Per-MW pricing, regional variance, and cost drivers for owners scoping hyperscale & AI builds.
Salary benchmarks across the 14 mission-critical disciplines.
Hire Talent Acquisition Managers who can staff a construction growth plan — sourcing strategy for superintendents, PMs, estimators, and engineers in tight markets, ATS and pipeline discipline, employer brand, and agency spend that gets managed instead of endured. AEC recruiting leadership verified.
A structured process for the TA leader hire — the person whose pipeline decides whether your backlog gets staffed or stalled.
30-minute call. We align on annual hiring volume and mix (field, office, craft), the ATS in place (Greenhouse, Lever, iCIMS, Bullhorn, Workday Recruiting), team size, agency spend today, and your start date.
Within 2 weeks we introduce 3–5 TA Managers with verified AEC or industrial recruiting leadership. Every profile includes fill-rate and time-to-fill context plus references from the hiring executives they served.
Every placement carries a replacement guarantee. We hold our own hires to the standard we sell.
Filling superintendent and senior PM seats in a market where everyone is hiring is its own craft. Our candidates have done it — direct sourcing, referral engines, and craft pipelines — not just processed requisitions in a corporate queue.
We press on the numbers: requisition load, time-to-fill by role family, offer-accept rates, agency-spend reduction. Candidates who cannot defend their metrics with specifics do not reach your shortlist.
Reference-verified experience standing up or upgrading the TA function — ATS implementation, interview training, employer brand, campus and veteran programs — sized to a contractor’s growth plan.
Verified recruiting leadership for construction, engineering, or industrial employers — field and technical roles, not just corporate hires.
Reference-verified sourcing strategy, pipeline hygiene, and ATS administration that produces reporting leadership actually uses.
Reference-verified credibility with operations executives — calibrating roles, pushing back on unicorn specs, and holding interview loops to schedule.
Reference-verified management of recruiters and coordinators, plus agency relationships run on performance rather than habit.
We’ll help scope the role on the call — hiring volume, role mix, ATS, team size, and agency spend.
Time to shortlist is typically 2 weeks. Total time to placement is typically 3–5 weeks. Good TA leaders are visible in their market, so confidential handling is standard on request.
Pricing depends on engagement model. Most TA Manager searches route through contingent recruiting support. If hiring cannot wait for the leader, embedded recruiting or RPO can carry the load while the search runs.
Most US TA Managers in construction earn $100,000–$140,000 base plus bonus. Leaders running high-volume or multi-region functions for large GCs and mission-critical builders reach $140,000–$160,000.
They solve different problems — and often work best together. A TA Manager builds durable internal capability; RPO delivers surge capacity and process instantly. We will give you a straight read on sequencing for your volume.
Yes. Every placement carries a replacement guarantee, regardless of engagement model.
We are recruiters evaluating recruiters. We verify sourcing depth, metric integrity, and hiring-manager credibility with the executives each candidate served — a screen most generalist firms cannot run.
30-minute scoping conversation. We’ll review the TA Manager role, hiring volume, role mix, and team structure — then start sourcing.
