A growing contractor
may need its first true operations executive, or a Project Executive trained inside a national builder.
We help construction and real estate companies, from nationally recognized organizations to growing privately held businesses, identify and recruit the people who can help them grow.
Discuss Your Hiring Needs
From nationally recognized contractors and developers to growing privately held companies, specialty contractors and entrepreneurial businesses, Vitality Group helps employers identify and recruit proven talent.
And sometimes it is one critical hire who brings experience, systems, relationships and leadership the company does not currently have
We know the companies. We know the people.
Construction and real estate are relationship-driven industries. Recruiting is no different. Our work is focused within the industries we serve.
For more than three decades, we have built relationships with executives, operations leaders, builders, developers, project leaders and specialists across the country.
ENR Top 400 and Top 600 are independent industry rankings published by Engineering News-Record. They define the market in which we recruit and do not imply any endorsement of Vitality Group.
For growing companies
Some of our most interesting searches aren’t for the largest companies. They’re for companies that want access to people from them.
may need its first true operations executive, or a Project Executive trained inside a national builder.
may need a General Manager who has managed a larger P&L, developed people and built scalable systems.
may need someone who already knows the contractors, architects, municipalities and capital partners.
may need a leader who has experienced $500 million or $1 billion of growth and can help navigate the next stage.
Those candidates aren’t necessarily applying to job postings.
When there is alignment.
CEO, President, COO, CFO, Division Presidents, Regional Executives and other senior leaders responsible for strategy, growth, operations and organizational performance.
Professionals who build client relationships, expand market presence, develop new sectors and geographies, and drive sustainable revenue growth.
Finance, Human Resources, Talent Acquisition, Safety, Scheduling, Marketing, Technology, VDC/BIM and other critical functions that support and scale the enterprise.
The leaders responsible for delivering the work, from enterprise and regional operations through project executives, project management and field leadership.
Leadership and technical talent across preconstruction, estimating, planning, procurement and related functions that drive successful project pursuit and execution.
High-demand expertise across MEP, self-perform, modular, mass timber, sustainability and other specialized construction and development markets.
Real situations
Over the years, employers have come to us with very different situations.
needed its first internal Construction Manager.
needed a VP of Field Operations.
needed a General Manager/VP capable of helping lead the business.
undertaking major Bay Area projects needed experienced development and construction professionals.
expanding their tilt-wall portfolios needed people who had already built at scale.
wanted leaders trained by some of the country’s largest and most respected contractors, but didn’t know how to reach them.
The job titles were different. The underlying question was usually the same:
That’s the question we help answer.
Access matters
Finding them requires knowing who they are, where they work, what they have accomplished and what might cause them to listen.
That’s the difference between filling a position and conducting a search.
Have great jobs.
Have a strong project list.
Are respected inside their organizations.
Do not have a resume online.
Do not look or respond to job postings anywhere.
Our approach
Industry specialization
We aren’t learning construction while conducting your search. Our work is concentrated in construction, real estate development and the businesses that support the built environment.
Passive talent
Our objective isn’t to send you whoever applies. We proactively identify people whose experience aligns with what your company actually needs.
Quality over quantity
A stack of resumes isn’t the goal. We would rather introduce a smaller number of candidates with the right experience, career history and motivation than create activity that doesn’t lead to the right hire.
Confidentiality
We routinely work with executives and professionals who require discretion. Candidate information is handled carefully, and resumes are not distributed without permission.
A search built around your business
Before recruiting begins, we want to understand why the position exists, what success looks like and where the company is going. That allows us to recruit around the business objective, not simply the job description.
How we work
Employer FAQs
No. We work with organizations ranging from major national contractors and developers to privately held, regional and entrepreneurial companies.
In many cases, our knowledge of larger organizations is particularly valuable to smaller companies because it gives them access to professionals they may otherwise have difficulty identifying or reaching.
Yes. Many of our clients work directly with us through their CEO, President, owner or senior management team. We can manage the search from initial market research and candidate identification through recruiting, interviews and offer acceptance.
Yes. That is a significant part of what we do. Our searches are designed to reach passive professionals, not simply candidates responding to advertisements.
Yes. Once we understand the experience you’re seeking, we can map the relevant market and identify companies and professionals whose backgrounds align with your needs.
That’s common. Sometimes the initial conversation starts with a title. Other times it starts with a business problem: growth, succession, opening a new market, improving operations, building a department or replacing a key leader.
We can help define the profile before beginning the search.
Yes. We regularly conduct searches where confidentiality is important for the employer, candidate or both.
Yes. Our relationships and recruiting reach extend across the United States, while our industry specialization allows us to focus on the companies and professionals most relevant to each search.
Our standard search fee is based on first-year compensation, with flexible arrangements available depending upon the position, number of searches and scope of the relationship.
We can explain the structure during an initial conversation before you make any commitment.