When the right person is not local, we find the one who will move.
Local candidates come first. When the market runs dry, relocation recruiting is one of the things we do best.
Local first
We always look close to home first.
A local hire usually starts sooner, knows the subcontractors and inspectors in the area, and has no move to manage. So every search begins by checking the local market carefully.
Some roles do not have a local answer. Remote projects, small markets, and specialized work can leave you with few or no qualified people nearby. That is where relocation comes in.
Who moves
Plenty of construction professionals are willing to relocate.
Construction people are used to going where the work is. Many experienced Superintendents, Project Managers, and Estimators are open to moving on their own or with minimal help, even for remote locations and hard-to-fill positions.
Our job is to find those people, discuss their relocation plans, and make sure the role is worth relocating for.
- We discuss location, moving arrangements and start-date commitments early, not at the offer stage.
- We confirm a candidate understands the location before you interview.
- We search nationally when the local market is thin.
Employer support
Any relocation help you offer widens the search.
You do not have to offer a large package. But even modest help, like moving costs, temporary housing, or a flexible start date, improves the search. It brings more candidates into consideration and makes acceptance more likely.
During intake we will talk through what you can offer, and we will tell you plainly how it is likely to affect the candidate pool.
Relocation recruiting questions
Do you prefer local or relocating candidates?
We prefer local candidates when the market has them. When it does not, we search nationally for construction professionals who are willing to relocate.
Will candidates relocate without a relocation package?
Many construction professionals are willing to move independently or with minimal help, even for remote locations and hard-to-fill roles. Any help the employer offers improves the search.
What kind of relocation help makes a difference?
Moving costs, temporary housing, and a flexible start date are common examples. Even modest support brings more candidates into consideration and makes acceptance more likely.
Do relocation searches cost more?
Relocation searches use our standard fees: 28% standard non-exclusive contingency, 25% exclusive, 33% executive search.
More reading: our recruiting process and staffing vs direct-hire recruiting.
Struggling to fill a role in a tough location?
Tell us where the work is and what you can offer. We will tell you how we would approach the search.