Hiring in Construction

• Project management

  PMs, senior PMs and programme leadership.

  Project engineers · Assistant project managers · Project managers · Senior project managers

• Engineering & preconstruction

  Design, estimating and preconstruction.

  Design managers · Preconstruction managers · Estimators · MEP coordinators

• Safety

  Site safety leadership.

  Site safety officers · Safety managers · Regional safety directors

• Commercial

  Contracts, cost and commercial.

  Quantity surveyors · Commercial managers · Contract administrators · Cost engineers

• Site leadership

  Field-side production leadership.

  Foremen and general foremen · Superintendents · General superintendents · Area managers

• Location-dependent field

  Roles tied to specific project locations.

  Travelling superintendents · Regional PMs · Field engineers on remote sites

• Project-type fit

  Commercial, industrial, infrastructure and residential each demand different signal. The rubric captures the project types the candidate has actually delivered.

• Delivery method and role

  Design-build, CM-at-risk, design-bid-build and IPD change the role. Delivery model is captured in intake so shortlists reflect it.

• Field vs office context

  Superintendents, PMs and preconstruction leaders reward different evidence. Rubrics per seat surface what the CV actually shows about scope and ownership.

• Location-dependent hiring

  Construction is site-specific. Location, mobility and travel tolerance are structured intake fields, not free-text notes.

Every candidate is scored against the role's rubric, and every score points back to a specific line in the CV. For construction, these are the signals that carry weight:

• Project-type and delivery-method rubric
• Trade and scope captured in intake
• Location dependency captured

• OSHA 30 (US)
• SMSTS / SSSTS (UK)
• CSCS card (UK)
• PMP
• LEED AP
• PE licensure (US)

• Safety qualifications (OSHA, SMSTS/SSSTS) captured verbatim from the CV
• PE licensure captured where relevant — not asserted by us
• Trade cards and unions captured as structured signals

1. A ranked set of candidates, each with a score and the evidence behind it.
2. Eligibility checks resolved before the candidate reaches you — right to work, credentials, location model.
3. Salary expectation against your band, stated plainly, before you invest interview time.
4. One decision per candidate: advance, hold or decline, reversible for a short window.

Candidates stay invisible to you until we've reviewed them for your specific role, and contact details are released as a separate step.