Per-MW pricing, regional variance, and cost drivers for owners scoping hyperscale & AI builds.
Salary benchmarks across the 14 mission-critical disciplines.
Hire Recruiters who can fill construction seats — full-cycle sourcing for superintendents, project managers, estimators, engineers, and craft leads in markets where every candidate has three offers. Direct-sourcing depth, ATS discipline, and closed-req track records verified.
A structured process for the recruiter hire — the seat that determines whether your requisitions age in the ATS or turn into start dates.
30-minute call. We align on requisition load and mix (field, office, craft), the ATS in place (Greenhouse, Lever, iCIMS, Bullhorn), who the recruiter reports to, geography covered, and your start date.
Within 1–2 weeks we introduce 3–5 Recruiters with verified AEC or industrial recruiting experience. Every profile includes fill history by role family and references from hiring managers they delivered for.
Every placement carries a replacement guarantee. We hold recruiter hires to the same standard we hold our own team.
A recruiter who cannot tell a superintendent from a foreman burns hiring-manager trust in one intake call. Our candidates speak the industry — role scopes, certs, sector experience — because they have recruited it.
We verify direct-sourcing depth: cold outreach that gets responses from passive superintendents and PMs, referral cultivation, and pipelines that exist before the requisition opens — not just job-board triage.
Reference-verified fills by role family, time-to-fill, and offer-accept rates — confirmed with the hiring managers who lived the results, not summarized from a resume bullet.
Verified full-cycle recruiting of construction, engineering, or industrial roles — field and technical seats, not just corporate staff.
Reference-verified direct sourcing of passive candidates — outreach quality, response rates, and pipelines that produced hires.
Reference-verified pipeline hygiene, interview scheduling reliability, candidate communication, and clean ATS data that survives reporting.
Reference-verified offer management — comp expectations set early, counteroffers anticipated, and accept rates that prove it.
We’ll help scope the role on the call — requisition load, role mix, geography, and reporting line.
Time to shortlist is typically 1–2 weeks. Total time to placement is typically 2–4 weeks. Recruiters evaluate employers the way candidates do — a crisp process is part of your pitch.
Pricing depends on engagement model. A single recruiter hire typically routes through contingent recruiting support. If you need recruiting capacity now rather than a hire, embedded recruiting puts a dedicated recruiter on your desk without adding headcount.
Most US construction recruiters earn $60,000–$90,000 base, often with placement or performance incentives. Senior recruiters covering executive, technical, or mission-critical requisitions reach $95,000–$115,000 total.
Depends on volume and duration. Steady multi-year volume justifies in-house; spiky or specialized demand is usually cheaper through embedded recruiting or RPO. We will give you the honest math on the scoping call.
Yes. Every placement carries a replacement guarantee, regardless of engagement model.
We recruit recruiters for a living — we know exactly what sourcing depth, pipeline hygiene, and closing skill look like, and we reference-verify all three with the hiring managers who saw them.
30-minute scoping conversation. We’ll review the Recruiter role, requisition load, role mix, and reporting line — then start sourcing.
