Your best candidates aren't applying.
They are already running major projects at your competitors.
Workforce Search + Compensation Intelligence.
See who's available. Know what it takes to hire them.
Do we have enough people?
Validate fill timelines, lead-time buffers, and role coverage against current market conditions — before the gap surfaces as schedule slip after mobilization.
Explore Planning →Can we find the people?
Intelligence-led search for passive operators who are running major work at your competitors — built for the construction leadership roles that define program success.
Explore Search →Can we attract and retain them?
Offers calibrated to what's actually closing — by role, region, and project type. Current benchmarks, not 90-day-old survey data that reads as a pay cut to your finalist.
Explore Compensation →Built to execute faster than traditional search.
Directional benchmarks reflecting typical execution patterns across construction leadership searches — PM, estimator, operations, and executive-level. Actual timelines vary by role scarcity, location, and project type.
- Days 1–3 Market mapping + competitor analysis
- Days 4–10 Qualified candidate submission (typical)
- Days 11–17 Interview process
- Days 18–30 Offer + acceptance
All figures are directional benchmarks, not guaranteed timelines. Actual performance varies by role scarcity, geography, project type, and market conditions. Traditional search ranges reflect general retained/contingent construction search patterns.
Most workforce challenges begin long before a role is posted.
Without visibility into workforce availability and market conditions, organizations often repeat the same mistakes.
Hiring Without Market Visibility
Most organizations begin recruiting before understanding labor availability, workforce competition, or local market conditions. The result is a search strategy disconnected from reality.
Compensation Misaligned With the Market
Compensation assumptions built on historical data often fail in rapidly changing labor markets. When the market moves, offers that once closed candidates quickly become uncompetitive.
Treating Scarcity Like a Standard Hire
Not every role should follow the same hiring process. Critical leadership and specialized trade positions require different expectations, timelines, and strategies when workforce availability is constrained.
An open seat doesn't save a salary. It exposes margin.
For construction leadership, the salary is the small number. The large number is the margin on the work the seat governs — weaker bids, slipping schedules, thinning oversight — compounding for every day it stays open. Model what a vacant role is actually costing you.
- Margin, not payroll. A PM on a $35M book influences far more value than their salary — and that exposure doesn't pause while the seat is open.
- Time is the multiplier. Cost scales with every day vacant, and tight construction markets routinely run 90+ day fills.
- Calibrated to your work. Role, region, project volume, complexity, concurrency, and backlog growth — not a generic rule of thumb.
Have a hire that has to land?
Tell us the role, region, and project type. We'll come back with current WEI™ scores, live compensation benchmarks, competitor mapping, and a realistic timeline.
Prefer to talk now? Call 866-802-3480