painless. Usually less than an hour on a call with your RhinoFox PM to answer questions so that we can customize the system to your goals and unique company needs. The time required to follow up the candidate leads we source for you depends upon the number of leads and is similar to what you would already do for candidates coming in from other sources.

  • Does this integrate with my current ATS?

    • Honestly, most ATS’s we’ve researched only know how to handle an Applicant. In today’s buyer’s market, there needs to be a way to capture and engage qualified workers a step earlier in the hiring funnel than Applicant. We solve this for you by pre-filtering which leads arrive to who’s email inbox within your company and provide a user-friendly online database to organize all your leads in one place. It even has ATS like features to make keeping track of follow ups simple. Just in case, as part of our customization for each of our clients, we always research the integration capability of their ATS with our system.

Facebook Setup & Management

  • I’m not on social media. Do I have to be to get the benefits for my company?

    • Nope. We aim to make this as painless, simple and easy as possible for you. We stay up-to-date with the frequent changes so you don’t have to. Anytime you need to be involved, we use common language and provide step-by-step instructions.

  • We've tried outsourcing our social media before... It didn't work out so well. How are you different?

    • This is just a guess, but that might have been more of a harry-homeowner, chop-shop outsourcer. We understand that there is a wrong way to use your channel locks, so to speak. Properly representing your brand to your desired audience is part of our KPIs. Your PM will not only take the time to understand your brand, but also your industry and will have had prior exposure to the general construction industry or contracting.

  • We don’t have a Facebook Page, or it really needs to be upgraded. Do you do that?

    • Yes. As part of our management service, we can step in at whatever level your Facebook presence is currently at to begin pushing the needle towards your goals.

Social Media Management Tool

  • I want to keep doing my own social media management, but its taking too much bandwidth! I want to quickly and easily find content (and create professional posts) to re-share across Facebook, Twitter and LinkedIn. Can you recommend a way to accomplish that?

    • We get that managing social media is like having second full-time job! To decrease the time it takes to manage, we recommend using a social sharing platform. Use ours for FREE on one platform, or upgrade for small monthly fee (less than you’d spend with others, such as Hootsuite) to manage multiple platforms from a single dashboard.