Your best candidates aren't applying.
They're already running major projects at your competitors.
We find them with live labor intelligence — not job boards.
Prefer to talk now? Call 866-802-3480
Intelligence reads the market. Recruiting acts on it.
AlphaHire Intelligence identifies where labor pressure, compensation acceleration, and execution risk are forming. AlphaHire Executive Search converts that intelligence into the hire.
Executive Search
Confidential search for presidents, VPs, and division leadership — reputation-driven and intelligence-led.
Strategic Hiring
PM, estimating, and field-leadership searches calibrated to live market scarcity and compensation movement.
Workforce Acquisition
Multi-hire and team build-outs for backlog growth, new-market entry, and expansion.
Our recruiting work is also what makes the intelligence real — we sit inside live compensation negotiations, offer behavior, and executive movement every day.
We don't just find candidates. We help you close them.
In constrained markets, losing a finalist restarts a 70-day search. AlphaHire reads your offer competitiveness — base anchoring, certainty vs upside, packaging, and speed — and positions opportunities to convert.
Offer Competitiveness Matrix™
Nine conversion dimensions scored before the offer goes out.
Late-stage fallout
Surface counteroffer and certainty risk early — before resignation, not after.
Acceptance rates
Position and time offers against what candidates actually weigh.
Built to execute faster than traditional search.
These are 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 construction searches lose 60+ days before they realize they're stuck.
The strongest operators are mid-project and being retained. Sourcing for the 15% who are job-seeking burns weeks on resumes that can't run the work — while the project clock keeps moving. The mistakes repeat:
Sourcing the wrong pool
Generic job-title searches surface commercial PMs for mission-critical roles, or adjacent-trade candidates who can't run the work — burning weeks on unqualified resumes.
Starting blind
Sourcing before the market is mapped competes for the 15% who are applying and misses the 85% of qualified operators who aren't.
Stale compensation assumptions
Offers benchmarked to national averages or last year's data stall at the close — in tight markets, comp older than 60 days reads as a pay cut.
Ignoring counteroffer math
Incumbent firms retain aggressively. Without surfacing equity, deferred comp, and retention behavior upfront, accepted offers collapse at resignation.
Underestimating scarcity
Running a critical-scarcity role like a standard one — same timeline, same comp band — leaves the seat open for months while the work goes unled.
Skipping feasibility vetting
Time invested in candidates who were never going to relocate or leave mid-project — the move dies on factors that should have been screened first.
Hard searches, solved.
Each is an operational walk-through — the market challenge, the labor constraint, the search strategy, and the outcome. Not "we filled a role."
Project Manager
Mapped Southern California electrical contractors and delivered passive PM candidates within the first week.
Read the outcomeChief Estimator
Identified senior estimating leaders inside Florida's heavy civil and DOT infrastructure market.
Read the outcomeProject Manager
Sourced mission-critical PMs during Columbus's hyperscale construction boom.
Read the outcomeHave a hire that has to land?
Tell us the role, region, and project type. We'll come back with:
- Current WEI™ score for that market/role
- Live compensation benchmarks, not survey data
- Competitor mapping and passive talent list
- Realistic timeline and close strategy
Prefer to talk now? Call 866-802-3480