Two ways to run a search.

Contingent search

You only pay a fee if you hire someone we introduce. No retainer, no upfront cost. It suits roles where the market is reasonably active, where you’re also advertising or using your own network, or where you want to test the market before committing. We’ll still qualify every candidate by phone before you see a resume, and we won’t send you volume to hit a number.

Best for: Superintendents, project managers, estimators and engineers in active markets. Single hires with a clear brief.

Retained search

A retained search is a dedicated search with a set timeline. The fee is split into stages, with the first stage paid at the start. In return you get priority: a full map of the market for your role, a shortlist of people who aren’t looking but should be, weekly updates on who we’ve spoken to and what they said, and honest feedback on how your offer compares. It’s the right call when the hire is senior, confidential, hard to find, or costing you work every week the seat is empty.

Best for: Operations leadership, directors of preconstruction, general superintendents, confidential replacements, new offices or new divisions.

Why clients choose it:

• Exclusivity means the candidate hears about your role from one person, told properly, not from three agencies.
• Passive candidates get a real conversation, not a job ad.
• You get market data you can use, including who’s out there, what they earn and why they’d move.
• Confidential searches stay confidential.