How we fill your construction job.
Four steps, run by Ivan or a senior teammate, from the first call to the start date.
The process
Four steps from open job to new hire.
- Step 01
Tell us who you need
Ivan or a senior teammate talks with you about the job. A title alone says little: a project manager on a $5 million interior renovation and one running a $150 million hospital are different hires. We want to know what the person will actually do and why a good candidate would leave their current job for yours.
- Type and size of projects, and delivery method
- Who the person reports to and who reports to them
- Must-have versus nice-to-have experience
- Location, travel and relocation
- Pay, benefits and hiring timeline
- Step 02
We find and speak with candidates
We look at competitors and companies doing similar work, then contact the people who ran those projects. Many of the best candidates are employed and not applying for jobs, so we reach them by phone, email and text, and follow up. Every call represents your company, so we keep it professional. Before anyone reaches you, we speak with them about:
- Projects they ran themselves, and their size and type
- Their role on budget, schedule, subcontractors and the owner
- Why they would move, and what might keep them
- Pay expectations, travel, relocation and timing
- Step 03
You meet the strongest matches
You get a short list, not a stack of résumés. Each candidate comes with our notes: why we think they fit, why they are open to a move, what they expect, and anything we could not confirm that you should ask about in the interview.
- Interview scheduling and candidate preparation
- Feedback from both sides after each interview
- Follow-up on any concerns
- Step 04
We help you complete the hire
Good candidates are often lost late, through slow feedback, pay surprises or a counteroffer. We stay involved until the person starts.
- Offer and pay discussions
- References, with the candidate's permission
- Counteroffer and resignation preparation
- Start-date coordination and follow-up after the start
A short list with notes. Not a stack of résumés.
Examples
Searches we take on, and what we ask.
- Hospital renovation superintendent
- Have they run phased work in an occupied hospital, with infection control and shutdowns?
- Multifamily senior project manager
- Did they run a negotiated GMP job from buyout to closeout, or join after preconstruction?
- Mechanical subcontractor chief estimator
- Has their team priced design-assist work, and who set the margin?
- Traveling rollout superintendent
- How many sites at once, how fast, and can they travel 100% right now?
- Water treatment project executive
- Have they worked under CMAR or progressive design-build with municipal owners?
What helps a search move fast.
A clear job
Candidates respond better when the duties and reporting line are clear.
Competitive pay
Pay that fits the job, location, travel and current market.
Quick interviews
Good candidates often have other options.
Direct feedback
Honest feedback helps us adjust the search fast.
Recruiting fees
Construction Headhunters primarily works on a contingency basis. There is no retainer or upfront recruiting fee. The employer pays a placement fee only when it hires a candidate introduced by Construction Headhunters under the applicable recruiting agreement.
The signed client recruiting agreement controls. This website is not the agreement.
Common questions
Questions about the process.
Job ads reach people who are looking and choose to apply. We also contact qualified people who are employed and not applying.
No. We speak with each person first and only introduce people whose experience, pay expectations and location fit the job.
Usually a small group of strong matches. The number depends on the job and the market.
Timing depends on the job, location and pay. On the first call, we discuss the search and your hiring timeline.
Yes. Most of our work is contacting employed people. We handle those conversations discreetly.
Yes. We can keep your company name private and agree on what we share with candidates.
Yes, when you ask. We contact references only with the candidate's permission.
No. We work mainly on contingency. You pay a recruiting fee only if you hire a candidate we introduced, under the recruiting agreement.
Replacement guarantee terms are set out in the client recruiting agreement.
The job title, location, pay range, reporting line, project experience needed, travel or relocation, and your timeline.
Tell us who you need.
Share the job and location. We will call to talk it through.
Start the search
Tell us who you need.
Share the basics. We will call to talk through the job.
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.
Placement protection
Candidate replacement guarantee
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.