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.

Talk through the role → How we engage →
  • 200+ Leadership matches
  • 3 to 14 Weeks per search
  • 1 Founder on every search
  • Year one Check-ins

A retained engagement, from search to first year.

For division heads, ops VPs, and project executives: the roles that set the ceiling on everything below them.

Find + Fit

Define the role · earn interest · build evidence · decide

  • Define the roleAgree on the work
  • Earn interestRecruit qualified leaders
  • Build evidenceInterview and check
  • Decide togetherResolve open questions

Finish

Offer · landing plan · integration check-ins

  • Make the offerAgree on expectations
  • Prepare the startPlan the first 90 days
  1. KickoffWeek 0
  2. Commitment: Day 30refund
  3. Commitment: Offerwk 3 to 14
  4. Month 1
  5. Months 2 to 390-day plan
  6. Commitment: Month 6credit
  7. Commitment: Year 1check-in

Scale: weeks to the offer, months after it.

Day 30
Not satisfied with how the search is run? Search fees refunded.
Month 6
If the leader leaves or is let go for cause, prorated credit toward a future match.
Year 1
Integration check-ins through the months a hire settles.
See how a search runs How we read fit

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.

Annual compensation for the role $150,000
How far the role reaches
Months before the mismatch surfaced 9
Now the costs that never show up on an invoice
$79,000 to $146,000
estimated true cost of one wrong hire
Costs you can see on a statement never invoiced
Talk through the role

Recent writing.

Antique engraving illustration of a grizzled man's face split down the middle: the left half sharp and detailed with a frown, the right half blurred and smiling.
Interview Design & Strategy · 5 min

How to Read Your Interview Notes: Impressions or Evidence

Interview notes show whether you collected impressions or evidence. Learn to spot low-resolution interviewing and turn impressions into checkable facts.

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Listen · 8 min
Antique engraving illustration. Three wax-sealed envelopes rest on a drafting table beside a fountain pen and an inkwell.
Hiring Decisions & Accountability · 10 min

How to Write Interview Feedback

How to write interview feedback that holds up: prepare for your lane, write before anyone talks, rate in four levels, and put evidence behind every read.

Read
Antique engraving illustration. An empty office after hours: a ping pong table with two paddles and a ball left on it, and beside it a steel beer keg in an ice tub surrounded by dirty empty pint glasses, one tipped over, with empty desks and chairs behind.
Mission & Culture · 28 min

How to Define a Culture You Can Hire For

Culture is what your company does when doing the right thing costs something. Until you can write that down as behavior, you cannot hire for it, and "culture fit" turns into likeability. How to find the culture you have, name the few beliefs that are not up for debate, and screen for character without screening for sameness.

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Browse all writing

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.

Talk through the role → Get the Hire in 4K guide →