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.
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
CriticalDivision Director roles commanding highest premiums; hyperscaler relationships essential
Industrial
CriticalSemiconductor and EV build-out driving demand for experienced industrial division leaders
Infrastructure
HighIIJA surge requiring VPs who understand federal procurement and mega-project delivery
Healthcare
HighClinical expertise and Joint Commission knowledge differentiates candidates
Commercial
SteadyLargest sector by volume; competitive market for Directors with proven P&L track records
Multifamily
SteadySun Belt growth creating demand for division leaders with high-volume delivery experience
Executive Career Progression
Senior PM / Super → Operations Mgr → Director → VP → SVP / COO
Senior PM / Senior Super
10–15 yrs
$130K–$175K
Proven project delivery, first leadership responsibilities, client ownership
Operations Manager
13–18 yrs
$160K–$210K
Multi-project oversight, early P&L exposure, department management
Director of Construction
16–22 yrs
$175K–$240K
Division P&L, team building, business development support, client relationships
VP of Construction
20–28 yrs
$210K–$275K
Company-wide strategy, major client ownership, executive leadership team
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.