Day 30
Satisfaction, or your money back
Not satisfied with how we're running the search in the first 30 days? We refund the search fees you've paid to date.
Run a disciplined
leadership search
from the start.
Before outreach, we define what the person must accomplish. Then we contact leaders who are not actively applying, use one scorecard throughout the interviews, and remain involved through the first year.
270+ Leadership matches ◆ 15 Years ◆ Construction only ◆ 9 American West states ◆ $10M to $250M Companies ◆ 1 Founder, every search ◆ 270+ Leadership matches ◆ 15 Years ◆ Construction only ◆ 9 American West states ◆ $10M to $250M Companies ◆ 1 Founder, every search ◆
Give the role clear responsibility.
Define the work this person will own, the decisions they can make, and what success should look like.
Search with discipline
Intensive Search
Starts at $875 / week
A retained search run by TJ and our specialized US-based team.
Best for
Superintendent, PM, PX, Director, Executive Leadership
Timeline
3 to 14 weeks
Fee
$875 / week search fee + 24% match fee
Replacement policy
6 months pro-rated
Fits when
- The person's decisions will affect the company for years
- Qualified candidates are scarce or not actively looking
- Your team has not agreed on what success looks like
- The first 90 days need a written plan
Start the next search
without starting over.
Three-year relationship
Your hiring demand Ambassador support
1
Start when a role opens
When your BD team wins work and you need leaders, we already know your company, your team, and your standards.
2
Pause between searches
Between searches your account stays active. No fees, and no rebuilding context when the next role opens.
3
Build on what we learned
Every search deepens how well we understand who thrives on your team and what predicts retention.
Client types.
1
Commercial
2
High-end residential
3
Specialty trades
4
Owners' reps & developers
How a search runs:
Find, Fit, Finish.
Find
- Agree on the role. In 1 to 3 working sessions, your stakeholders define the work and approve a written hiring strategy.
- Reach qualified leaders. We approach people doing comparable work, including those who are not looking, and screen against the agreed requirements.
Fit
- Give interviews a clear purpose. Each interviewer tests specific requirements and records their assessment before the team compares notes.
- Investigate open questions. PXT Select, Kolbe, references and background checks add context to the interview evidence.
- Make the decision. We help your team and the candidate work through disagreements and decide whether to proceed.
Finish
- Agree on the offer. We help both sides work through terms and expectations.
- Prepare for the work ahead. A 90-day landing plan arrives with the offer. We hold integration check-ins at one, two, three and six months and at one year.
Deliverables.
Find
Updated Job Description
Rewritten in plain language against the scorecard. Mission, outcomes, competencies, dealbreakers, signed off before outreach begins.
Find
Job Ads
Sales-grade narrative for the role. Candidates see the same brief leadership signed.
Find
Weekly Updates
Where the search is, what we're hearing, what's next. Always in writing.
Find
Structured Interview Strategy
Per-candidate question set, evaluation rubric, and reflection sheet for each interviewer at each interview.
Fit
References Dossier
We summarize recurring themes and flag gaps or contradictions for the hiring team to investigate.
Fit
Post-Interview Evidence Review
We compare interviewer notes with the role scorecard, then flag disagreement, missing evidence, and questions the client and candidate still need to answer. AI helps organize the evidence; TJ and the team guide the conversation.
Fit
Bilateral Fit Assessment
The leader and candidate use Wiley PXTS together to discuss how they would work together and what the role will demand.
Finish
90-Day Landing Plan
A joint plan delivered with the offer that names first priorities, working agreements, and check-in dates.
Finish
One-Year Retention & Integration Check-ins
Integration check-ins at one, two, three and six months and at one year, so the client and new hire can address problems early.
Example deliverables.
Sample Hiring Strategy Excerpt
Mission
Stand up a precon function that wins work the firm should win and walks away from work it shouldn't.
Outcomes (12 months)
- Pursuit hit-rate ≥ 35% on targeted segment
- Estimating turnaround ≤ 3 weeks on standard scope
- Two senior estimators recruited and retained
Competencies
Strategic precon · estimator development · client-facing pursuit narrative · margin discipline.
Sample Candidate Introduction Excerpt
Senior Project Manager
[Candidate] is a high-end residential PM with 14 years running high-end custom builds in the $5M to $25M range across the region. He's exploring a move because his current employer has pivoted toward production multi-family and he wants to return to craft-driven custom work. We recommend an interview, with one caveat: his last two years skew commercial-adjacent, so we should pressure-test how recent his hands-on high-end-residential muscle memory is.
Show full report
Executive summary
- Sector: High-end custom residential, with a recent stretch into mixed-use multi-family
- Current: [Current Employer], Sr. PM (4 years)
- Signature work: ~$18M custom estate (3-year build, marquee architect)
- Motivation: Wants back into craft-first, design-led residential
- Timing: Current project closes in ~2 months
- Location: [Region]; open to nearby markets
Motivations (make-or-break)
- Returning to design-driven custom work; cited a 5-year stretch with two top-tier residential architecture firms as the most rewarding of his career
- Wants ownership of the full build cycle, not segmented PM scope
- Values a disciplined operations culture over entrepreneurial chaos
Compensation target
- ~$185K base + bonus (~$210K all-in target)
- Vehicle allowance expected (~$750/mo)
Where we've matched people.
Preconstruction & Estimating
Preconstruction Managers · Estimators · Bid Coordinators
Executive & Operations Leadership
Directors of Construction · Project Directors · Regional Principals · COOs · VPs · Project Executives · General Managers · Project Managers · Superintendents · Safety Managers · Business Development
Design, Safety & Specialty Trades
Architects · Architectural PMs · Designers · CAD/Drafters · Safety · QC · Electrical & Plumbing Division Managers · Millwork Managers · Cabinet Makers
Business Operations
Controllers · Accounting Managers · Bookkeepers · Office Managers · Administrative Positions
See how the process actually ran.
Two searches in full: one where the process stopped a polished front-runner before he landed, and one where it re-scoped a role before a single candidate was contacted. Plus a long-form conversation with a client leadership team about the searches we ran together.
Read the case studies →Frequently asked.
Do you do contingency?
No. Contingency creates the wrong incentives at exactly the moment judgment matters most. When we know a strong candidate who is available outside a retained search, we will tell you.
What's your replacement policy?
Six months prorated (Guided Interview Process must be used). If the matched candidate leaves, we credit the match fee toward a replacement search or another search. And the first 30 days of any search are money-back: if you're not satisfied with how we're running it, we refund the search fees you've paid to date.
Do you work outside construction?
Rarely. The methodology travels but our network is deepest in construction. We'll tell you if we're not the right fit.
Who runs my search?
TJ Kastning and our specialized US based team, no off-shore or AI driven recruiting. Every interview, every scorecard, every reference call is one of us. It's why we cap the number of searches we take.
One retainer. Three guarantees.
A hire that lasts.
Month 6
Pro-rated replacement credit
If the matched leader leaves voluntarily or is released for performance, we credit the match fee toward the replacement search.
Year 1
Retention & integration coaching
Integration check-ins at one, two, three and six months and at one year, when most hires succeed or fail, so misalignment surfaces while it's still fixable.
These hold when the search runs on our full process: discovery, structured interviews, assessment, and the check-ins. Shortcuts break the guarantee.
Hire in 4K.
A field manual for the leaders doing the hiring.
Use the scorecards, interview questions and planning worksheets with your own hiring team.
Tell us about the role.
Tell us what the person needs to accomplish and what your team needs help deciding.