Construction labor shortage in District of Columbia.
How tight is construction hiring in District of Columbia? AlphaHire normalizes open construction roles against the state's population to measure demand against the available workforce — not raw job-post volume.
What 98/100 means for hiring in District of Columbia.
District of Columbia ranks #2 of 51 for construction hiring pressure, with an Open Role Pressure Index of 98 — above the national reading of 47. Employers posted 57 construction roles in District of Columbia, or 8.4 per 100,000 residents. Demand is materially outpacing the applicant pool. Expect extended fill times, aggressive counteroffers, and weak inbound applicant response.
The heaviest demand is concentrated in Civil / Infrastructure, Mechanical / HVAC, Superintendents. Because this index normalizes by population, it surfaces where the open-role burden is heaviest relative to the people available to fill it — a different and more operationally useful signal than which states simply post the most jobs.
Where District of Columbia's construction hiring is concentrated.
Construction job posts in District of Columbia by role family, from AlphaHire's job-posting dataset. Counts are directional and refreshed continuously.
How the index is built.
The Construction Labor Shortage Index is a directional workforce-intelligence product from the AlphaHire Workforce Intelligence Lab. U.S. construction job postings are deduplicated, classified by construction relevance, assigned to a state, and normalized against the latest U.S. Census resident-population estimates:
open_roles_per_100k = construction_job_posts / state_population × 100,000
Every state's value is percentile-ranked into a 0–100 Hiring Competition Index and classified by severity: Critical (85–100), Severe (75–84), Elevated (60–74), Tightening (45–59), Manageable (below 45). Built on a 3,743,416-row job-posting dataset; 12,452 U.S. construction roles classified.
Adjacent states by pressure.
Hiring construction leadership in District of Columbia?
Where applicant pressure is this tight, inbound applications won't fill the role. Tell us the role and market — we'll read the local talent pool and bring the candidates.