1.2k+ Happy Hires
In building construction, results depend on strong coordination, clear accountability, and consistent execution across teams. Builders QOP tailors its recruiting approach to how your organization delivers projects and focuses on professionals who understand the realities of construction environments and perform under real-world conditions.
QUALITY OPERATIONS, QUALITY TALENT, REAL IMPACT,
Our high-touch approach reflects how construction teams actually operate. Builders QOP takes time to understand your roles, expectations, and working environment, represents them clearly to candidates, keeps communication tight, aligns expectations early, and keeps the process practical and efficient. The result is better-fit hires and fewer mismatches on both sides.
Over 14,000 candidates engaged on a monthly basis.
of experience in the building construction space
average time to hire, from intake call to top candidate accepting an offer.
Before we begin sourcing, Builders QOP takes time to understand your business, the role, and what “great” looks like in your construction environment. We’ll dig into your requirements, priorities, and the traits you value most on job sites and in precon/ops, so we’re working from a clear, shared definition of the ideal hire.
With that foundation in place, we research the market and build a data-backed view of where the right construction professionals are and how available they are. We use those insights to shape a focused recruiting plan designed to convert the right talent into real applicants.
After targeting is finalized, we proactively reach out to the best-fit professionals to build your talent pool. Every interested candidate is screened and vetted against your standards, so only genuinely qualified people with relevant project experience move forward. This approach allows us to surface strong candidates quickly.
We stay hands-on throughout the interview process, coordinating logistics, preparing candidates, and keeping momentum high at every step. When it’s time to close, we support negotiations and help ensure the new hire transitions smoothly and starts strong on day one. Builders QOP stays connected through early tenure to help reinforce long-term fit.
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 building 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 building 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
