AMBASSADOR UPDATES
It started with a realization.The company looked successful from the outside but inside, things felt brittle.Deadlines were tight. Team stress was high. Turnover was creeping in.The executive wasn’t panicked, but he was unsettled. He wanted to run a high-caliber company. And he believed he knew the way forward: “We need better people. That’s the key.” […]
In construction, no project launches without preconstruction meetings, drawings, schedules, and sign-offs. Budgets are scrutinized, scopes defined, and responsibilities assigned. Everyone knows where they stand. But when it comes to building the teams that will actually execute those projects, many companies wing it. Job descriptions are vague. Recruiting is reactive. Interviews are unstructured. Offers are […]
Most construction companies think of onboarding as a one-and-done process. A new hire shows up, fills out some paperwork, learns the ropes for a few weeks, and then—boom—they’re fully integrated. But that’s a costly myth. Onboarding is not a single event—it’s a continuous process of alignment between the employee and the company. And if you […]
A client recently told me a story that perfectly illustrates the danger of relying on surface-level interviews. They were hiring for a technical role and built a strong interview plan. One step was a practical work sample, a chance for the candidate to actually complete a project similar to what they’d be responsible for on […]
The interview process is a two-way evaluation—both the employer and the candidate are assessing each other. But what happens when a candidate isn’t actually serious about leaving their current job? Instead, they’re just fishing for an offer to leverage a raise or promotion where they are. In construction hiring, where skilled talent is already in […]
Ambiguity in hiring decisions often masquerades as confidence.You’ve probably seen it: the interview team walks out of the room, someone says, “I liked them,” another nods, and the decision feels complete. No one is forced to articulate specifics. No one presses for evidence. And because ambiguity is comfortable, the team accepts it as progress. But […]
Most leaders talk about recruiting as if it is a single service. It is not. Recruiting is a spectrum, with different tools, costs, incentives, and challenges depending on the situation. When you lump it all together, you risk overpaying for the wrong thing or under-investing in the one thing that could actually solve your problem. […]
A professional who declines today may be the same one who is ready to listen three months from now. Work frustrations ebb and flow. A project dispute, a missed promotion, or simply a sense of being undervalued can tilt someone from “I’m not looking” to “Maybe it’s time to explore.” That is why one of […]
Most hiring authorities think about personality assessments too one-dimensionally—as a way to filter out candidates. But the real power of assessments comes after the results, when they’re used to spark a deeper, more meaningful conversation. The best way to do this? Bilateral assessments—where both the candidate and hiring manager complete an assessment and review the […]
Why Great Hiring Still Starts With Leadership Every so often, I’ll get a message from a well-meaning leader who says something like: “Hey, I like your blog, but honestly, it’s a lot. I don’t need all this theory. Can’t you just help us find better people?” That message is always worth listening to. It comes […]
