Executive Search for Construction Firms
Hire the right people for building and running projects.
For firms that need hard-to-fill technical and leadership roles. For firms that hire at scale, use our Fractional Recruiting service. For lower-volume, high-impact roles, use Contained or Retained Search.
- We’ll map the talent market for your role and lay out the plan.
Who this is for
We work with general contractors, specialty contractors, subcontractors, trade contractors, and construction consultancies. We help both field-first firms and design-build firms.
If you hire in construction, we’ll run the search. That means everything from on-site crew to executive leadership.
When to use Fractional Recruiting (volume hiring)
For firms that fill many roles each year. Fractional Recruiting is a subscription-style service that runs continuous hiring on your behalf. It’s designed for scale and predictability.
Great for high-volume roles at every level, including:
- Laborers, flaggers, and general trades.
- Foremen and crew leads.
- Skilled trades (carpenters, electricians, plumbers, pipefitters).
- Equipment operators and labor supervisors.
- Field supervisors and site superintendents.
- Project engineers and coordinators.
- Estimating assistants and junior estimators.
- Safety officers and quality control techs.
- Office admin, HR, and field admin.
- Purchasing and logistics staff.
- Construction accountants and payroll clerks.
- Business development reps and project schedulers.
- Middle managers and operations leads.
- Up to C-Suite and CEO searches when the firm wants an ongoing recruiting engine.
Fractional Recruiting keeps your hiring pipeline full.
It replaces ad hoc agency fees with a steady, managed flow of candidates. It’s ideal when you need predictable volume and quick fills.
When to use Contained Search (hard-to-fill / high-level)
Use this when a role is strategic, specialized, or confidential. We run focused searches, deep vetting, and a high-touch process until the right person is hired.
Good fits for this model include:
- Project Managers and Senior Project Managers.
- Superintendents (large projects & specialty).
- Preconstruction Managers and Estimators (senior and lead).
- Estimating Directors and Chief Estimator.
- Project Controls, Planners, and Schedulers.
- Cost Engineers and Quantity Surveyors.
- BIM / VDC Managers and Implementation Leads.
- Commissioning and Controls Engineers.
- Construction Quality Managers & QA/QC Leads.
- Safety Directors and HSE Managers.
- Operations Managers and Director of Field Ops.
- Director of Preconstruction / Precon Director.
- Director of Estimating / Estimating Lead.
- Construction CFOs, Controllers and Senior Accounting/Finance Staff.
- VP of Construction, VP of Operations, VP of Preconstruction.
- Chief Operating Officer and CEO / President searches.
- Business Unit Heads, Practice Leads, and Principals.
These roles require a different playbook.
We commit resources, time, and reporting. We vet passive candidates. We protect confidentiality when you need it.
How we attack the market — cover all angles
We don’t rely on one channel. We build a full pipeline so you reach every viable candidate.
Employer story & career page
We write role pages that speak to craft and leadership. We add short employee videos and clear career paths so candidates know what success looks like.
Inbound recruitment marketing
We run SEO and Google Jobs, trade-board postings, targeted paid social, LinkedIn content, PR, and email nurture. These channels bring both passive and active candidates into your funnel.
Outbound sourcing & market mapping
We map the local and regional market. We mine trade associations, project lists, bid sheets, vendor rosters, and competitor staff lists. We reach out by phone, LinkedIn, and email. We keep a live pool of names, resumes, and notes.
Field- and trade-specific sourcing
We target unions, apprenticeship programs, local schools, trade groups, and vendor networks. For technical roles we tap practitioner networks that understand the craft.
Candidate nurturing & automation
Automated sequences and personal follow-ups keep top prospects warm. We move candidates from screen to offer in days, not weeks.
Metrics and weekly reporting
You get clear funnel metrics. Weekly updates show activity, responses, and next steps. You never guess where things stand.
All of this builds a reusable talent pool, reduces time-to-fill, and improves hire quality.
Deep vetting — hire on evidence
We layer objective checks on top of interviews so you know what you’re buying.
- Structured interviews: Career-history interviews scored against a job-specific scorecard.
- Technical assessments: CAD/BIM tasks, estimating problems, scheduling tests, or job-site scenario exercises.
- Behavioral and aptitude tests: Problem solving, teamwork, and reliability checks.
- Reference checks: We coach you to get honest answers from former supervisors and owners.
- Working interviews and sample projects: Short estimating tasks, plan reviews, or supervised site days that show real performance.
- Hiring manager coaching: We train your leaders to ask the right questions and read behavior that predicts success.
These steps spot red flags early and highlight real strengths.
Hire builders who deliver—and stay
We’ll map your talent market and outline a clear campaign you can run.
We install a repeatable hiring machine
We don’t just fill one role. We build systems you can run.
- A recruitment playbook from the campaign.
- Reusable job templates and scorecards.
- A living talent pool for your firm.
- Trained hiring managers who can run interviews and working trials.
- Automation that reduces admin work and shortens the process.
Goal: Your firm hires the next hard role without starting over. You cut reliance on expensive agencies long-term.
Tools and ongoing access
Every contained or retained campaign includes:
12 months access
to Discovered.ai recruitment automation software.
World-class training and support after hire
We help during ramp and beyond.
A dedicated recruiter
who runs sourcing, initial screening, and candidate engagement.
Hiring Tools & Resources we hand you
After discovery we provide a full set of assets your team can use immediately:
- Job descriptions focused on measurable results.
- Job ads that lift candidate volume and quality.
- Candidate scorecards that define the ideal hire.
- Interview guides aligned with the scorecard.
- Integrity, behavioral, aptitude, and technical tests.
- Recruitment marketing plans and career page templates.
- Employee referral program setup.
- Candidate nurturing systems and automated follow-up.
- Automated interview scheduling.
- Offer letter templates and onboarding checklists.
- First-year training plans and performance evaluation tools.
Dedicated expert recruiter
Your recruiter will:
- Source top construction talent.
- Run initial screens.
- Build and refine hiring materials (job descriptions, ads, scorecards, guides).
- Run technical and working interviews.
- Manage references and candidate handoffs.
- Coach your hiring team end to end.
Ready to fix the hiring problem?
If you need steady volume, start with Fractional Recruiting.
If you need a focused search for hard roles, choose Contained or Retained Search.
- We’ll audit one role, map the candidate pool, and deliver a clear plan you can act on.