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 professionals to life-changing opportunities.
We can increase your revenue by finding the right people for your teams.
Let us be your steadfast ally.
We place high quality people in the High-End Custom Residential and Commercial Construction sectors.
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
We have interviewed thousands of candidates. Here is our concise advice for extracting the most value from interviews, not in order of importance.
Don’t blindly follow an interviewing model or hiring formula. Think carefully about the culture you are perpetuating with the very beginning of the interview process and be intentional about each step. Map out your process and test its effectiveness.
Ask for questions to three simple questions along with their application. Tailor those three questions to highlight the exceptional candidate you are looking for….
Employee satisfaction in their work relies on three factors, per the excellent book ‘3 Signs of a Miserable Job’ by Patrick Lencioni.
Relevance. How do they help improve other’s lives? These people may be customers, coworkers, or their boss. People feel fulfilled when their work has an appreciable positive impact on other people’s lives. The more you can connect their efforts to positive impact, the better. Having a culture of gratitude for their work is an important first step in relevance….
We hear many hiring authorities complain about the employees that THEY HIRED and THEY MANAGE. Some realize their complaints are in part a reflection of their own leadership ability and rise to the challenge, others flounder, wondering why people don’t perform as expected.
Our most capable, stable, and competitive clients value elevating leaders over securing their own positions. They care more about their employees success than their own short-term goals.
Email is pervasive and inescapable now. The unwary can easily sign up for a deluge of unnecessary newsletters (except ours, of course), or be drowned in a deluge of verbose information from inside and outside the company. Email can consume hours of each day.
Consider the GTD method of email management. That’s the ‘Getting Things Done’ philosophy applied to email.
Quality and speed matter to good hiring. Go slow enough to know the candidate well but fast enough another competitor can’t seize the initiative.
Minimize time elapsed between application, interview, 2nd interview, and offer. This is an easy improvement. Simply maintaining momentum advantages you over slower competitors.
Daily business operations can be chaotic so please refer to your onboarding checklist to ensure you are not skipping valuable steps. Good management is a service you provide FOR employees, not something you do TO them.
Question: If speed and relationship building are both important parts of hiring competitively, how do you get them to work together nicely?
Answer: Implement an assessment (DISC, MBTI, PI, Profile XT, etc) after the first interview and share and discuss the results with the candidate. Ask them if they agree or disagree and how they handle various situations that could happen with other personalities and styles.
I know of a recruiter who placed a client’s brother at his firm. They even got paid on it, and rightly so. They solved the problem. It’s a little absurd though and I’m sure the client will be more thoughtful next time. Here’s a checklist to quickly find your low hanging options:
We are fans of Ray Dalio’s book, ‘Principals’. His simplification of profound truths is relatable and more easily applicable than dense theory.
Our Principals are a work in progress, but we would like to share what we have, thus far.
“What has been your experience with recruiters?” I asked.
“It’s been disappointing.” Came the quick response. “We have paid several recruiters fees for people and none of them have stuck with us longer than a year.”
Puzzled, with a warning flag waving in my mind, I ask “Do you feel like the recruiters did something improper?”
“Well, yes, we feel like they ripped us off".
“Hmmmmm… What would you do differently to avoid the situation again?”
“We don’t know. We haven’t been very impressed with recruiters.”
They didn’t appreciate hearing that recruiters cannot guarantee retention. It’s impossible.