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 →
270+Leadership matches
15 yrsConstruction only
1Founder on every search

Candidate interest is the beginning.

How the match works

  1. Define the roleAgree on the work
  2. Earn interestRecruit qualified leaders
  3. Build evidenceInterview and check
  4. Decide togetherResolve open questions
  5. Make the offerAgree on expectations
  6. Prepare the startPlan the first 90 days

Retained search, with the hiring and onboarding work built in.

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.

The person should arrive knowing what they own and how success will be measured.

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 your P&L never invoices
$79,000 to $146,000
estimated true cost of one wrong hire
What your P&L sees below the line
See how we de-risk it

A retained engagement, from search to first year.

Intensive Search

For roles that will shape how the company operates for years.

Best for

Division heads, ops VPs, project executives, the roles that set the ceiling on everything below them.

Includes

A written scorecard, targeted outreach, structured interviews, reference checks, hiring-decision support, and a 90-day landing plan delivered with the offer.

See the full process

What makes a fast hire a safe one.

  1. Agree on the role before anyone starts recruiting.
  2. Give each interviewer a clear job.
  3. Schedule the next step before the current one ends.
  4. Collect feedback while it is fresh.

Recent writing.

Antique engraving of a stone spiral staircase seen from directly above, its steps winding down into a dark center.
Hiring Decisions & Accountability · 5 min

The Seven Levels of Management Hell

Supervision is the interest you pay on a hiring risk you accepted at the table. A Dante-framed descent through seven levels of people who cannot self-direct, and what the tax really costs.

Read
Antique engraving illustration. Three wax-sealed envelopes rest on a drafting table beside a fountain pen and an inkwell.
Working with Ambassador Group · 3 min

How the Interview Feedback Process Works for You

How the interview feedback process works on an Ambassador Group search: five steps, one firm rule, and why writing your feedback first protects your judgment.

Read
Antique engraving illustration. A classical two-pan balance scale rests on a carved stone plinth with one pan hanging lower than the other.
Compensation & Offers · 5 min

Bay Area vs Sacramento construction pay: a 14% premium for superintendents, near zero for the trades

A flat cost-of-living bump misprices most roles. Advertised pay shows the Bay Area premium concentrates in the superintendents and PMs who run the job.

Read
Listen · 8 min
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 Manual →