Hire VPs of Construction who own division P&L and board-facing execution — anchor multi-Director bench leadership, capital deployment discipline, and long-term client relationships. Retained-search, confidential outreach, board-referenced.
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Example candidateA structured process for the hire that anchors a division P&L — where getting the VP wrong doesn’t just cost the year, it costs the board’s confidence and the client base underneath.
30-minute call. Align on division scope, P&L expectations, Director bench, board / CEO reporting rhythm, capital allocation model, and confidentiality needs.
Within 2 weeks we introduce 3–5 VPs with delivered division P&L history. References from prior CEOs, boards, Directors they led, and CFOs included.
Every placement carries a replacement guarantee. If the hire fails within the warranty window, we run a no-fee replacement search.
VPs of Construction anchor division P&L, board composure, and long-term client relationships. Division-scale delivery history, Director bench leadership, and board-facing composure separate a VP who compounds the enterprise from one who becomes the reason the CEO burns political capital.
Every VP on the shortlist has delivered division or business-unit P&L history — not Director tenure re-titled. Reference-verified from prior CEOs, CFOs, and boards.
Reference-verified from Directors they led: retention, promotion rates, and executive-team culture built. Not span-of-control alone.
Verified board-briefing discipline, capital-allocation reporting, and risk-committee interface. Referenced from board members and CEOs on communication quality under pressure.
Every candidate is credential-verified, board-referenced, and matched to your division context. Anonymized examples below reflect real placement profiles.
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Example candidate.png)
Example candidate.png)
Example candidate“VP of Construction” means different things across sectors and division structures. Below are the specializations we recruit for:
We’ll help you scope the role on the call — division scope, P&L expectations, Director bench, and board reporting.
VP hires live and die on division P&L, Director bench, and board-facing composure. Below is what every candidate has documented before you meet them:
Reference-verified division or BU P&L ownership from prior CEOs, CFOs, and boards.
Reference-verified Director retention, promotion, and executive-team culture built.
Verified board-briefing discipline, capital-allocation reporting, and risk-committee interface. Referenced from board members.
Reference-verified from top-account clients on relationship durability across leadership turnover.
Hyperscale, hospital tower, cGMP, semi fab, or heavy industrial delivery at the enterprise level.
VP, long-term-incentive, and equity 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.
All VP-level hires route through retained executive search, typically 30–35% of first-year cash comp. Retention flexibility available for confidential incumbent-replacement engagements.
Yes. Retained-search discretion, discreet outreach, and market intel included. This is our most common VP-level work.
Yes. All three seats are core coverage — GC-side VPs, EPCM firm VPs, and owner-side capital VPs. Seat-fit scoped on intake.
We reference-verify with prior CEOs, boards, and CFOs on P&L discipline, Director-bench leadership, and enterprise-wide judgment. Not just VP tenure.
Yes. Every VP placement carries a replacement guarantee. Guarantee terms are confirmed in writing at engagement start.
Yes. Team builds (VP + Directors + Chief Est + Cx head + DoMEP) route through executive search plus embedded recruiting.
Generalist ES firms lack sector delivery fluency at the enterprise level. iRecruit.co VP recruiters verify division P&L, board composure, and sector-anchored delivery — every candidate is matched to your division context.
30-minute scoping conversation. We’ll review the VP role you need, division scope, P&L expectations, Director bench, and confidentiality needs — then recommend the right hire path and start sourcing.
