Real Estate Headhunters Call 305-306-4829Send Us Your Open Role

Vice President of Construction Recruiters

Real Estate Headhunters: You need someone to protect your development budget when contractors request change orders or schedule extensions. We ask if you require an expert who can independently approve foundation work or if you need an operator who simply reports problems to your committee. The person we place sits between your investment goals and the physical reality of the site. You must decide if they will sign off on structural framing or if you keep that legal risk yourself.

This is what we do all day: recruit property management and real estate professionals.

You are losing capital because your construction oversight lacks the authority to stop bad contractor decisions.

No upfront fee. You pay only if you hire.

Send Us Your Open RoleBook a callCall 305-306-4829
Need someone now? Call 305-306-4829.

01 / The decision

What does this hire really come down to?

You need someone to protect your development budget when contractors request change orders or schedule extensions. We ask if you require an expert who can independently approve foundation work or if you need an operator who simply reports problems to your committee. The person we place sits between your investment goals and the physical reality of the site. You must decide if they will sign off on structural framing or if you keep that legal risk yourself.

Your project fails if the site lead cannot identify poor building envelope installation before the walls go up. We find people who have worked through the pressure of municipal inspections and can tell you exactly why a general contractor missed a milestone. You need a leader who knows how to spot flawed framing and stop it immediately. We clarify if you want this person to manage your structural engineers or just organize their documents for your final review.

Deciding who oversees your construction site determines if you finish the project on time or face constant budget drift. We look for individuals who have dealt with the exact site logistics you face right now, whether that is vertical expansion or site preparation. You should ask yourself if you need someone to manage the daily report flow or if you need a technician who understands geotechnical reports. We evaluate their ability to protect your capital against contractor errors.

02 / Questions

What do we check before you see anyone?

  1. 01Verify they have personally authorized change orders without waiting for your executive committee to convene.
  2. 02Confirm they possess the technical vocabulary to question structural engineers about foundation load requirements when soil reports indicate unstable ground conditions during excavation.
  3. 03Ensure they have identified specific framing defects that would have failed municipal building inspections during previous vertical construction projects they directly supervised.
  4. 04Establish their process for rejecting non compliant work from general contractors before the site mobilization phase creates a permanent schedule delay issue.
  5. 05Validate they have successfully balanced investor reporting timelines against the physical reality of building supply chains and local government inspection department availability.
  6. 06Confirm they can articulate the difference between minor aesthetic changes and structural modifications that require formal sign off from the design consultant team.

03 / Context

Where do we find people who are not applying?

  • These professionals typically work for merchant builders or vertically integrated developers who need a technical lead to manage capital expenditure and ground up projects. They move because their current firm lacks the project complexity to keep them interested or because the firm shifted away from the asset types they know best. They look for roles where they have the power to define the construction delivery model and truly control the site outcomes rather than just reporting status updates.
  • You often find this background in regional firms that handle large scale multifamily, industrial, or mixed use developments. These individuals transition into new roles when their firm completes a major project cycle and moves into a slower maintenance phase. They seek new opportunities where they can apply their knowledge of local code compliance and vendor selection to a active development portfolio. They want to move where their authority to direct general contractors is respected and clearly defined by the owner.

04 / Pitfalls

Which hiring mistakes should you avoid?

  • You fail by not defining if the person reports to you or to the general contractor during complex site mobilization stages of development.
  • You assume that hiring someone who has managed a commercial building means they can also use the specific requirements for ground up construction.
  • You wait too long to verify the candidate can write a formal field observation report instead of just talking to the general contractor.

Pay snapshot

$114,990

Vice President of Construction maps to Construction Managers (11-9021), a broader occupation. BLS does not publish this exact real estate title separately. The property's scope, equipment, supervision and required credentials can differ from the occupation as a whole.

Construction Managers, SOC 11-9021. https://www.bls.gov/news.release/archives/ocwage_05152026.htm, May 2025 BLS Occupational Employment and Wage Statistics (May 15, 2026).

See the full salary guide

05 / Next steps

Your search in 3 steps

  1. 1

    Define Authority Thresholds

    Identify the exact dollar amount and scope of structural changes this person can approve alone. We document these limits so you avoid bottlenecks during your next high pressure construction phase.

  2. 2

    Document Site Risks

    List the specific geotechnical or code compliance hurdles your project faces. We use these concrete scenarios to qualify if the candidate has solved your exact physical problems before.

  3. 3

    Formalize Reporting Needs

    Determine what technical data your investors require regarding budget and schedule. We test the candidate on how they translate complex site field reports into your specific financial documents.

06 / Questions

What do owners ask before they hire?

How long will the search take?

The timeline depends on how many candidates possess the exact structural expertise you require for your current site. We provide weekly updates on the market activity until we find a match.

What if they get a counteroffer?

A person moves from this role because they want to reclaim authority they lost in their current firm. We focus on why your specific project provides the technical challenge they desire.

Do they fit a mixed use project?

We verify their experience matches the specific vertical building phase you are currently entering. We do not place people who only understand simple site preparation into complex vertical development roles.

Does the fee include everything?

We perform this construction leadership search on a contingency basis without any upfront costs. You only pay the fee when you hire a candidate under the terms of your signed client agreement.

When is the fee paid?

The fee for this construction executive search is payable only after you hire a candidate. All billing and payment details for this permanent contingency engagement reside in your signed client recruiting agreement.

When do we pay the recruiting fee?

No upfront fee. You pay only if you hire under the standard contingency agreement. The signed agreement sets the terms; read the fee page before authorizing the search.

How long does it take to see a short list?

The scope of the job, candidate availability and your interview decisions affect the search. We explain the market response and agree next steps rather than promise a numeric deadline.

What if our chosen candidate gets a counteroffer?

We ask about the reasons for a move before an introduction. You still need a clear offer and an honest account of the job; an increase in pay alone may not resolve why someone considered leaving.

What are the replacement terms?

We offer a candidate replacement guarantee on standard search agreements. The applicable period and exact terms are set out in the signed client recruiting agreement.

What do you not do?

We do not sell job-board reposting or send an unqualified resume stack. Standard permanent search is not hourly consulting or a retained assignment. Different engagements require agreed terms.

Next step

Send Us Your Open Role

Role, work email and phone is all we need to start. Details about your company and the job are optional.

No upfront fee. You pay only if you hire.

We offer a candidate replacement guarantee on standard search agreements. The applicable period and exact terms are set out in the signed client recruiting agreement.

Who do you need?

No job post. Tell us the role and we come back with a short, qualified shortlist. No upfront fee.

Step 1 of 2: the role
Role family pick the closest
How soon? optional

Looking for a job instead? Go to the candidate page.

Step 2 of 2: your details

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What happens next

Keep looking

More on this search

All Owner-Side Construction and Project Management roles

Hiring guides and interview questions

Property and client types
Related pages
Hiring situations

Our process

What do you get from The Six-Step Search?

Real Estate Headhunters begins with the decisions behind your vacancy, not an advert. You get a clear brief, a mapped candidate pool and evidence from direct conversations. We help you distinguish an interested person from a qualified fit, then support interviews and the decision without promising a completion date.

  1. 1

    Search Calibration

    A brief that settles the operating problem, reporting line, location, compensation and who can approve the hire.

  2. 2

    Market Mapping

    A view of relevant working backgrounds, asset types and experience rather than a search based only on titles.

  3. 3

    Professional Contact Intelligence

    Direct ways to approach relevant people respectfully, without relying on applications or exposing a confidential vacancy.

  4. 4

    Persistent Personalized Outreach

    A conversation about your actual role, with follow-up that establishes whether a move is worth discussing.

  5. 5

    Live Candidate Qualification

    Evidence about responsibilities, relevant results, systems and the practical reasons someone would accept the move.

  6. 6

    Candidate Intelligence and Process Support

    A short list with context for interviews, objections and decisions, not a stack of unexplained resumes.

Send Us Your Open Role

CAM has different meanings. NAA CAM is the Certified Apartment Manager credential. The Florida community association manager license is a separate license, cited here as an example of state licensing. In commercial budgets, CAM means common area maintenance. We check the credential or license relevant to the opening, where the state requires it.

Which related pages help with this opening?