From field operations to corporate leadership, our construction recruting process helps contractors and builders find dependable talent that keeps projects on track.
We place project managers, superintendents, and field leaders across commercial, industrial, infrastructure, and residential sectors. Every candidate is evaluated against your specific project type and delivery method before they reach your team.
Strong estimators and preconstruction leaders are difficult to replace — and even harder to find when projects are moving fast. We recruit estimating and preconstruction talent with experience in commercial, civil, specialty trade, and design-build environments, helping contractors strengthen bid strategy, forecasting, and project planning before work ever reaches the field.
We support retained and fractional executive searches for construction leaders including operations executives, project executives, division managers, and directors of preconstruction. Our approach is structured, confidential, and designed for companies that need a thoughtful hiring process — not a stack of resumes.
Skilled construction professionals are in short supply, and many of the best candidates are not actively applying online. Project managers, estimators, superintendents, and field leaders are often focused on the job in front of them — not searching job boards after hours.
That is why our approach goes beyond inbound applicants. We combine targeted outreach, industry-specific sourcing, and trusted referral channels to connect with construction talent that may be open to the right opportunity, even if they are not actively looking yet.
A 430,000-worker shortage drains $10.8 billion annually in missed deadlines and cost overruns across the industry. At the firm level, one unfilled superintendent or PM position compounds across an entire project schedule.
Construction employment has grown 13% since 2020, faster than any other industry, yet firms still cannot hire fast enough. The candidates who can lead complex projects are employed and selective. We reach them through proactive outreach and relationships, not just postings.
Construction professionals often make career decisions based on the projects ahead, the people they will work with, and confidence in company leadership. We help clients communicate those factors in a way that feels credible, specific, and aligned with today’s market.
We recruit across commercial, industrial, infrastructure, healthcare, multifamily, data center, and residential construction nationwide. From field leadership to preconstruction and executive hiring, we can help you understand how competitive your search is before the process begins.
Got questions? Here are some quick answers to common concerns we hear from clients and candidates alike.
We get it — not all agencies deliver. That’s why our process is transparent, metric-driven, and built to align with your team from day one. Our clients stick with us because they see consistent quality, clear reporting, and results that outperform contingency recruiting models.
While timelines vary by role, our average time-to-fill is under 10 weeks — and often faster for high-priority searches. We balance speed with precision, ensuring you don’t sacrifice fit for fast hires.
Not at all. We support growing firms, mid-sized businesses, and established enterprises alike. Our flexible contract models scale to your needs, whether you're making your first hire or expanding your team nationwide.
That’s where we come in. We’ll help you clarify role requirements, define success criteria, and determine the right search strategy — from job descriptions to final interviews.
Source and Recruit differs from traditional recruiting by offering a modern, data-driven, and more cost-effective approach to hiring. Instead of relying solely on contingency fees and basic job postings, the team uses a combination of human and AI-driven sourcing, validated assessments, salary and talent market intelligence, and a hands-on partnership model that operates like an extension of your internal HR team. The result is higher-quality candidates, stronger hiring decisions, and significant savings compared to traditional agencies.
