A wrong hire costs a construction CEO a year and seven figures. We run the search for disciplined insight, so the right person lands, and stays.
We were built for the hires you can't afford to get wrong.
Hiring a leader is a million-dollar decision.
Three failure modes cost construction leaders more margin, momentum, and credibility than any line item on the P&L. You've probably lived at least one of them.
Scarcity
The right leaders aren't looking for you. They're employed, busy, and three calls deep into someone else's offer.
Process
Your interviews measure the wrong things. Unstructured conversations, gut-feel decisions, and interviewers who don't know what they don't know.
Retention
Good hires still quit in year one. Not over money, over misalignment nobody caught early enough.
Each failure mode compounds. Together they cost you the one thing construction leaders can't buy back: time.
Two ways to engage.
Intensive Search
Most chosenFor roles where getting it wrong is measured in years, not weeks.
Division heads, ops VPs, project executives, the seats that set the ceiling on everything below them.
Our full operating system, run end to end: Find, Fit, Finish, with discovery, targeted outreach, references, and a 90-day landing plan inside it.
Written scorecard, targeted outreach, structured interviews, three-layer references, and a 90-day landing plan delivered with the offer.
Screening Search
We run the posting and bring the discipline to who advances.
Teams already generating applicants who need judgment applied before anyone reaches the final round.
Structured candidate screening, detailed introductions, and guided interviewing against a shared scorecard.
Fit analysis and a written recommendation built to stop the wrong hire from landing, and save you weeks of interviews.
Recruiter outreach
Not sure which fits? A consult sorts it in twenty minutes.
Two partners. Every search.
TJ Kastning
TJ believes hiring is a leadership discipline, not a transactional function. It shapes culture, capacity, and long-term outcomes. His work focuses on clarifying expectations, surfacing assumptions, and helping leaders think more clearly about the environments they're creating.
More on TJLouis Swingrover
Louis sees patterns across searches and helps both clients and candidates stay grounded in what matters most during high-stakes decisions. His instinct: durable outcomes come from clarity, preparation, and follow-through. Not pressure. Not persuasion.
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