PROJECT: TALENT ACQUISITION REGION: INTERMOUNTAIN WEST & SOUTHWEST SHEET: A-100 / CONTRACTORS SCALE: NTS

For Contractors

Your next Superintendent isn't on a job board.

We connect contractors across Utah and the Southwest with proven, passive Superintendents, PMs, Estimators, and construction executives. The ones already running someone else's project.

Start a conversation How it works
Sheet A-101Performance

Placements that actually hold.

Anyone can fill a role. What matters is whether the person is still there a year later, and whether they're growing.

90%
Retention at the 1-year mark
32%
Promoted within 2 years
10 days
Average time to a qualified shortlist
Sheet A-101BScope of Work

Most of the right people aren't looking.

They're heads-down running a good project for someone else. Post an opening and you're only reaching the ones already unhappy enough to leave. The best Superintendents, PMs, and Estimators are still on someone else's site, and they're not checking the boards.

Job boards reach
~18%
Our network reach
Full field

Illustrative. Job boards surface active candidates only. Passive talent, the majority of any market, stays invisible to a posting.

Sheet A-102Method

How we work

A job posting reaches whoever happens to be looking that week. This is what happens instead.

Built on passive talent

Our network runs on people not actively searching, but open to the right move. Job boards can't reach them. We can.

10 days to shortlist

Average time from search kickoff to a qualified shortlist. Fast without cutting corners on fit.

Discretion built in

Your opening isn't blasted to every recruiter's list. Outreach stays quiet until you're ready to move.

Vetted before you see a name

Real screening conversations happen first. Every name on your shortlist has already been checked against the role, not just matched by keyword.

Direct access, no hand-offs

One point of contact from the first call through the offer. No rotating desk of junior recruiters between you and the search.

Calibrated to your team

The discovery call covers project pipeline and team culture, not just a title and a salary range. Fit gets checked before a name ever reaches you.

Sheet A-102BProcess

How a search actually runs

No black box. Here's what happens between the first call and a signed offer.

01

Discovery call

A real conversation about the role, the team, the project pipeline, and what "good fit" actually means for this specific seat.

02

Targeted outreach

Direct engagement with passive candidates who match, sourced from an existing network built over years in this market.

03

Vetting and shortlist

Real screening conversations before anyone reaches your desk. A shortlist means every name on it is genuinely worth an interview.

04

Interviews and offer support

Coordinated scheduling, honest feedback in both directions, and support through offer and negotiation, so nothing falls apart in the final stretch.

Sheet A-103Field Report

What a fast, quiet search actually looks like

Five different searches. Five different problems. Same approach underneath.

Case 1

A concrete subcontractor needed business development leadership, not another project hire.

2× Client revenue since the hire

VP-level Business Development · concrete subcontractor

Built pipeline from scratch at two prior companies before this placement. Brought the same playbook here.

This is what the right hire is actually worth. Not a filled seat, a client whose revenue has doubled since bringing this person on. That's the return a properly matched BD leader can generate when the fit is right.

Case 2

A commercial GC needed a Superintendent for a project that couldn't sit open.

9 days
To a qualified shortlist
$0
Spent on job postings or ads
1
Candidate presented. Hired.

Superintendent · 12 yrs experience · commercial

Sourced passively, vetted, and placed without a single posting.

He was making $115–120K with no per diem, vehicle allowance, or meaningful PTO structure. He was placed at $145K with all three. That's not a markup, it's what it actually costs to land and keep a Superintendent this experienced. Underpay a hire like this and another GC makes that call in six months, and the search starts over from zero.

More placements

Structural Concrete Superintendent · 30+ yrs experience

Two consecutive WWTP Superintendent roles back to back

Podium decks, retaining walls, caissons. A résumé line that doesn't exist twice in most markets. Found through direct relationships inside a very small circle of people who actually do this work, not a posting.

ITS / Traffic Signal Superintendent · 30+ yrs experience

Recruited directly to a competing firm in the market

Real ownership on the table and a clear path to growth, on top of a stronger salary and benefits. Traffic signal and ITS work is one of the thinnest specialty pools in this market. Moves like this happen through people who already know exactly who does this work.

Superintendent · civil construction · existing client relationship

Filled through an existing client relationship

Built on direct access to the client's leadership, not a cold search from scratch. No public posting, no lost time mapping the market before the search could even start.

Also placed recently

Heavy Civil PM Industrial Estimator Multifamily Project Executive Preconstruction Manager
Sheet A-104Scope

Who we place

Roles

Superintendents Project Managers Project Engineers Estimators Project Executives Directors Vice Presidents Executive & C-Suite Leadership

Sectors

Commercial Civil Heavy Civil Industrial

Region

Intermountain West Southwest
Sheet A-105Affiliations

Why these two matter to you.

Sanford Rose Associates means a search can pull from a national network if a role calls for it, backed by an independent firm that answers to a higher standard. AGC Utah membership means direct involvement with the same contractors and trade partners this firm places talent for, not a recruiter reading the industry from the outside.

Sanford Rose Associates Sanford Rose AssociatesIndependently-owned network member
AGC Utah AGC UtahAssociated General Contractors

Get in touch

Not hiring yet? Good conversations start before there's an open role.

If you want an honest read on who's out there in your market, reach out. No pitch, no pressure.