Per-MW pricing, regional variance, and cost drivers for owners scoping hyperscale & AI builds.
Salary benchmarks across the 14 mission-critical disciplines.
Hire Commercial Directors who own commercial performance for the business — pre-award risk and contract strategy, commercial policy, claims and dispute posture, and the commercial organization itself. Retained-search rigor, verified on business-unit margin over multiple cycles.
A structured executive process for the commercial leadership hire — the seat that decides what risk you take on, what paper you sign, and whether margin survives contact with delivery.
30-minute call. We align on business-unit scale, contract portfolio and risk appetite, live dispute exposure, the commercial organization, and board-level expectations for the seat.
Within 2–3 weeks we introduce a mapped, referenced slate of Commercial Directors with sector-matched function leadership. Discreet approaches — most of this market is not applying anywhere.
Every placement carries a replacement guarantee. Executive searches run retained via executive search.
We verify commercial performance across multiple years and project cycles — margin trend, write-downs avoided or taken early, and recovery on the jobs that went wrong — with CEOs, CFOs, and operations executives.
The commercial director’s biggest wins happen before signature: risk qualification, contract negotiation, and the deals they walked away from. We reference-check what they declined, not just what they won.
Verified history building commercial functions — hiring and developing commercial managers and QSs, installing governance that survives them, and raising the standard across business units.
Reference-verified commercial leadership of a business unit or region — typically $500M–$3B+ annual volume — with direct executive or board reporting.
Pre-award risk review discipline, negotiation outcomes on major contracts, and a defensible record of qualified or declined deals.
Strategy and outcomes on significant claims and disputes — mediation through arbitration or litigation — verified with counsel and executives where appropriate.
Team retention, succession depth, and governance quality in the function they led — checked with the people who worked for them, not only above them.
We’ll help frame it on the call — function scope, dispute exposure, and organization design — before any names enter the conversation.
Mapped slate in 2–3 weeks; total time to signed offer typically 6–10 weeks including notice-period negotiation. Executive commercial talent almost always requires confidential, direct approach — this is a retained-search market.
Most US Commercial Director packages fall between $210,000 and $290,000 base, with hyperscale, semiconductor, and major EPC businesses commonly at $250,000–$330,000 plus 30–50% bonus and, increasingly, LTI or equity participation. Owner-side capital programs price comparably for proven function leaders.
The CFO owns corporate finance; the Commercial Director owns project-facing commercial performance — contracts, entitlement, claims, and margin strategy across the delivery portfolio. In well-run builders the two are tightly partnered and deliberately separate.
Usually, yes — on both sides. Incumbent situations, live disputes, and competitor sensitivities are the norm at this level. We run confidential processes as standard under our executive search practice.
Yes. Every placement carries a replacement guarantee, on every engagement model, including retained executive search.
We already map the commercial leadership market across mission-critical construction — who built which function, who owned which disputes, and how their margins actually trended. You get a referenced slate, not a directory search.
30-minute scoping conversation. We’ll review business-unit scale, dispute exposure, organization design, and confidentiality requirements — then open a mapped, retained search.
