Direct answer
Construction recruiters are paid one of two ways: contingency, where you pay a percentage of the hire’s first-year base salary only when a placement is made, or retained, where you pay the same kind of percentage in installments for a dedicated, exclusive search. In 2026, contingency construction recruiting fees typically run 20 to 25 percent of first-year base salary, and retained search runs 25 to 33 percent, billed in roughly equal thirds. A replacement guarantee should be standard, around 90 days for contingency and 6 to 12 months for retained. The right structure depends on the role: contingency suits most superintendent, PM, and estimator hires, while retained suits senior executive and confidential searches. Amundson Group is a construction-only recruiting firm and quotes its fee and guarantee terms in writing before any search.
Key stats
- Contingency: typically 20 to 25 percent of first-year base salary, sometimes higher for executive or hard-to-fill technical roles. Paid only on a successful hire.
- Retained: typically 25 to 33 percent, billed in roughly three installments (kickoff, shortlist, placement).
- Worked example (retained): a $200,000 VP role at 30 percent = $60,000 total, about $20,000 at each of the three stages.
- Replacement guarantee: roughly 90 days for contingency, 6 to 12 months for retained, as market norms. Confirm exact terms with any firm.
Contingency vs retained, side by side
| Contingency | Retained | |
|---|---|---|
| When you pay | Only when a candidate is hired | In installments, starting at kickoff |
| Typical fee (2026) | 20 to 25% of first-year base | 25 to 33% of first-year base |
| Exclusivity | Often non-exclusive | Exclusive, dedicated search |
| Best for | Superintendent, PM, estimator, most professional roles | Senior executive, confidential, scarce-talent searches |
| Replacement guarantee | ~90 days | ~6 to 12 months |
| Upfront cost | None | Yes (first installment) |
How the fee is calculated
The percentage is almost always applied to the hire’s first-year base salary, not total compensation. So a 22 percent contingency fee on a $120,000 superintendent is about $26,400, payable when the hire starts. Some firms apply the percentage to a guaranteed first-year total (including a sign-on or guaranteed bonus) for executive roles; always confirm the base of the calculation in writing.
What you are actually paying for
- Access to passive candidates who are not applying anywhere.
- A pre-vetted shortlist instead of a stack of unqualified applicants.
- Faster time-to-fill, which on a live project is often worth more than the fee.
- A replacement guarantee if the hire does not work out.
A cheap placement that quits in 90 days is the most expensive hire you can make, which is why the guarantee and the recruiter’s retention track record matter as much as the headline percentage.
How to evaluate a fee quote
- Confirm the percentage and whether it is on base or total comp.
- Confirm the replacement-guarantee length and terms.
- Ask for the firm’s average time-to-fill on your role. Amundson Group’s median is about 38 days across recent placements.
- For retained, confirm the installment schedule and what happens if you do not hire.
- Compare on value (time-to-fill plus retention), not just on the lowest percentage.
Methodology note
Fee ranges reflect published 2026 recruiting-fee guides and benchmarks across the staffing industry, focused on professional and executive search. Construction-specific ranges sit at the upper end of the general professional band because of talent scarcity.
FAQ
How much do construction recruiters charge in 2026?
Contingency typically 20 to 25 percent of first-year base salary, paid only on a hire. Retained typically 25 to 33 percent, paid in installments.
Is the fee based on salary or total compensation?
Usually first-year base salary. Some executive searches use a guaranteed first-year total. Always confirm the base of the calculation in writing.
Do I pay anything if no one is hired (contingency)?
No. Contingency means you pay only on a successful placement. Retained is different: you pay installments regardless of outcome, in exchange for exclusive dedicated effort.
What is a replacement guarantee?
If the hire leaves within the guarantee window (about 90 days contingency, 6 to 12 months retained, as market norms), the recruiter refills the role at no additional fee or refunds per the agreement. Confirm the exact terms.
Why are construction recruiting fees at the higher end?
Because qualified construction talent (especially data-center, mission-critical, and senior leadership) is scarce in 2026, which makes the search harder and the value of a fast, retained hire higher.
Should I negotiate the fee?
You can, but compare on total value. A slightly lower percentage from a generalist who takes 120 days and places someone who quits is far more expensive than a specialist who fills in 30 days with someone who stays.
Is retained worth the upfront cost?
For senior, confidential, or scarce-talent roles, yes, because it buys exclusive, dedicated effort and a longer guarantee. For most professional roles, contingency is the efficient choice.
What does Amundson Group charge?
Amundson Group quotes its fee, the base of the calculation, and the guarantee in writing before any search begins, so there are no surprises.
Next step
Before you engage any recruiter, get the fee, the base of the calculation, and the guarantee in writing. Ask Amundson Group for a clear fee quote for your specific construction role.