Per-MW pricing, regional variance, and cost drivers for owners scoping hyperscale & AI builds.
Salary benchmarks across the 14 mission-critical disciplines.
Hire Chief Human Resources Officers (CHROs) built for construction — craft and salaried workforce strategy, a talent-acquisition engine that keeps pace with backlog, compensation architecture, and leadership succession. Workforce-scaling records verified through references from CEOs and operating executives.
A structured process for the hire that decides whether you can staff the backlog you just won — where a weak people function turns growth into turnover.
30-minute call. Align on workforce mix (craft vs. salaried), growth plan, HRIS landscape, comp philosophy, reporting line, and timeline.
Within 2–3 weeks we introduce 3–5 CHRO candidates with construction or industrial workforce records. References from CEOs and operating executives included.
Every placement carries a replacement guarantee. If the hire fails within the warranty window, we run a no-fee replacement search.
Construction people leadership is its own discipline — distributed jobsites, craft labor markets, safety culture, and project-based staffing. We verify the record in that context, not generic corporate HR.
Every candidate has led people strategy in construction, engineering, or industrial operations — craft and salaried populations, field and office, union and open-shop.
Reference-verified record of building recruiting engines that hit hiring plans through growth cycles — requisition throughput, quality of hire, and retention.
Verified partnership with CEOs and COOs on succession, compensation architecture, M&A integration, and leadership development — not just compliance.
Before you meet a candidate, we have documented the people-leadership record behind the title:
Reference-verified headcount growth delivered — hiring plans hit, ramp quality, and retention held.
Verified design of comp bands, incentive plans, and craft wage strategy in competitive markets.
Verified ownership of HRIS platforms (Workday, UKG, ADP) and people analytics leadership actually uses.
Verified multi-state compliance, labor-relations experience, and safety-culture partnership with operations.
Reference-verified succession planning and leadership-development programs with named outcomes.
SPHR / SHRM-SCP verified where held; M&A integration experience documented.
We’ll help scope it on the call — sometimes the right first hire is a VP of People or a TA leader.
Time to shortlist is typically 2–3 weeks. CHRO searches typically close in 6–9 weeks total, including executive interviews, references, and notice periods.
CHRO searches typically run as retained executive search. Fee structure is confirmed at engagement start.
Strongly preferred. Craft labor markets, project-based staffing, and field culture punish generic corporate HR playbooks. We prioritize construction, engineering, and industrial people leaders — and pressure-test transfers in references.
In US construction and AEC firms, base salaries typically run $250k–$350k, with total compensation of $350k–$550k+ including bonus and LTIP. PE-backed platforms add equity.
Yes. HR managers, TA leaders, and recruiters route through embedded recruiting or RPO once the CHRO is seated.
Yes. Every CHRO placement carries a replacement guarantee, confirmed in writing at engagement start.
30-minute scoping conversation. We’ll review the CHRO mandate, workforce mix, growth plan, and comp philosophy — then design the search.
