Over 14,000 candidates engaged on a monthly basis.
PeopleProcessPerformance
expertise in
Civil Infrastructure
1.2k+ Happy Hires
Innovative recruitment practices
Civil infrastructure is built around the realities of heavy civil delivery: public agencies and utilities, competitive procurement, and contract models like design‑bid‑build, design‑build, CM/GC, and EPC on turnkey utility or industrial programs. At Construction QOP, we understand that margin is decided by change management, production planning, and safety performance. We focus on leaders who have delivered transportation, water, and transmission work under public or utility oversight, high‑hazard equipment conditions, and multi‑trade coordination, and we validate their ability to forecast cost, protect schedule, and run compliant jobsites in comparable environments.
QUALITY OPERATIONS, QUALITY TALENT, REAL IMPACT,
High-touch approach that drives results
High touch at Construction QOP means staying close to how highway, water, and utility work is actually delivered before we ever put a name in front of a hiring manager. Clients get clear communication, realistic previews of who we are representing, and fast feedback loops that refine fit early. Candidates are briefed accurately on project types, team expectations, and site realities, which reduces interview churn, limits onsite surprises, and leads to placements that hold through full project cycles.
Top Performers
Frequently filled functions
The choice of thousands
+8
years
of experience in the civil infrastructure industry
2.5
weeks
average time to hire, from intake call to top candidate accepting an offer.
Our Process
Proven results through a proactive outbound strategy.
01
Ideal candidate profile
To launch an effective recruitment effort for heavy civil and infrastructure roles, we begin by understanding your business, project types, delivery models (design‑bid‑build, design‑build, CM/GC, EPC), and the attributes you value in leaders who perform under complex schedules, safety expectations, and public/utility oversight. Construction QOP uses this foundation to define what success looks like in your context.
02
Candidate availability research
With those criteria in place, we map the available talent landscape in heavy civil markets, analyzing where experienced builders with relevant project backgrounds live, how they move between firms, and how competitive conditions affect access to those professionals.
03
Outreach and screening
Once target profiles are confirmed, we engage actively with potential candidates whose experience matches your project needs, then screen for track records in comparable infrastructure environments, narrowing to those who are clearly a technical and cultural fit.
04
Guidance and placement
For each qualified professional, we facilitate communication through interview rounds, provide context on your priorities, and support transition conversations so the candidate’s move into your organization aligns with your operational expectations. Construction QOP stays connected through this final phase to help ensure a smooth start.
Frequently asked questions
How do we run searches for companies in civil infrastructure?
At Construction QOP, 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 civil infrastructure, and reach out directly to professionals who match those requirements. This keeps the search focused on proven performers instead of active job seekers.
How do we decide which candidates to target and present?
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.
How fast do we deliver candidates?
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.
How does our pricing and guarantee work?
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.
Do we also handle executive and leadership roles in civil infrastructure?
Yes. Over the past eight years, Construction QOP has built a strong network of operators, senior managers, and leadership professionals within civil infrastructure. 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.
How do we handle confidentiality during the search?
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.
How do we communicate with candidates throughout the process?
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