Hire Directors of Construction who own vertical or regional P&L — build the PE bench, expand client accounts, and lead sector program growth. Referenced from prior VPs, CEOs, and boards. Retained-search discretion available.
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Example candidateA structured process for the hire that anchors a vertical or region — where getting the Director wrong doesn’t just cost a program, it costs the P&L, PE bench, and client base underneath.
30-minute call. Align on scope (vertical, region, or program), P&L expectations, PE bench, client account structure, growth targets, and confidentiality needs.
Within 2 weeks we introduce 3–5 Directors with delivered vertical or regional P&L. References from prior VPs, CEOs, board members, and PEs they led included.
Every placement carries a replacement guarantee. If the hire fails within the warranty window, we run a no-fee replacement search.
Directors of Construction own vertical or regional P&L. Program-building history, PE team leadership, and owner-facing composure separate a Director who compounds your practice from one who becomes the reason the vertical stalls.
Every Director on the shortlist has verified vertical or regional P&L ownership — not senior PE tenure re-titled. Reference-verified from prior VPs, CEOs, and CFOs on fee margin, cost discipline, and P&L delivery.
Reference-verified from PEs they led: retention, promotion rates, and PE-team culture they built. Not just span-of-control.
Verified track record building a vertical, expanding client accounts, or growing a regional program. Referenced from prior owners and client executives on the durability of the relationships they built.
Every candidate is credential-verified, program-referenced, and matched to your vertical or region. Anonymized examples below reflect real placement profiles.
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Example candidate.png)
Example candidate.png)
Example candidate“Director of Construction” means different things across verticals, regions, and program structures. Below are the specializations we recruit for:
We’ll help you scope the role on the call — scope, P&L expectations, PE bench, and confidentiality needs.
Director-level hires live and die on P&L ownership, PE leadership, and program growth. Below is what every candidate has documented before you meet them:
Reference-verified vertical or regional P&L ownership from prior VPs, CEOs, and CFOs. Not just senior PE tenure.
Reference-verified retention, promotion, and PE-team culture. Referenced from PEs they led.
Verified track record building a vertical, expanding client accounts, or growing a regional program. Referenced from client executives.
Hyperscale, hospital tower, cGMP, semi fab, or heavy industrial program leadership. Matched to your vertical.
Reference-verified from prior owners on relationship durability across leadership turnover on the owner side.
Director, VP-ready, and long-term-incentive expectations aligned before finalist interviews.
Time to shortlist is typically 2 weeks from scoping call. Total time to placement (shortlist through offer acceptance) is typically 3–4 weeks.
Most Director-level hires route through retained executive search, typically 30–35% of first-year cash comp. Per-role recruiting is available for non-confidential engagements.
Yes. Retained-search discretion, discreet outreach, and market intel included. Confidential replacement is our most common Director-level work.
Yes. Field Ops, Precon, MEP, and Construction Directors are all core coverage. Peer role architecture is called out on the intake call.
We reference-verify with prior VPs, CEOs, and boards on P&L discipline, PE-team leadership, and client-relationship durability. Not just Director tenure.
Yes. Every Director of Construction placement carries a replacement guarantee. Guarantee terms are confirmed in writing at engagement start.
Yes. Program builds (Director + PEs + Sr PMs + Chief Est) route through executive search plus embedded recruiting. Common for GCs standing up a new vertical.
Generalist ES firms lack sector delivery fluency. iRecruit.co Director recruiters carry sector-anchored P&L and PE-team fluency — every candidate is matched to your vertical or region.
30-minute scoping conversation. We’ll review the Director role you need, scope, P&L expectations, PE bench, and confidentiality needs — then recommend the right hire path and start sourcing.
