Retained CEO search for GC, CM, owner, and developer firms — delivered enterprise leadership, board-facing composure, and construction-industry judgment. Confidential outreach, board-referenced. Board Member & Advisor placements available.
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Example candidateA structured retained-search process for the hire that anchors the enterprise — where getting the CEO wrong doesn’t just cost a year, it costs the executive bench, the client base, and the board’s confidence.
60–90 minute session with the board or sponsor. Align on succession context, mandate, executive-team situation, cultural priorities, comp architecture, and confidentiality needs.
Discreet outreach across a targeted candidate universe. Shortlist of 3–5 CEO candidates with detailed board memos, references, and independent 360 diligence.
Final board slate with succession-plan integration. Replacement guarantee protects the placement through the transition window.
The CEO seat is where enterprise culture, board relationships, and long-term client trust converge. Enterprise leadership history, board judgment, and construction-industry context separate a CEO who compounds the firm from one who becomes the reason the board convenes an emergency session.
Every CEO candidate has delivered enterprise P&L history and multi-division leadership. Reference-verified from prior boards, CFOs, and executive teams. Not VP-level candidates aspiring to CEO.
Verified board-relationship discipline, executive-team communication, and strategic-plan judgment. Referenced from prior board members, board chairs, and PE sponsors.
Every candidate has construction, real-estate, or capital-programs enterprise leadership context. Not tech-industry CEO resumes claiming construction adjacency.
Every candidate is board-referenced, executive-team-referenced, and matched to your enterprise context. Anonymized examples below reflect real retained-search profiles.
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Example candidate.png)
Example candidate.png)
Example candidate“CEO” means different things across firm types, ownership structures, and sector focus. Below are the retained-search specializations we handle:
We’ll help you scope the mandate on the board / sponsor call — enterprise scope, succession context, and comp architecture.
CEO hires live and die on enterprise leadership, board judgment, and construction-industry context. Below is what every candidate has documented before you meet them:
Reference-verified enterprise P&L and multi-division leadership from prior boards, CFOs, and executive teams.
Verified board-relationship discipline referenced from prior board members, board chairs, and PE sponsors.
Reference-verified executive-team retention, VP-bench culture, and succession planning.
Verified client / investor / capital-partner relationship durability across leadership turnover.
Base + variable + LTI + equity architecture aligned with board and sponsor expectations before finalist interviews.
Independent 360 diligence across boards, executive team, and top client / investor accounts. Documented, not hearsay.
Time to board-facing shortlist is typically 4–6 weeks. Total time to placement (shortlist through offer acceptance) is typically 60–120 days depending on succession complexity and confidentiality.
All CEO searches are retained. Fee is typically 30–35% of first-year cash comp, structured in retainer + progress + placement installments. Retention flexibility available for confidential incumbent replacement.
Yes. Retained-search discretion, discreet outreach, and market-signal management are standard for CEO-level replacement.
Yes. Independent board seats, advisory board seats, and PE-portfolio board seats are core coverage. Anchor section on this page covers Board Member / Advisor placements.
Yes. PE-sponsor CEO searches are a specialty — sponsor-facing composure, portfolio-integration discipline, and exit-planning judgment are core vetting criteria.
Yes. Every CEO placement carries a replacement guarantee. Guarantee terms are confirmed in the retained-search agreement.
Founder-succession searches carry unique dynamics — founder-to-professional CEO transitions, family-firm leadership, and cultural-continuity discipline. Every candidate is vetted on founder-relationship management before shortlist.
Generalist ES firms lack sector delivery fluency at the CEO level. iRecruit.co CEO recruiters verify construction / real-estate / capital-programs enterprise leadership — every candidate is matched to your firm and ownership structure.
Board Member and Advisor placements bring construction, real-estate, or capital-programs judgment onto your board or advisory board. Common for PE-portfolio company boards, founder-succession situations, and firms building governance ahead of a transaction.
Independent board seat placement. Retained-search, sponsor-referenced.
60–90 minute board / sponsor kickoff. We’ll align on succession context, mandate, executive-team situation, and confidentiality needs — then start the retained-search process.
