Recruit construction leaders for churches and religious facilities, including worship spaces, education buildings, additions and renovations.
We won't waste your time with candidates that don't make sense. We don't cut corners, and we don't rely on job postings. We headhunt.
For employers hiring talent. This 15-minute call is for companies discussing a hiring need. Candidates: submit your profile and resume here.
Start the search
Share the basics. We will call to talk through the job.
No finished job description needed. Ivan or a senior teammate will help you work through the details.
Prefer a conversation? Book a 15-minute employer callFor employers hiring talent. This 15-minute call is for companies discussing a hiring need. Candidates: submit your profile and resume here.
Or call 954-758-9593.
For a standard contingency search, there is no upfront recruiting fee. You pay only if you hire under the signed agreement.
The search brief
We recruit for contractors and construction managers building and renovating churches and religious facilities. Search plans account for worship and community use, stakeholder coordination, project phasing and the hire's responsibilities.
A direct route to the right hire
Share the position, location and what the hire needs to own.
We approach and qualify construction professionals before making introductions.
A fee is due only for a qualifying placement under the recruiting agreement.
Religious facility projects can include sanctuaries, worship halls, classrooms, fellowship spaces, additions and campus improvements. We clarify whether a project is a new building, renovation or phased campus work and ask candidates how they coordinate acoustics, architectural details, service schedules, access and communication with facility leaders.
We recruit Project Managers, Assistant Project Managers, Project Engineers, Estimators, Superintendents, Foremen and Construction Executives. Candidate backgrounds are assessed against comparable sanctuary or assembly spaces, classroom and community facilities, renovation phasing, finish expectations and the specific project scope rather than a general commercial title.
Our construction recruiters approach candidates directly and discuss their facility experience, coordination with owner representatives, schedule and site responsibilities. We qualify interest and requirements before introducing candidates to an employer, rather than substituting job postings or unvetted resumes for headhunting.
We begin with candidates in the local market. If relocation is needed, candidates should be prepared to self-move, with minimal initial help discussed only when applicable. For projects requiring travel, we can reach local candidates willing to travel 100% and nationwide candidates willing to travel 100%.
We verify project type, candidate responsibilities, location and interest before an introduction, avoiding candidates whose background does not fit the role. Any candidate replacement guarantee is subject to the signed recruiting agreement.
Use these sample roles to describe the title, project type and location you need.
We recruit for worship buildings, sanctuaries, classrooms, fellowship spaces, additions and renovations. Search criteria reflect whether the facility remains in use and how work is phased.
Searches include Project Managers, Assistant Project Managers, Project Engineers, Estimators, Superintendents, Foremen and Construction Executives, matched to the project's actual responsibilities.
We discuss comparable assembly or institutional work, service schedules, access, acoustics, phasing and coordination with facility stakeholders. We verify the candidate's own scope rather than relying on a generic commercial background.
Yes. We contact construction professionals directly and search locally first. Relocation candidates should self-move, with minimal initial help discussed if relevant; we also confirm any travel requirements before introduction.
Any candidate replacement guarantee is subject to the signed recruiting agreement, which governs the applicable terms.
We won't waste your time with candidates that don't make sense. We don't cut corners, and we don't rely on job postings. We headhunt.
Book a 15-minute employer callFor employers hiring talent. This 15-minute call is for companies discussing a hiring need. Candidates: submit your profile and resume here.
Public candidate profiles
Every profile is presented without identifying details. We confirm current interest and fit before arranging a private introduction.
How it works
Four steps, run by Ivan or a senior teammate.
We talk through the job, the projects, location, pay and why someone good would want it.
We call people with the right experience, including many who are not applying for jobs.
You get a short list with notes on each person. We set up interviews and share feedback.
We help with the offer, counteroffers, notice and start date.
Relocation and travel
We look locally first and discuss whether relocation or travel makes sense. A traveling superintendent's rotation, a PM's family move and a local commute are different decisions. We cover relocation help, per diem and timing before you meet anyone, not at the offer.
Placement protection
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.