Find the right people. Hire them well. Retain them.
We recruit construction leaders and help your team do the work that follows: interview, decide, make the offer, and prepare the first 90 days.
- 200+ Leadership matches
- 3 to 14 Weeks per search
- One founder On every search
- One year Integration coaching check-ins
Every hire has two sides.
Here is what happens on both of them, from the first conversation to the end of year one.
Hiring company
Construction leader
Click a phase to see what happens in it.
Find
Define the role. Reach qualified leaders, including those not looking.
The search starts with a Hiring Strategy Meeting: what the job has to accomplish, what good looks like at ninety days, and who makes the final call. Then the market gets mapped and the outreach begins.
For the hiring company
A clear role definition, a short list of introduced leaders, and a written search update every two weeks.
For the construction leader
A straight read on the role and the company before anyone asks for your time, and a respectful close if it is not a fit.
A few of the 35 steps in find
- Hiring Strategy MeetingRole, interview plan and decision owner, agreed before outreach starts.
- Attraction strategyWhy the right person would leave a job they are not looking to leave.
- Market and target-company mapThe companies and titles worth calling, before the first call.
- Outreach and real conversationsPhone, text, email and LinkedIn, followed by get-to-know-you calls.
- Written introductionsThe strongest candidates are introduced in writing to the hiring authority.
Plus 30 more, handled without anything for you to track.
Fit
Build the evidence. Make the decision together.
Both sides interview, and both sides decide. Each conversation is prepared, recorded and reflected on, then the references and an assessment add evidence neither side could gather alone.
For the hiring company
An interview analysis, a reference report and an assessment read to decide with.
For the construction leader
Prep before every interview, a debrief after, and a read on how you would work with your future manager.
A few of the 24 steps in fit
- Prep for both sidesEach interview has a plan for the interviewers and for the candidate.
- Reflection after every interviewThe hiring team records what they saw while it is fresh.
- Interview analysisBuilt from the transcript, the candidate debrief and the reflections.
- Recorded reference callsWritten up as a report for the hiring company.
- PXT Select assessmentTaken by the candidate and the future manager, then reviewed together.
Plus 19 more, handled without anything for you to track.
Finish
Prepare a strong start. Stay involved through year one.
An accepted offer is the start of the work. The resignation, the background check and the first ninety days are planned, and support continues through the first year.
For the hiring company
A new leader who arrives prepared, with check-ins through the first year.
For the construction leader
Coaching through the offer and the resignation, and a structured landing in the new role.
A few of the 23 steps in finish
- Coaching through the offerBoth sides get help reaching terms that hold up.
- Resignation coachingSo the notice conversation goes cleanly.
- Background checkHandled end to end, with the report shared with both sides.
- Pre-start meetingThe new hire and the client team plan the first ninety days.
- Integration check-insAt the start date, then months 1, 2, 3, 6 and 12.
Plus 18 more, handled without anything for you to track.
82 steps behind every match, for both sides.
Move important decisions off the owner's desk.
A well-matched leader takes responsibility for work that is still sitting with the owner or senior team. We build the search around that work.
What getting the role right protects.
Let's talk through the role and what should happen first.
Bring the role, the team around it, and the questions you need to resolve.