Specialized hiring is difficult in any market. For EAPC Architects Engineers, the challenge was not just attracting applicants. It was finding the right candidate for a senior architect and project manager role in its Phoenix office, a position that had remained open on and off for nearly a year. With limited internal recruiting bandwidth and very specific hiring requirements, EAPC needed a partner who could help bring structure, visibility, and stronger candidate alignment to the search.
The Challenge: A Hard-to-Fill Role with Limited Recruiting Capacity
Like many organizations, EAPC was managing hiring with lean internal resources. Noah Fischer, Director of HR, and an HR coordinator supported recruiting needs across a 200-person organization, but neither served as a full-time dedicated recruiter.
The Phoenix role required a rare mix of qualifications, including architectural licensure, strong project management experience, business development capability, and experience working directly with owners. A background in healthcare architecture was also important. Despite using job boards and outside search firms, EAPC had not found the alignment it needed.
The Solution: A High-Touch Search Partnership
Recourse Communications Inc. brought a different model to the search, one built on partnership, communication, and targeted candidate outreach.
Rather than sending resumes without context, RCI worked closely with EAPC to understand the role, align on the qualifications that mattered most, and focus the search accordingly. Weekly updates gave EAPC visibility into outreach activity, candidate progress, and market response throughout the engagement.
That consistent communication helped EAPC stay informed and confident in the process from start to finish.
The Result: Better Candidate Quality and a Better Experience
RCI delivered a vetted pool of candidates that more closely matched what EAPC was actually seeking. For Noah and his team, the difference was clear. After seeing inconsistent results through traditional recruiting channels, they were impressed by the quality of candidates presented for review.
Just as important, the experience itself stood out. From kickoff through debrief, EAPC felt informed, heard, and supported throughout the search.
“It truly did feel like a partnership. They were really working on my behalf and on our behalf as a company.”
— Noah Fischer, Director of HR, EAPC Architects Engineers
“Our goal was to help EAPC stay focused on the right fit by combining targeted outreach with consistent communication throughout the search.”
— Kris Landry-Ross, VP of Project Services
A Stronger Search Process
With the right support, visibility, and alignment, EAPC was able to approach a difficult search with greater clarity and confidence. RCI was proud to support their team in strengthening the process and delivering better candidate quality along the way.
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