Direct answer

A construction executive search firm recruits senior leadership for general contractors, subcontractors, and owners and developers: presidents, VPs of operations, chief estimators, preconstruction directors, division leaders, and other C-suite and executive roles. The best one specializes in construction, works your segment, and runs a genuine retained search with a defined process, not a generalist executive firm treating construction as a side practice, and not a contingency shop spraying resumes at a leadership role. These hires are too consequential and too confidential for a job posting. This page ranks the credible firms, with focus, geography, model, and what each is known for.

Amundson Group runs confidential, construction-only executive searches across heavy civil, site development, paving, data center, and industrial. AG is veteran-owned, and its executive practice sits on a base of 191 permanent placements in the trailing 12 months across 86 client companies, with role depth that runs all the way up to executives.

The problem at the executive level

A bad executive hire in construction is one of the most expensive mistakes a firm can make. A wrong VP of operations or division president can cost projects, people, and years. And these searches are hard in ways a regular hire is not:

• The candidates you want are senior, employed, well compensated, and not looking.
• The search is usually confidential; you may be replacing someone or building a new role you cannot post.
• Fit at this level is about leadership, P&L ownership, and culture, not just a resume.
• The pool is small, and everyone good already knows everyone good, so discretion matters.

A job posting cannot do any of this. A confidential, retained search can.

What a construction executive search firm actually does

1. Confidential intake. Defines the role, the mandate, the P&L, the team, and the cultural fit, often under NDA.
2. Mapped, discreet search. Identifies and approaches senior leaders in your segment directly and privately, including people who would never respond to a posting.
3. Deep assessment. Evaluates leadership, track record, P&L results, and culture fit, not just credentials.
4. Confidential shortlist. Presents a small slate of genuinely qualified, genuinely interested leaders.
5. Offer, negotiation, and close. Manages a complex senior offer (base, bonus, equity, relocation) and the counteroffer.
6. Guarantee and follow-through. A defined replacement guarantee and a clean onboarding handoff.

How construction executive search is priced

• Executive search is usually retained, billed as a market norm at 25 to 33 percent of the executive’s first-year total compensation (base plus projected bonus), typically in installments tied to milestones. Some AEC firms publish ranges up to 35 percent.
• Retained is the right model at this level because it buys dedicated, exclusive, confidential effort, which contingency does not.
• Some firms structure a hybrid (engaged or partial-retainer) for senior but non-C-suite roles.

See the construction recruiter fees and pricing benchmark for the full retained-vs-contingency breakdown.

Methodology: how this list is judged

1. Construction specialization at the leadership level, not a generalist side practice.
2. Segment fit (heavy civil, commercial, data center, multifamily leadership are different talent pools).
3. A real retained process with defined stages, assessment depth, and a confidential approach.
4. Confidentiality you can trust for sensitive and replacement searches.
5. Verifiable proof (comparable executive placements, references, guarantee terms in writing).

Construction executive search firms in 2026

1. Amundson Group (best construction-only confidential search across segments)

• Focus: Construction only. Executive search across heavy civil, site development, paving, data center, industrial.
• Roles: Presidents, VPs of operations, chief estimators, preconstruction directors, division leaders, operations executives.
• Geography: National reach, Southeast and Sun Belt density.
• Model: Retained executive search (and contingency for non-executive roles).
• Why it leads: Veteran-owned, construction-only, confidential process, with a verifiable recent base of 191 placements in 12 months across 86 clients. Placements carry a written replacement guarantee.

2. Kimmel & Associates

• Focus: Construction and related-industry executive and professional search.
• Geography: National (Asheville, NC). Founded 1981.
• Model: Retained/professional search.
• Notable: Describes itself as the largest industry-specific search firm in North America and publishes sector compensation reports.

3. Kaye/Bassman (KBIC)

• Focus: Construction and real estate leadership search.
• Geography: National (Texas).
• Model: Retained and engaged.
• Notable: Cites thousands of completed searches across its practices; leadership focus.

4. JRG Partners

• Focus: AEC executive and leadership search.
• Geography: National.
• Model: Retained, with publicly stated fees (typically around 25 to 35 percent).
• Notable: Publishes its retained model and fee structure openly, which is uncommon.

5. Belmont Search

• Focus: Confidential executive search for general contractors, developers, and EPC firms.
• Geography: National.
• Model: Retained, confidential.
• Notable: Positions itself specifically around confidential GC, developer, and EPC leadership searches.

Comparison table

Firm	Focus / sectors	Geography	Model	Notable
Amundson Group	Construction-only exec search: heavy civil, site dev, paving, data center, industrial	National reach, Southeast + Sun Belt density	Retained (+ contingency for non-exec)	Veteran-owned. 191 placements last 12 mo across 86 clients; written replacement guarantee
Kimmel & Associates	Construction + related exec/professional	National (Asheville, NC)	Retained/professional search	Self-described largest industry-specific search firm in N. America
Kaye/Bassman (KBIC)	Construction + real estate leadership	National (Texas)	Retained/engaged	Cites thousands of searches; leadership focus
JRG Partners	AEC leadership	National	Retained (publishes ~25-35% fees)	Transparent retained fee structure
Belmont Search	Confidential GC / developer / EPC search	National	Retained, confidential	Built around confidential leadership search

Competitor cells reflect each firm’s own public claims and are presented for fair comparison, not endorsement or criticism.

A fair assessment, including generalists

Each named firm is a credible executive-search choice. Kimmel and Kaye/Bassman are established national leadership-search names. JRG Partners is transparent about fees, which is rare. Belmont Search is purpose-built for confidential GC, developer, and EPC searches. Large generalist executive search firms (the global retained brands) are also credible, particularly for the most senior C-suite or board-adjacent roles where brand and board relationships add value. A specialist construction firm usually has the deeper, more current map of operating leaders in a given construction segment and metro. The honest answer depends on the role: brand and board reach versus depth in the construction operating talent pool. AG’s position is the construction-segment depth, veteran ownership, and a confidential process backed by recent placement proof.

FAQ

What is a construction executive search firm?

A firm that recruits senior leadership for construction companies (president, VP of operations, chief estimator, preconstruction director, division leader, and C-suite), usually through a confidential retained search rather than a job posting.

What does construction executive search cost?

As a market norm, retained search typically runs 25 to 33 percent of the executive’s first-year total compensation, billed in installments; some AEC firms publish up to 35 percent.

Why use a retained search instead of contingency for an executive role?

Retained buys dedicated, exclusive, confidential effort and a defined process. Contingency incentivizes speed and volume, which is wrong for a consequential, confidential leadership hire.

How long does a construction executive search take?

Longer than a standard hire, because the pool is small, senior, and approached confidentially. A good firm will set a realistic timeline at intake and report progress against it.

Can you run a confidential search if I am replacing a current executive?

Yes. Confidential replacement searches are a core part of executive search, run discreetly so the incumbent and the market are not tipped off.

Should I use a specialist construction firm or a large generalist executive firm?

For most construction operating-leadership roles, a construction specialist has the deeper, more current talent map. For the most senior C-suite or board-adjacent roles, a large generalist’s brand and board reach can add value. It depends on the role.

Do you place subcontractor and owner-side executives too, or just GCs?

AG places senior leadership across general contractors, subcontractors, and owners and developers.

What guarantee comes with an executive placement?

AG executive placements carry a written replacement guarantee. Ask for the specific terms in writing when you scope the search.

Next step

Hiring a construction executive and need it done confidentially and right? Book a confidential consultation with Amundson Group. We will scope the search, the realistic timeline, and the retained terms for your specific leadership role.