Resource Options, Inc.

Recruiter Spotlight: Matthew Craine

We had an opportunity to sit down and speak with ROI Recruiter, Matthew Craine this week. Matt is a recruiter in the NYC office in the Consulting and Design division. We talked about his process for finding the right candidates and how to become a successful recruiter.

What makes ROI Different from other firms?

The New York City office is smaller, and I look at that as an advantage because we take a very personal approach to recruiting. ROI teaches the importance of nurturing relationships with our candidates and clients. We’re empowered to do things, like bring coffee or lunch to candidates before interviews. I even leave the office to meet them at a spot that is more convenient for them if traveling to the ROI office is too difficult. We take the extra step to make sure our candidates trust us. This is encouraged from the top down.
ROI’s leadership team empowers its recruiters to build relationships, it is not a numbers game. We want relationships that last. Often, I get holiday cards or personal updates from candidates I have placed because we genuinely have a real connection. ROI cares about the people we work with and that is what makes this firm different.

How has the culture shaped you as a recruiter?

Our small team in NYC has been a part of building a supportive and empowering culture. Our division manager encourages our team to take autonomy of our role and work towards growing within the company. ROI has a phenomenal approach to professional development. A great work ethic does not go unnoticed. Our leaders acknowledge our efforts, and it encourages me to keep developing my skills.

What makes a successful recruiter?

There are many attributes you need to have to be a successful recruiter. It is a combination of being detail-oriented, eager to learn, consistent, and reliable. I am constantly educating myself on the industry, asking questions and listening to the needs of my candidates and clients.
You also need to be very personable. I communicate with my candidates and clients thoroughly. I actively listen to their needs and stay transparent throughout the entire hiring process.  To build true relationships, you must be willing to show them who you are. What works for one recruiter may not work for you, it is not a one-size-fits all solution. Your candidates and clients need to be able to trust you. I always remind myself I am helping them make a major life change rather than just placing them into their next job.

What is your process for finding the right candidate?

The first step is to fully understand the role you are trying to fill by getting every detail. You can’t read a small paragraph of job requirements and believe you have all the information to find the perfect candidate. You need to ask questions, understand the culture, learn the personalities of the hiring managers/employees, and acquire all the pieces to really understand the role. Is there a different type of personality or level of ambition that’s going to fit into their culture?
When I am first approaching a potential candidate through LinkedIn or another channel, I make sure to do my homework before reaching out. I want to make sure they know that I took time to get to know them.
We are not just handing hiring managers random resumes; we are finding them the right person for the job. When vetting a candidate, it is not enough to look at their resume and just match buzz words, you need to go beyond the resume to get to know them on a deeper level. Ask questions! What are their career aspirations? What are they passionate about? What do they like to do in their free time? What are they looking for in an employer? That is how you know someone.
Once we properly vet our candidates, we walk them through the interview process, meet with them to answer questions and make sure they are properly prepared. We are thorough and taking interest in the client’s needs and candidates goals allows us to properly assess if they are right for the job or not.  Search jobs

Why did you choose ROI?

My stepsister had been working for ROI for a couple years before becoming a Division Manager. She talked so highly of the company culture and how they put an emphasis on employee development. After serving in the military for eight years, I was ready to leave, but I wasn’t sure what I wanted to do next. In the military, I was in a position that required great communication skills.
My stepsister always pointed out that I was very personable with strangers and could strike up a conversation with anyone and thought I would do well as a Recruiter. She has had great success with ROI, so I decided to apply. As soon as I met the team for the first time, I sensed a connection and sense of belonging. Everyone here is so supportive and helps you meet your professional goals.

About Matthew

  • I spent 8 years in the USAF, first as a survival instructor and later as military police and the head of training within the police squadron.
  • My wife is from Poland and we welcomed our first child in May of this year.
  • Avid backpacker and camper, have visited 41 states, hiking or camping most of them and my trusty pup, Loki, has accompanied me through 38 of them
  • Used to brew beer, always happy to talk about craft beer, good food or a bourbon!
  • Former competitive power lifter and college hockey player, still very into fitness and an avid NY Rangers fan.

Are you looking for a career in consulting and design? What about the right candidate for your next project? Contact Matthew today!


RESOURCE OPTIONS, INC. (ROI) is a full-service construction, design and environmental staffing firm. We provide customized staffing solutions to clients servicing the built and natural environment. Recognized on five different occasions by Inc. Magazine as one of “America’s Fastest-Growing Private Companies”, ROI was founded in 1998 by a group of experienced industry professionals. Our proven ability to deliver highly qualified candidates in a timely fashion has earned us the reputation as a true and lasting business partner with both clients and candidates.
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