Tell us who you need
Share the position, location, and essential requirements. We will clarify the brief with you.
We headhunt construction talent so you do not waste time on job postings.
All we do is construction recruitment. Our experts map the market, approach proven professionals directly, and qualify candidates before a shortlist reaches you.
You do not need the most résumés. You need the right conversations.
A recruiting search should reduce noise, not create more of it. Our role is to identify relevant professionals, determine who may have legitimate interest, evaluate whether their experience and objectives align with the opportunity, and provide the client with enough context to decide who deserves an interview.
Search built around the actual opening
Direct outreach beyond active applicants
Live qualification before presentation
Active coordination through the hiring process
THE SIX-STAGE PROCESS
What happens from intake to acceptance.
Each stage builds on the last. A disciplined sequence prevents shortcuts that produce low-quality shortlists.
STEP 01
Calibrate the search before entering the market.
The result is a clear search profile that guides research, messaging, screening, and candidate evaluation.
A search begins with more than a job description. We work to understand what the person will be responsible for, what experience is genuinely required, how success will be measured, who the position reports to, how the team operates, and why a qualified professional should consider making a move.
What we evaluate
- Position responsibilities
- Required versus preferred experience
- Project type, values, scope, and delivery method
- Technical and leadership expectations
- Reporting relationships and team structure
- Geographic requirements and travel expectations
- Relocation possibilities
- Compensation and benefits
- Hiring timeline and decision process
- Reasons the opportunity may appeal to a strong candidate
- Potential concerns candidates may raise
STEP 02
Map the companies, markets, projects, and people most relevant to the role.
The search is directed toward professionals whose actual experience relates to the client's work, not simply those who share a job title.
Construction titles can mean very different things across companies and sectors. A Project Manager overseeing a $5 million interior renovation may have a very different background from someone leading a $150 million ground-up hospital, wastewater facility, industrial expansion, or highway project. We therefore research the market around the specific opening instead of relying only on title matching.
What happens behind the scenes
- Identify direct competitors
- Identify companies performing comparable work
- Review regional and sector-specific markets
- Evaluate adjacent industries with transferable experience
- Research relevant projects
- Examine common organizational structures
- Identify professionals with credible career progression
- Review licenses, certifications, and technical requirements where relevant
- Build and continuously refine the target market
STEP 03
Research and verify professional contact paths.
Better research improves the likelihood of reaching relevant professionals while reducing irrelevant or careless outreach.
Many of the strongest candidates are not actively applying, may not maintain an updated résumé, and may rarely check recruiter messages. Reaching them often requires careful professional research and the comparison of multiple possible contact paths.
What happens behind the scenes
- Review publicly available professional information
- Cross-reference employment history and current company information
- Compare professional profiles
- Identify likely business email addresses
- Identify likely professional phone numbers
- Validate data through commercially available research resources
- Compare multiple possible contact records
- Prioritize records based on relevance and confidence
- Document research findings and update records when employment information changes
We use lawful, professional research practices. We do not claim access to private records, and we do not contact relatives or family members as part of ordinary candidate outreach.
STEP 04
Approach qualified professionals with relevance and persistence.
The objective is to start meaningful conversations with qualified professionals who may never have applied independently.
High-performing construction professionals are often busy, employed, and selective about recruiter conversations. One generic message is rarely enough. Outreach must be relevant to the person's background and persistent enough to reach them without becoming careless or intrusive.
Possible outreach channels
- Personalized email
- Direct telephone calls
- Professional text messages
- LinkedIn messages
- Voicemail
- Follow-up at different times and on different days
- Thoughtfully spaced outreach sequences
- Professional-network and referral outreach where appropriate
Messaging should explain why the person's background appears relevant, provide enough information to establish credibility, and create a reason to engage in a confidential exploratory conversation. We monitor responses and adjust the approach based on available information. We do not represent indiscriminate mass messaging as personalized headhunting. Our persistence should strengthen, not damage, the client's reputation in the market.
STEP 05
Qualify the person behind the résumé.
Clients receive a more informed introduction instead of being asked to interpret an unexplained résumé.
A résumé rarely explains the full scope of someone's work, individual contribution, leadership ability, motivation, or likelihood of accepting an opportunity. Before presenting a candidate, we seek to understand both the professional background and the practical conditions surrounding a potential move.
What we evaluate
- Construction sectors and project types
- Project size, complexity, and delivery methods
- Individual responsibilities and leadership scope
- Team size and client interaction
- Subcontractor management and scheduling responsibilities
- Career progression and reason for considering a change
- Current and target compensation
- Travel, relocation, and preferred markets
- Long-term professional goals
- Potential counteroffer risk and obstacles to acceptance
Candidate presentations provide concise recruiter context alongside the résumé, allowing the client to understand why the candidate was selected and what should be explored during an interview.
STEP 06
Manage momentum from the first interview through acceptance.
The search continues until the hiring process reaches a clear and informed conclusion.
Even a well-matched candidate can be lost through slow communication, unclear expectations, inconsistent feedback, compensation surprises, or an unmanaged resignation process. We remain involved so both parties have the information needed to make timely decisions.
Process support may include
- Interview scheduling and candidate preparation
- Post-interview feedback from client and candidate
- Clarification of concerns
- Additional interview coordination
- Compensation and offer discussions
- Reference coordination when requested
- Relocation and travel considerations
- Notice-period and counteroffer preparation
- Start-date coordination
- Communication between acceptance and start date
- Post-placement follow-up
Former employers and professional references are contacted only when requested, appropriate, and authorized by the candidate.
STEP 07
Confirm agreed placement protection.
The signed client recruiting agreement controls. The website does not constitute the controlling agreement.
Our involvement can continue through the start date. Any replacement coverage for an engagement is governed by the signed client recruiting agreement.
Review the signed agreement
- Eligibility, exclusions, notice requirements, and payment requirements
- Any applicable replacement terms for the engagement
Eligibility, exclusions, notification requirements, payment requirements, and replacement terms are governed exclusively by the signed client recruiting agreement.
A search begins with more than a job description. We work to understand what the person will be responsible for, what experience is genuinely required, how success will be measured, who the position reports to, how the team operates, and why a qualified professional should consider making a move.
What we evaluate
- Position responsibilities
- Required versus preferred experience
- Project type, values, scope, and delivery method
- Technical and leadership expectations
- Reporting relationships and team structure
- Geographic requirements and travel expectations
- Relocation possibilities
- Compensation and benefits
- Hiring timeline and decision process
- Reasons the opportunity may appeal to a strong candidate
- Potential concerns candidates may raise
The result is a clear search profile that guides research, messaging, screening, and candidate evaluation.
Construction titles can mean very different things across companies and sectors. A Project Manager overseeing a $5 million interior renovation may have a very different background from someone leading a $150 million ground-up hospital, wastewater facility, industrial expansion, or highway project. We therefore research the market around the specific opening instead of relying only on title matching.
What happens behind the scenes
- Identify direct competitors
- Identify companies performing comparable work
- Review regional and sector-specific markets
- Evaluate adjacent industries with transferable experience
- Research relevant projects
- Examine common organizational structures
- Identify professionals with credible career progression
- Review licenses, certifications, and technical requirements where relevant
- Build and continuously refine the target market
The search is directed toward professionals whose actual experience relates to the client's work, not simply those who share a job title.
Many of the strongest candidates are not actively applying, may not maintain an updated résumé, and may rarely check recruiter messages. Reaching them often requires careful professional research and the comparison of multiple possible contact paths.
What happens behind the scenes
- Review publicly available professional information
- Cross-reference employment history and current company information
- Compare professional profiles
- Identify likely business email addresses
- Identify likely professional phone numbers
- Validate data through commercially available research resources
- Compare multiple possible contact records
- Prioritize records based on relevance and confidence
- Document research findings and update records when employment information changes
We use lawful, professional research practices. We do not claim access to private records, and we do not contact relatives or family members as part of ordinary candidate outreach.
Better research improves the likelihood of reaching relevant professionals while reducing irrelevant or careless outreach.
High-performing construction professionals are often busy, employed, and selective about recruiter conversations. One generic message is rarely enough. Outreach must be relevant to the person's background and persistent enough to reach them without becoming careless or intrusive.
Possible outreach channels
- Personalized email
- Direct telephone calls
- Professional text messages
- LinkedIn messages
- Voicemail
- Follow-up at different times and on different days
- Thoughtfully spaced outreach sequences
- Professional-network and referral outreach where appropriate
Messaging should explain why the person's background appears relevant, provide enough information to establish credibility, and create a reason to engage in a confidential exploratory conversation. We monitor responses and adjust the approach based on available information. We do not represent indiscriminate mass messaging as personalized headhunting. Our persistence should strengthen, not damage, the client's reputation in the market.
The objective is to start meaningful conversations with qualified professionals who may never have applied independently.
A résumé rarely explains the full scope of someone's work, individual contribution, leadership ability, motivation, or likelihood of accepting an opportunity. Before presenting a candidate, we seek to understand both the professional background and the practical conditions surrounding a potential move.
What we evaluate
- Construction sectors and project types
- Project size, complexity, and delivery methods
- Individual responsibilities and leadership scope
- Team size and client interaction
- Subcontractor management and scheduling responsibilities
- Career progression and reason for considering a change
- Current and target compensation
- Travel, relocation, and preferred markets
- Long-term professional goals
- Potential counteroffer risk and obstacles to acceptance
Candidate presentations provide concise recruiter context alongside the résumé, allowing the client to understand why the candidate was selected and what should be explored during an interview.
Clients receive a more informed introduction instead of being asked to interpret an unexplained résumé.
Even a well-matched candidate can be lost through slow communication, unclear expectations, inconsistent feedback, compensation surprises, or an unmanaged resignation process. We remain involved so both parties have the information needed to make timely decisions.
Process support may include
- Interview scheduling and candidate preparation
- Post-interview feedback from client and candidate
- Clarification of concerns
- Additional interview coordination
- Compensation and offer discussions
- Reference coordination when requested
- Relocation and travel considerations
- Notice-period and counteroffer preparation
- Start-date coordination
- Communication between acceptance and start date
- Post-placement follow-up
Former employers and professional references are contacted only when requested, appropriate, and authorized by the candidate.
The search continues until the hiring process reaches a clear and informed conclusion.
Our involvement can continue through the start date. Any replacement coverage for an engagement is governed by the signed client recruiting agreement.
Review the signed agreement
- Eligibility, exclusions, notice requirements, and payment requirements
- Any applicable replacement terms for the engagement
Eligibility, exclusions, notification requirements, payment requirements, and replacement terms are governed exclusively by the signed client recruiting agreement.
The signed client recruiting agreement controls. The website does not constitute the controlling agreement.
WHAT WE DELIVER
A shortlist. Not a stack of résumés.
MORE THAN A RÉSUMÉ
Candidate context designed for better interviews.
The objective is not to replace the client's interview process. It is to help the client enter that process with better context and more focused questions.
- Current title, company, location
- Relevant project history and scope
- Leadership responsibilities and team size
- Target compensation and benefits
- Travel and relocation preferences
- Motivation for considering a change
- Recruiter observations and potential areas to explore
Illustrative Candidate Presentation
Construction Professional
Senior Project Manager · GC Experience
Location: [City, State] · Available: [Timeframe]
Project Experience
[$X–$Y million] project values · Ground-up [commercial/industrial/civil] · [Delivery method] · [Sector focus]
Compensation & Availability
Current: [$XXX,XXX] · Target: [$XXX,XXX+] · Open to [relocation / travel]
Motivation & Recruiter Notes
"Candidate is [reason for considering change]. Relevant to this search because [key alignment]. Suggested areas to explore during the interview: [topics]."
Illustrative only. No real candidate information is displayed.
A SHARED PROCESS
The conditions that help a search move efficiently.
Recruiting outcomes are influenced not only by sourcing. The quality of the opportunity, compensation, interview process, communication, and decision speed can all affect candidate interest and acceptance.
A Clearly Defined Role
Candidates respond more confidently when responsibilities, reporting structure, expectations, and success measures are clear.
Market-Appropriate Compensation
Compensation should reflect the position, geography, project experience, travel expectations, and market conditions.
A Compelling Opportunity
Strong professionals need a credible reason to consider leaving a current employer.
Timely Interviews
Qualified candidates may be evaluating several possibilities. Reasonable interview availability helps preserve momentum.
Direct Feedback
Clear feedback allows us to refine the search, address concerns, and guide candidates appropriately.
Consistent Decision-Making
Knowing who is involved and how decisions will be made reduces unnecessary delays.
How quickly can a search produce candidates?
Timing varies based on the position, construction sector, location, compensation, travel requirements, market conditions, candidate availability, and complexity of the search.
Our objective is to begin presenting qualified candidates as quickly as the market and search requirements allow. Some searches may produce an initial shortlist within approximately 7–14 days, while highly specialized or executive searches can require additional time.
This is not a guaranteed delivery timeline. A disciplined search should prioritize relevance and candidate interest rather than meeting an arbitrary résumé quota.
COMMON QUESTIONS
Questions about the search process.
Job advertisements primarily reach people who are actively searching and choose to apply. Our process also includes identifying and directly approaching professionals who may be employed, qualified, and open to the right opportunity but are not actively applying.
No. Interest alone does not establish fit. We evaluate relevant experience, responsibilities, motivation, compensation, location, travel or relocation requirements, and practical considerations before deciding whether a candidate should be presented.
The objective is not to reach a predetermined résumé count. We aim to present a focused group of candidates who meet the key requirements and have a legitimate reason to consider the opportunity. The number varies by search and market.
We start headhunting right after aligning on the role and typically share qualified candidates quickly. Timing varies with the location, compensation, market, specialization, and candidate availability, so we do not promise a timeline.
Yes. Direct outreach to successfully employed professionals is a central part of the process. All conversations are handled professionally and discreetly.
Confidential searches are available when requested. Search messaging, company disclosure, and candidate communication can be adjusted based on the confidentiality requirements of the assignment.
Reference coordination can be included when requested. Former employers and references are contacted only with the candidate's knowledge or authorization.
Construction Headhunters primarily conducts contingency-based direct-hire searches. The employer pays a recruiting fee when it hires a candidate presented under the applicable recruiting agreement. Confirm the exact commercial terms in the agreement.
Applicable candidate replacement guarantee terms are outlined in the client recruiting agreement.
Useful starting information includes the role, location, compensation range, reporting structure, required project experience, travel or relocation expectations, hiring timeline, and reasons a strong candidate should consider the opportunity.
Tell us about the construction position you cannot afford to leave open.
Share the role, location, compensation range, project experience, and hiring timeline. We will review the opening and contact you to discuss whether a targeted search makes sense.
Start the search
Tell us who you need.
Share the essentials. We will follow up to understand the work, the team and the person who will make a difference.
No upfront fee. You pay only if you hire.
From the field, ready now
Available now in construction.
Every profile is presented without identifying details. Introductions are handled privately by our team.
How it works
A direct path to the right construction hire.
Construction recruitment is all we do. We are construction recruitment experts for GCs, developers, CMs and owners hiring field and office talent.
We headhunt construction talent
Our experts map the market and directly approach relevant professionals, including people not looking at job postings.
Meet a focused shortlist
We qualify experience and interest before presenting candidates with useful context for your decision.
Relocation and travel
Relocation Placements
Over the last few years we've filled more and more positions with candidates willing to relocate on their own, or with minimal initial relocation help from the client. We always fill with local candidates when possible. But relocation placements are a specialty of ours, and we know how to make them work for clients who are committed to filling the position.
Placement protection
Candidate replacement guarantee
We offer a candidate replacement guarantee on standard search agreements. The applicable period and exact terms are set out in the signed client recruiting agreement.
Eligibility, exclusions, notification requirements, payment requirements, and replacement terms are governed by the signed client recruiting agreement.
How long is the candidate replacement guarantee?
We offer a candidate replacement guarantee on standard search agreements. The applicable period and exact terms are set out in the signed client recruiting agreement.
Eligibility, exclusions, notification requirements, payment requirements, and replacement terms are governed by the signed client recruiting agreement.