Executive Search — 60–90 Day Retained

Construction Director & VP Recruitment

Executive construction leaders are rare, high-stakes hires. Directors and VPs who can own P&L, win new business, and build high-performing teams are the difference between a GC that grows and one that plateaus. We conduct retained searches built for this level of hire.

Quick Answer

Construction Directors and VPs earn $140K–$260K+ base in 2026, with total comp typically 25–45% above base via bonus, equity, and profit sharing. Executive titles cover Director of Operations, Director of Preconstruction, VP of Construction, and Regional/Divisional President. Requires 12–20+ years of progressive experience, a verifiable P&L and safety track record, BD and key-account relationships, and the ability to attract mid-level talent. Retained search (25–33% fee, paid in phases) is the right search model for this level. Typical cycle: 60–90 days end-to-end. Top markets by placement volume: TX, CA, FL, GA, NY. No-moonlight non-competes and garden-leave clauses are standard.

Salary Range

$150K–$300K+

Plus bonus & equity in some cases

Time to Fill

60–90 Days

Retained search engagement

Search Type

Retained

Exclusive, committed engagement

P&L Requirement

$25M+

Minimum division/portfolio size

What a Construction Director / VP Does

Construction Directors and VPs operate at a fundamentally different level than project-level leaders. They own the performance of an entire division — typically $25M to $500M+ in annual revenue — and are accountable for margin, utilization, safety record, and client satisfaction across multiple projects simultaneously.

Beyond operational oversight, Directors and VPs drive business development. They maintain and expand relationships with key clients, architects, and developers. They represent the company in negotiations for major contracts, pursue strategic pursuits, and often serve on owner's advisory committees or industry associations that generate future pipeline.

Internally, they build the teams that build the work. The best construction executives are talent magnets — known in the market for developing people, paying competitively, and running organized, professional operations that attract top PMs and supers.

Required Qualifications

15+ years of progressive construction leadership experience
Demonstrated P&L management responsibility ($25M+ division or project portfolio)
Business development track record — ability to win, expand, and retain client relationships
Team leadership and talent development: hiring, mentoring, and retaining field and office leaders
Executive presence and ability to represent the company at the ownership/C-suite level
Deep sector expertise — vertical specialization increasingly required
Experience managing through economic cycles and market volatility
References from clients, subcontractors, and direct reports (all verified)

Director / VP Salary by State

Executive compensation varies by market size, cost of living, and sector — California and New York lead

State	Avg. Salary	Typical Range	vs. TX Baseline
California (CA)	$250K	$195K – $300K+	+25%
New York (NY)	$240K	$185K – $300K+	+20%
Texas (TX)	$200K	$155K – $275K	Base
Arizona (AZ)	$195K	$150K – $265K	-3%
Georgia (GA)	$190K	$150K – $260K	-5%
North Carolina (NC)	$185K	$148K – $255K	-8%
Florida (FL)	$185K	$150K – $260K	-8%

Which Sectors Need Directors & VPs Most

Executive demand tracks sector investment cycles — data center and industrial are at peak right now

Data Center

Critical

Division Director roles commanding highest premiums; hyperscaler relationships essential

Industrial

Critical

Semiconductor and EV build-out driving demand for experienced industrial division leaders

Infrastructure

High

IIJA surge requiring VPs who understand federal procurement and mega-project delivery

Healthcare

High

Clinical expertise and Joint Commission knowledge differentiates candidates

Commercial

Steady

Largest sector by volume; competitive market for Directors with proven P&L track records

Multifamily

Steady

Sun Belt growth creating demand for division leaders with high-volume delivery experience

Executive Career Progression

Senior PM / Super → Operations Mgr → Director → VP → SVP / COO

Step 1

Senior PM / Senior Super

10–15 yrs

$130K–$175K

Proven project delivery, first leadership responsibilities, client ownership

Step 2

Operations Manager

13–18 yrs

$160K–$210K

Multi-project oversight, early P&L exposure, department management

Step 3

Director of Construction

16–22 yrs

$175K–$240K

Division P&L, team building, business development support, client relationships

Step 4

VP of Construction

20–28 yrs

$210K–$275K

Company-wide strategy, major client ownership, executive leadership team

Step 5

SVP / COO / President

25+ yrs

$260K–$400K+

Enterprise leadership, M&A, capital strategy, board-level reporting

Why Executive Construction Searches Are Retained

Access to Passive Candidates

The best Directors and VPs are not actively looking. Retained search gives us the time and commitment to engage passive candidates — people who won't respond to a job post but will take a call from someone they trust.

Deeper Assessment Process

Executive placements require reference checking at depth, cultural fit assessment, and P&L verification. Retained search funds the time needed to do this right — not just fill a seat, but make a hire that lasts.

Market Exclusivity

A retained engagement signals to candidates that your company is serious. When a senior executive is evaluating a career move, they want to know they're talking to a company that has made a deliberate, committed decision to hire at this level.

Ready to Hire a Construction Director or VP?

Executive construction searches are our highest-stakes work — and we take them seriously. Contact us to discuss your leadership need, the scope of the role, and how a retained engagement works.

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