Ambassador Search Group is a boutique recruiting agency driven by two passions which give us joy;
Finding important employees for amazing west-coast construction companies.
Introducing stellar construction management professionals to life-changing opportunities.
We can increase your revenue by finding the right people for your teams.
Make us your ally.
You are looking for a better boss, cohesive team, company stability, reasonable commute, competitive compensation, career growth, responsibility, acquire mentors, or relocation.
Above all, an excellent company you’re proud to work for. That’s exactly what we will help you find.
We will match you with an organization doing great things—so you’re accomplishing what you want to accomplish. You will work with good people.
Confidentiality - Do not risk your career by publically advertising your availability
Access to top-tier jobs not posted publicly
Personalized representation directly to key decision-makers
Our industry insider perspective
To be the best, you need to hire the best.
Hiring the right people is time-consuming and challenging. That is why we conduct intensive pre-interview screens, assist you with the interview process, provide reference checks, and ensure you have all the information to make smart hiring decisions.
You won’t just find skilled workers. You will find excellent people.
Access to otherwise inaccessible experienced candidates through a proven process
Confidential advice from experienced recruiters who see the broad market picture
Protection through anonymity
Our Blog (click here)
There are some intriguing concepts and insights that Sean Covey (and the other authors) had in the book, 4 Disciplines of Execution. He has a very extensive background as a business executive and has had his program utilized by some very large, multi-national (and even international) companies.
The fundamental problem they define is this: Many executives and employees know their general strategy; they simply fail in the execution phase of their goals. Execution fails for 3 reasons:
Ambassador Search Group serves our clients best by focusing on introducing the best people we can find to our clients and advising them on interviewing, assessing, hiring, and managing them. Note though, we are only in charge of the introduction process. We don’t make the hiring decision and we don’t manage employees. As Gallup astutely points out, performance is a management problem.
I was just asked "How should we digitize tracking employee engagement to reduce the management burden?"
There is a dangerously flawed assumption in this question that engagement can be digitized.
Companies are ultimately reflections of their owners. You should consider what it is about your core values which influence your culture which influences your operations which influences the daily workflow, which influences how people are treated, and consequently, how they feel about working there. People want to be proud of their work and company.
The term "It's just business" is confusing.
Should business relationships and personal relationships stay separate?
Is it okay then to behave in a different manner than one would towards their personal relationships?
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Yesterday I spoke with a senior construction executive with a reasonable and serious frustration about being contacted by recruiters, sending his resume and information, and never hearing from those recruiters again. Of course, we all know he is not alone. Recruiters are notorious for ghosting people and complaining when candidates or client’s do the same.
The beginning of any employment is inherently an evaluation period and some companies embrace this with a probationary time, trial period, or some such language. The intent being to communicate the extra scrutiny the employee will experience to establish trust, learn the company, and contribute acceptably. By making the period explicit it reinforces the need for the person to be on their best behavior which theoretically enhances retention.
Employees; Career growth is built on trust, not job hopping.
Don't think that job changes are the only way to address pay and responsibility stagnation in your role.
Build the trust of your leaders and then ask for more responsibility and pay. Laziness expressed as job hopping is a shortcut to nowhere.
There is a lot of pandering, click-baiting, bad advice on LinkedIn for job seekers which discourages personal responsibility and discernment and instead suggests corporate discrimination (of many sorts) is the root of job-seeker woes. Oleg Vishnepolsky and Liz Ryan are notable viral examples. Their posts attract thousands of comments and likes.