Hiring with Integrity: How to Compete for Talent Without Burning Bridges
TJ Kastning
Most construction leaders want to build a great team—without becoming the kind of recruiter they hate.
But in today’s market, that’s easier said than done.
You’re under pressure to hire. The best candidates are already employed. And just when you start making progress, the phone rings:
“Hey—I just heard you’re recruiting one of our people.”
Suddenly, you’re being accused of poaching.
Let’s clear the air—and chart a better path forward. Because it’s absolutely possible to recruit competitively and ethically.
We do it every day.
💥 The Pain: “I Don’t Want to Poach—But I Still Need Great People”
Hiring today can feel like walking a moral tightrope.
You don’t want to damage relationships or look shady. But you still need skilled, proven people—and they’re usually working somewhere else.
And this creates tension. Because:
- You’re trying to grow without creating drama
- You don’t want to lose your reputation while gaining a hire
- You don’t want to be seen as that company—even if others are doing it worse
So how do you recruit ethically without compromising your competitive edge?
Short answer: values-based human recruiting.
It’s how we operate—and how you can, too.
❌ What “Poaching” Gets Wrong
Let’s be clear:
You can’t steal a person.
They’re not property. They’re professionals with agency. If someone leaves, it’s not because you tricked them—it’s because something about your opportunity aligned better.
The term “poaching” itself is outdated—and misleading.
- It assumes someone was “taken”
- It assumes loyalty was broken
- It assumes the new job is illegitimate
But none of that holds up under scrutiny.
In fact, if hiring an employee is “poaching,” then so is bidding on a project someone else wants.
Let’s be honest:
The same companies that get upset about recruiting someone’s PM are out there bidding against those same companies for multimillion-dollar jobs.
We compete for work.
We compete for subs.
We compete for talent.
That’s not unethical—it’s how progress happens.
Competition is what forces us all to raise our game.
And the companies that embrace this reality—respectfully—are the ones that attract and retain the best people.
😅 Even We Get Protective Sometimes
Funny story: one of our recruiters got a message from a competitor once.
I saw the email and immediately had the thought:
“How dare they?!”
And then I laughed. Because we’re a recruiting firm.
Even we, who do this every day, feel that pang when someone comes after our people.
It was a good reminder: the emotions are real—but they don’t justify shutting down opportunity.
If we want our people to stay, we have to earn it.
We don’t get to own them.
⚠️ Predatory Recruiting: Take First, Ask Later
Some recruiters—and even some companies—approach hiring like a smash-and-grab job.
They:
- Target competitor teams without care
- Push candidates to leave fast
- Overpromise, underdeliver
- Undermine the candidate’s current employer to close the deal
- Disappear after the hire
Does it sometimes work? Sure.
But it leaves behind a wake of damage:
- Broken relationships across the industry
- Hires who regret making a rushed decision
- Distrust that slows future collaboration
- And a reputation that’s hard to shake
This is the “recruiting as conquest” model. It’s not strategic. It’s not sustainable.
And it’s not how great companies operate.
🛠 Values-Based Human Recruiting: People Over Pressure
So what does values-based recruiting look like?
It starts with a simple belief: people are not pawns.
Every interaction is a chance to build trust, not just fill a job.
Here’s how we do it—and how we advise our clients to do the same:
1️⃣ Right-fit targeting—not random disruption
We don’t spam every assistant superintendent in a 50-mile radius.
We look for alignment—based on skills, timing, goals, and team culture.
2️⃣ Respect for the candidate’s current role
We assume they’re doing good work where they are.
We don’t trash their company to make ours look better.
We just open a door and let them decide whether to walk through it.
3️⃣ Honest representation
We tell the truth about the opportunity.
That includes the good, the hard, the stretch, and the fit.
The goal isn’t to sell them—it’s to help them decide well.
4️⃣ Shared accountability
We don’t vanish after the hire.
We check in. We support the transition.
Because a hire isn’t successful just because someone said “yes.” It’s successful when they thrive.
5️⃣ Reputation care
We’re representing you in the market—so we act like it.
We protect your brand, the candidate’s dignity, and the broader ecosystem of trust that makes this industry work.
🧭 The Mindset Shift Leaders Need to Make
The goal isn’t to avoid recruiting employed people.
The goal is to recruit them like a human being.
Because the truth is: some of the best candidates out there aren’t looking.
But they are open, if the right opportunity comes along.
When you recruit with respect, you’re not “taking” someone.
You’re offering them a chance to grow, and helping them make a thoughtful decision.
And when that happens:
- The candidate wins
- The hiring company wins
- The market gets stronger—not weaker
That’s not poaching. That’s alignment.
📌 Real Example: When It Could’ve Gone Wrong—But Didn’t
We once helped a subcontractor in the Bay Area hire a project manager who worked for a general contractor they’d partnered with on jobs.
It could’ve gone sideways.
But here’s what made it work:
- The PM wasn’t actively looking, but was planning to relocate closer to family
- The subcontractor offered him a role that matched both his professional goals and life needs
- We handled every step with transparency and care
No secrets. No pressure. No trash talk.
When the GC found out, they weren’t thrilled—but they weren’t blindsided, either. They understood the decision. And because the transition was clean and respectful, the working relationship remained intact.
Everyone moved forward with clarity and maturity.
That’s how it should work.
🧠 Another Example: He Didn’t Leave Out of Disloyalty
One of our clients recently hired a senior PM who was not looking.
But after a few conversations, he realized:
- He’d hit a growth ceiling at his current firm
- He craved stronger mentorship and more clarity around operational process
- The leadership style of our client was a much better fit
He didn’t jump ship for a higher salary.
He made a move because it was the right next step.
And he’s still thriving in the role today.
🤝 Relationships Matter—So Tell Us Who Matters to You
We get it—some relationships are worth protecting.
If you have a GC, subcontractor, or business partner you want to keep in good standing with, tell us.
We’ll take their people off your list.
We’re not here to play dirty. We’re here to build strong, aligned teams. And sometimes that means honoring boundaries—not pushing them.
⚖️ A Quick Note on No-Poach Agreements
In case you’re wondering: “no-poach” agreements between companies are illegal.
The Department of Justice has made it clear—you can’t agree with another company to avoid recruiting each other’s employees.
Why? Because it:
- Hurts workers
- Suppresses wages
- Limits mobility
- Undermines a healthy labor market
We don’t need backroom deals to protect ourselves.
We need strong leadership, meaningful culture, and clear growth paths.
If your employees are getting recruiter messages, that’s not the problem.
It’s a sign the market values them.
Your job is to deserve their loyalty—not demand it.
✅ Recruiting with Integrity Isn’t Just Possible—It’s Powerful
The best hires aren’t taken.
They’re earned—through thoughtful conversations, honest expectations, and a foundation of trust.
If you’re trying to grow your team without compromising your values, we’re here to help.
There’s a better way to win talent—without losing your integrity.
