Tell us who you need
We talk through the job, the projects, location, pay and why someone good would want it.
OPERATIONS & EXECUTIVE LEADERSHIP
Operations manager, division leader or VP: hiring the right level of construction leadership.
Define the projects, teams and financial decisions this person will lead. We recruit operations managers, division leaders and VPs for permanent construction leadership roles nationwide.
Operations director and operations leadership recruiting
An operations director may lead one division or several project teams. Define P&L authority, hiring decisions, client responsibility and reporting lines before comparing titles. Our operations leadership recruiting starts with those responsibilities, then looks for people who have handled comparable work.
For employers
What will this operations leader be responsible for?
Compare the actual job before choosing a title. An operations manager, division leader and VP can carry very different responsibilities at different contractors.
Define the responsibility, not just the level
| Compare | Operations manager | Division leader | VP of operations or construction |
|---|---|---|---|
| Projects and portfolio | Day-to-day delivery across the assigned jobs or operating team. | Delivery and performance of a defined business unit or market. | Company-wide or multi-division delivery priorities and performance. |
| P&L authority | Which costs and corrective actions can this person approve? | Do they control division revenue, margin and staffing decisions? | What authority do they have over forecasts, investment and business results? |
| Teams | Which PMs, field leaders or support teams report directly? | Who hires and develops the division’s managers? | Who selects senior leaders and resolves competing needs across divisions? |
| Succession | Who can cover the role and which team members need development? | Which future division leaders will they develop? | What leadership bench and succession decisions will they be responsible for? |
Evidence to request
- Ask for a comparable portfolio: project count, delivery model, reporting lines and decisions the person made personally.
- Separate results they were accountable for from company results they helped support. Ask what authority they had over budget, margin, staffing and recovery plans.
- Discuss a difficult forecast or project escalation: what they changed, who approved it and how they followed through.
- Ask how they developed a manager or prepared a successor. Agree which claims references can address; do not treat an impressive title as verification.
Prepare an operations leadership brief
Before outreach, agree which decisions the new leader will own. A useful brief records:
- The projects or business unit they will lead, including sector and delivery model.
- Revenue or portfolio scope, margin responsibility and approval limits.
- Direct reports, hiring authority and the managers they will develop.
- Reporting line, ownership structure and any confidentiality requirements.
- Location, site travel and compensation structure.
- The first business problem they must address and who will make the hiring decision.
Roles We Recruit
Operations and executive leadership roles vary significantly by company size, ownership structure, and organizational design. These are the positions we recruit most often at this level.
Operations Manager
Oversees operational performance across a group of active projects or a regional portfolio. Manages PMs and superintendents, monitors production, and resolves cross-project resource conflicts.
Division Manager
Leads a defined business unit or geographic division, with P&L responsibility, staff oversight, business development support, and accountability for the division's project outcomes.
Director of Construction
Sets operational standards and processes for the construction function. Typically reports to a VP or COO. Manages senior project leadership and ensures consistency in delivery quality.
Vice President of Construction
Executive-level ownership of the construction operation. Responsible for project delivery performance, operational hiring and structure, client relationships, and company growth strategy.
Vice President of Operations
Oversees all operational functions including field, project management, and support services. Often a COO-adjacent role in mid-size contractors. Drives efficiency, margin, and talent development.
Construction Executive
Senior leadership role responsible for overall company direction, major client relationships, and organizational performance. Typically at or near the principal level in private firms.
What Employers Commonly Need
- P&L ownership or multi-project financial accountability
- Demonstrated ability to lead, develop, and retain project teams
- Operational experience in relevant construction sector and project scale
- Client relationship management at the owner and decision-maker level
- History of improving project delivery margin or operational efficiency
- Organizational design and leadership succession thinking
- For executive roles: business development capability or relationship network
What We Evaluate in Candidates
- Revenue or portfolio scale overseen in operations leadership roles
- Staff managed: size, structure, and reported results
- Sector, delivery method, and market geography experience
- Ownership and compensation structure expectations
- Long-term career motivations and succession context
- Reference quality: what do past principals and project teams say?
- Cultural fit with employer ownership style and company stage
Why executive-level construction searches require a different approach.
Many operations leaders and construction executives are not watching job postings. Reaching them usually takes a direct conversation that starts with a specific, credible opportunity, not a generic inquiry.
Our outreach is direct and professional. We know the market well enough to reach the right people and articulate why your opportunity is worth their attention.
Discreet outreach
We contact candidates directly, without public postings that alert competitors or signal internal instability.
Confidential process
The client company is not disclosed until a candidate has indicated genuine interest.
Long-term perspective
Executive hires are organizational bets. We invest in understanding fit at a level beyond résumé review.
Relevant Construction Sectors
Commercial ConstructionHealthcare ConstructionIndustrial ConstructionHeavy Civil and InfrastructureMultifamilyData CentersSpecialty TradesResidential DevelopmentWater and WastewaterTransportation
Frequently Asked Questions
What makes executive search in construction different from staff-level recruiting?
At the operations and executive level, many qualified candidates are not actively searching, so direct outreach matters alongside any posting. That outreach should clearly explain the opportunity, company direction, and leadership responsibilities.
How confidential is the executive search process?
We discuss confidentiality and disclosure expectations with the employer before outreach. The search scope and candidate conversations follow those agreed parameters.
What do operations executives typically require before making a move?
Compensation is one part of an executive search. The intake can also cover ownership structure, partnership opportunities, company culture, financial context, and the operational responsibilities of the role.
Do you recruit construction executives for privately held companies?
Yes. We can recruit operations leaders for privately held contractors and construction companies. The search scope can reflect ownership structure, company context, culture, and leadership needs.
How is the scope of an operations executive search set?
The employer defines the scope. Role expectations, company context, team structure, and leadership responsibilities are discussed during intake and reflected in the search.
How our operations leadership search works.
We learn the job, find people who have done similar work, and speak with each one before you meet them. We stay involved through interviews, the offer and the start date.
01
Tell us who you need
We talk through the job, the projects, location, pay and why someone good would want it.
02
We find and speak with candidates
We call people with the right experience, including many who are not applying for jobs.
03
You meet the strongest matches
You get a short list with notes on each person. We set up interviews and share feedback.
04
We help you complete the hire
We help with the offer, counteroffers, notice and start date.
Need to hire a construction operations leader or executive?
Tell us about the role. We'll review the search and discuss whether a targeted executive search makes sense for your situation.
Search possibilities
Types of searches we can take on.
Examples of jobs we can fill. Tell us about yours.
- Chief Executive OfficerIndustryGround-Up CommercialMarketTexas
- PresidentIndustrySpecialty TradesMarketFlorida
- VP of OperationsIndustryGround-Up CommercialMarketTexas
- Vice President of Construction OperationsIndustryHeavy CivilMarketFlorida
- Director of ConstructionIndustryCommercial InteriorsMarketNew York
- Construction DirectorIndustryHealthcareMarketTexas
- Project ExecutiveIndustryGround-Up CommercialMarketTexas
- Project ExecutiveIndustryHealthcareMarketFlorida
Start the search
Tell us who you need.
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.
Public candidate profiles
Available now in construction.
Every profile is presented without identifying details. We confirm current interest and fit before arranging a private introduction.
How it works
How we fill your job.
Four steps, run by Ivan or a senior teammate.
We find and speak with candidates
We call people with the right experience, including many who are not applying for jobs.
You meet the strongest matches
You get a short list with notes on each person. We set up interviews and share feedback.
We help you complete the hire
We help with the offer, counteroffers, notice and start date.
Relocation and travel
Location is part of the search.
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
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.