At Construction Talent Partners, we consider career advancement an integral part of what we do. Regarding career advancement, our philosophy is simple:

We all have a desire and a right to work for a company that can help us reach and even surpass our current potential. If our company cannot do that, we should join one that can.

If an employee consistently faces exciting challenges which help expand one’s capabilities and realize one’s potential at a fair compensation, that employee would have no need or reason to search for alternative employment. However, an employer who cannot offer employment which stimulates, challenges, and improves its employees may simply be unsuitable. In such a case, alternative employment should be researched.

Whether you are a C-level Board of Directors executive, a savvy development protégé, middle manager, or less experienced construction professional, we have the knowledge and experience to guide you past the current juncture in your career with the help of unique industry introductions.

Real Case Sample:

Our firm was personally and confidentially referred to a particular Senior Project Manager working for a well-respected General Contracting firm. When contacted, this superstar candidate challenged us with his ideal employment scenario: switch to the client side as an Owners Representative. As it turns out, this professional was working significant overtime for his general contractor. This would not have been as uncomfortable a situation if he did not have a new family at home with two small children.

His main goal:

Spend more time at home with his family…any compensation considerations would be secondary. 
As a highly experienced high-rise condominium builder, this professional’s compensation with the general contractor at the time was a very healthy $145,000 base salary with a small bonus structure. As he had confidence in our professionalism, we agreed that our firm would represent him on an exclusive basis. The trust extended by this exclusive arrangement is important because it enables us to give a full-time and concerted effort on a candidate’s behalf, the results of which are significant.

After devising a complete and tailored plan, we started contacting various developers in this professional’s city of residence. After about 100 hours of work, we presented this candidate with three suitors, all developers in his immediate area who requested an interview. The particular developer of choice was in need of a board-level position, a Director of Construction. Based on our candidate’s significant past experience and future responsibilities of the position, and with our assistance, this developer agreed to draft the following offer to present to our candidate: $165,000 base with a $10,000 sign-on bonus, plus profit-sharing in the average range of $25,000 - $50,000 per year. Of course with a promotion and new title comes all the usual perks at this level: company car, gas card, insurance, etc. Of course, for compensation at this range, this new Director of Construction took on overall top responsibility for the design, completion, and build-out of a $600 Million, 3-phase mixed-use high-rise residential/retail/open-space project. Obviously, the compensation was well deserved.

Career Advancement Results:

We successfully transitioned our candidate from a General Contractor working significant overtime to a Developer who allowed him both an exciting future on a mega-project AND more reasonable hours which translated to more quality time with his new family. In addition, even though compensation was not a priority, the candidate was elated with the compensation we managed to secure on his behalf.