Hire Project Executives with delivered $500M+ program history, PM team leadership, and P&L discipline — not senior PMs re-titled. Retained-search discretion available for confidential incumbent-replacement engagements.
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Example candidateA structured process for the hire that anchors your delivery P&L — where getting the PE wrong doesn’t just cost the program, it costs the client relationship behind it.
30-minute call. Align on sector, seat (GC / owner rep / EPCM / vendor), program scale, PM team structure, P&L expectations, and confidentiality needs.
Within 2 weeks we introduce 3–5 PEs with delivered $500M+ program history in your sector. References from prior Directors, VPs, and PMs they led included.
Every placement carries a replacement guarantee. If the hire fails within the warranty window, we run a no-fee replacement search.
Project Executives anchor client relationships and program P&L. Program governance, PM team leadership, and owner-facing composure separate a PE who compounds your client base from one who becomes the reason the client goes to your competitor.
Every PE on the shortlist has $500M+ delivered program history in your sector — not senior PMs re-titled. Reference-verified from prior Directors, VPs, and CEOs.
Reference-verified from PMs they led: retention, promotion rates, and PM-team culture they built. Not just a “led a team of X” resume line.
Every candidate is vetted on owner-facing composure and client relationships. Reference-verified from prior owners, developers, and client executives on relationship durability.
Every candidate is credential-verified, program-referenced, and matched to your sector. Anonymized examples below reflect real placement profiles.
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Example candidate.png)
Example candidate.png)
Example candidate“Project Executive” means different things across sectors and seats. Below are the specializations we recruit for:
We’ll help you scope the role on the call — sector, seat, program scale, and confidentiality needs.
PE hires live and die on program-scale delivery, PM leadership, and owner-facing composure. Below is what every candidate has documented before you meet them:
$500M+ delivered program history in your sector, reference-verified from prior Directors, VPs, and owners.
Reference-verified from PMs they led: retention, promotion rates, and PM culture they built. Not just span-of-control.
Verified client-relationship durability across leadership turnover on the owner side. Referenced from prior clients where reachable.
Program P&L ownership, fee-margin defense, and cost-forecast integrity referenced from prior controllers and Directors of Operations.
Hyperscale, hospital tower, cGMP, semi fab, or heavy industrial delivery. Matched to your sector, not generalist.
PE, Senior PE, and VP-ready comp bands aligned before finalist interviews. Long-term incentive expectations reviewed up front.
Time to shortlist is typically 2 weeks from scoping call. Total time to placement (shortlist through offer acceptance) is typically 3–4 weeks.
Most PE 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 engagements are our most common PE-level work.
Yes. All three seats are core coverage — GC-side PEs, EPCM firm PEs, and owner-side program PEs. Seat-fit is scoped on the intake call.
We reference-verify with prior VPs, Directors of Ops, and CEOs on P&L discipline, PM team leadership, and client-relationship durability. Not just program tenure.
Yes. Every Project Executive placement carries a replacement guarantee. Guarantee terms are confirmed in writing at engagement start.
Yes. Multi-hire PE builds route through executive search and embedded recruiting. Common for GCs standing up hyperscale, healthcare, or cGMP verticals.
Generalist ES firms lack sector delivery fluency. iRecruit.co PE recruiters carry sector-anchored delivery fluency — every candidate is matched to your program-scale context and client-relationship structure.
30-minute scoping conversation. We’ll review the PE role you need, sector, program scale, P&L expectations, and confidentiality needs — then recommend the right hire path and start sourcing.
