1.2k+ Happy Hires
QOP Construction’s searches start with the realities of DOT, transit, water/wastewater, and utility programs: self-perform production, heavy equipment uptime, tight traffic or outage windows, and owner-driven compliance like prevailing-wage documentation. We focus on candidates who have already delivered similar work under design-bid-build and alternative delivery, with a proven record in safety, schedule recovery, and disciplined change management, then match that track record to the project types, contract risk, and field conditions you’re actually facing, not generic construction resumes.
QUALITY OPERATIONS, QUALITY TALENT, REAL IMPACT,
At QOP Construction, “high-touch” means staying anchored to how the work is actually executed: safety-critical field operations, traffic or outage windows, tight production schedules, and owner-driven contract compliance like certified payroll on prevailing-wage jobs. It’s consistent, plain-language communication that represents the scope, risks, and expectations accurately, so only people with proven experience in similar delivery models engage. That reduces mismatches, stabilizes teams, and cuts interview time spent on the wrong profiles.
Over 14,000 candidates engaged on a monthly basis.
of experience in the construction industry
average time to hire, from intake call to top caniddate accepting an offer.
Before we, at QOP Construction, can find you the perfect candidate, we start by learning how your projects run in practice—delivery model, self-perform expectations, and how field and office teams hand work off day to day. With that context, we align on the exact background and traits that fit your environment so the profile is clear and realistic.
Using the information you have provided, we research the market based on your geography, project pipeline, and the kind of work you’re executing right now. That view of real candidate availability helps us shape a focused recruitment campaign that represents the opportunity accurately and attracts people who’ve performed in similar conditions.
Once the exact targeting has been identified, we reach out directly to relevant construction leaders and build a talent pool based on proven delivery experience, not generic interest. Every conversation pressure-tests fit for field tempo, documentation discipline, and change-order realities so interview time is spent on the right people.
Working closely with every qualified candidate, our team keeps communication consistent through interviews, including scheduling that respects jobsite demands and clear preparation on what matters to your team. In the final phase, we support negotiations and help set expectations early so the transition is smooth and the hire sticks.
We use a fully outbound recruitment process. We do not post jobs or rely on inbound applicants. We define the requirements, map the talent in construction, and reach out directly to professionals who match those requirements. This keeps the search focused on proven performers instead of active job seekers.
We convert your brief into clear must have criteria for experience, responsibilities, and results. We then identify professionals who meet those criteria and speak with them to confirm depth, alignment, and readiness. Only candidates who fit the role and environment are presented.
On average, we provide a usable shortlist within 2.5 weeks. The outbound model removes delays caused by job postings and allows us to target relevant profiles immediately, which reduces interview waste and shortens the hiring cycle.
We operate on a full contingency basis. All research and outreach are funded upfront. You are invoiced 30 days after the hire starts. If the hire does not stay for at least 180 days, we restart the search under the same agreement. This keeps most of the risk on our side until the hire is stable.
Yes. Over the past eight years we have built a strong network of operators, senior managers, and leadership professionals within construction. When an executive search comes in, we use that network to identify leaders with relevant experience, proven judgment, and stable track records. This lets us support both day-to-day ancillary hiring and higher-level leadership needs within the same industry.
We keep both sides protected. Candidate conversations stay private, and client details are only shared once a candidate meets the core requirements and expresses genuine interest. This avoids unnecessary exposure for both the company and the candidate.
We contact candidates directly, set expectations early, and relay only accurate information about the role. Candidates understand the workload, environment, and reporting structure before speaking with you. This reduces mismatched expectations and improves close rates.
Real stories of growth and success
