Recruit mechanical and HVAC project leaders for commercial and industrial systems work.
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 construction professionals for mechanical and HVAC contractors delivering building and industrial systems. Searches reflect the project's mechanical scope, the team's role in delivery, and the candidate's relevant work history.
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.
Mechanical contractors coordinate equipment, ductwork, piping, controls, and connections with the rest of the building team. We learn which portions of the scope the hire will manage and whether the work is new construction, renovation, or phased work in an operating facility. For HVAC service and maintenance searches, we distinguish dispatch, preventive maintenance, repair, and recurring customer-account responsibilities from construction installation.
Our searches include mechanical Project Managers, HVAC Superintendents, estimators, Assistant Project Managers, Project Engineers, and foremen. We compare a candidate's system and project experience with the contractor's actual responsibilities rather than treating mechanical experience as interchangeable with every trade.
We ask how candidates have coordinated equipment access, trade interfaces, procurement needs, installation sequencing, and turnover. The search can also distinguish construction installation from service work when the employer needs experience in one setting specifically.
Our network includes local mechanical construction candidates in the markets we cover and local professionals willing to travel 100%. Nationwide candidates willing to travel 100% can also be considered when a project needs full-time travel, with location and travel expectations discussed before introduction.
Use these sample roles to describe the title, project type and location you need.
We work with mechanical and HVAC contractors hiring for commercial and industrial construction. We first learn whether the opening supports installation, renovation, or another defined part of the contractor's work.
Searches can include Project Managers, Superintendents, estimators, Assistant Project Managers, Project Engineers, foremen, and preconstruction leaders. We match the level and scope to the opening instead of assuming one mechanical title covers every need.
We discuss the systems and project settings the person has worked on, their responsibilities, and the interfaces they coordinated. Those details help distinguish building construction experience from service or other adjacent work.
Yes. We can consider local candidates who are willing to travel 100% and nationwide candidates willing to travel 100%. We confirm that the assignment, location, and travel expectations fit the candidate before an introduction.
Share the project type, mechanical scope, location, reporting structure, and what the new hire will own. This lets us focus outreach on candidates with relevant installation and coordination experience.
There is no upfront professional recruiting fee for a standard contingency search. The signed recruiting agreement governs the fee and any placement 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.