FAQs for Construction Companies

We primarily recruit in Virginia, North Carolina, and South Carolina. We will also offer support for traveling roles nationwide. If one of our clients is based in our core market, on occasion, we will extend our search beyond Virginia and the Carolinas.

Here is a list of positions we have recruited for contractors and developers:

• Chief Executive Officer/Managing Partner/Principal
• Director and Vice President Leadership roles
• Project Executive
• Project Manager
• Assistant Project Manager
• Project Engineer
• Project Coordinator
• Office Manager
• Vice President of Field Operations
• General Superintendent
• Traveling Superintendent
• Superintendent
• Construction Manager
• Safety Manager
• Quality Manager
• MEP Superintendent
• Assistant Superintendent
• Vice President of Preconsruction
• Chief Estimator
• Preconstruction Manager
• Estimator
• MEP Estimator
• Assistant Estimator
• Scheduler
• Business Development Executive
• Construction Owner’s Representative

It depends. We always working with active and passive construction managers, so it is possible we are already working with one to three candidates who may be a match for your needs.

On the other hand, your specific hiring goals may require a much longer time horizon. Sometimes the “ideal candidate” simply does not exist. As niche recruiters, we can give you fairly accurate gauges of what you should expect with a little more information from you. If you would like to set up a call where we can give realistic timelines, we would be happy to speak.

We offer both contingent and retained search options based on a percentage of a placed candidate’s first year’s compensation. We are happy to speak about our different services in-person or over the phone. Please contact us.

We understand recruiting can be a cowboy-like industry and can seem very “transactional.” We absolutely want your experiences with Apex to be positive ones. We prefer to meet with the companies we work with and to build trust over time. The truth is: recruiting is absolutely unpredictable, and every day is full of surprises when you are dealing with people. We much prefer to sit down with you, listen to your concerns, learn about your business, and see if our services can help.

We have learned over time that job descriptions alone rarely scratch the surface in summarizing what you are truly looking for in a candidate. We do meet with most of our clients, and we find that seeing the office space, taking time to ask questions (and to answer questions!), and to simply get a feel for the team is a healthy first step in a relationship. When recruiting, we are representing you. Candidates are much more comfortable moving forward with companies when they can trust we know the people we are working with.

Truly, engage us as soon as possible! We recruit for hard-to-fill positions. Even if you think that hiring the perfect construction manager is 6+ months away, we work with many passive candidates who want to plan their next move around the right opportunity. If a strong candidate hears about an exciting opportunity coming in the next year, they just might hold out for that position. Plus, in finding qualified talent, time is the most valuable resource.

A downsize in any organization is tough. If you anticipate layoffs among your team of construction managers, we may be able to help them in their next steps. Of course, we rely on strong references and would ask that you provide honest assessments of any candidates you refer our way. In the event that we cannot assist a construction manager in finding their next opportunity, we are happy to be a resource as far as LinkedIn optimization, resume guidance, and other job search best practices.

Without knowing precisely what your recruitment processes are, there is a very high likelihood that we can assist in your hiring. First, we spend our days only recruiting construction managers in specific geographies. We find that for many hiring managers we work with, recruiting is a very tiny piece of their job.We also do much more than post job advertisements and screen the best applicants. We invest in some of the most advanced recruiting tools so that we can continually access talent. We are always building relationships and adding to our large network of construction talent. We strive to have a constant presence in the market. This includes finding new contacts and reaching out via cold and warm leads; we are attending industry events; and, we are having candid conversations about career and life goals so that we know when to call candidates who are otherwise quite happy in their current positions.

As recruiters in a niche industry, we always have our ears to the ground so that we keep up with what the market is doing: are salaries increasing? What types of benefits are candidates seeking? What types of projects have gone soft where you may find a surplus of good candidates? Even if you decide not to use our recruiting services, it may be worth it to have a conversation about real time hiring conditions.

This is a great question, and there are so many variables. If we could post a concise answer here, we would. Real time market conditions change constantly. Tell us more about the types of projects this candidate will run, how many staff they will oversee (if any), how much travel will be involved, how much experience they need… To give you a good answer, we will ask a lot of questions, but we should be able to give you a fair range after a fairly quick conversation. Feel free to contact us to discuss.

Yes, we can and do assist in senior level searches including Vice Presidents, Chief Operating Officers, and the like. If you own and operate a small to midsized construction firm, and you are looking to hire someone to replace yourself or purchase your business, we can likely help with that, too.