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Construction Management Recruiting is all we do.

who we are

Hire10 is hyperfocused on the Construction Management Recruiting industry.

From the initial design to the final walkthrough, Hire10 has perfect match construction management professionals ready to execute the job with precision.

We are proven experts in recruiting project managers, superintendents, and estimators for multifamily, commercial, heavy civil, industrial, healthcare and beyond.

Whether you are building a stick-frame garden-style walk-up, a high-rise with structural steel and concrete, dredging your next cruise ship terminal, or constructing 10 miles of roadway...Hire10 will deliver the best candidate, on-time and at budget.


  • Based in the USA, our leadership has been identifying exceptionally talented candidates for the past two decades

  • We believe a great candidate is more than just a visually appealing resume or a nice LinkedIn profile

  • It's a highly motivated , career oriented individual who has a demonstrated track record of success, has excellent tenure, is a solid communicator, and has multiple credible references to speak to their constuction, engineering, or architecture abilities

  • They are realistic in their compensation reuirements and their timing aligns with that of the prospective employer


We have approximately 100 clients in the US across 25 states. Our largest client is over $5 Billion in revenue and our average client is between $250 million and $500 million dollars. We even have a handful of "mom & pop" clients below $100MM in revenue. Nationwide we represent over 30% of the National Multifamily Housing Council's Top 25 Builders. Additionally, we work with a handful of America's Top ENR 400 Contractors. Internally we are committed to candidate quality above all else. Likewise, we expect our clients to operate with integrity, safety and to treat their employees with the highest regard. We strive to provide our clients with excellent service and we hope to align ourselves with clients who share our passion for quality.

who we work with

  • #14 ENR (2020)

  • #10 ENR (2020)

  • #5 ENR Mountain Region (2020)

  • #42 ENR (2020)

  • #4 NMHC (2020)

    $ 23,921,900,000

Hire10 works with the nation’s premiere commercial, civil, and multifamily general contractors.

We specialize in recruiting superintendents, Project Managers, and Estimators.


  • Exciting times at Hire10!

    Written by: Ken Brown, Founder/President/CEO

    This won't be a long post, I swear. After selling my technology recruiting business back in 2016 I ventured out to do something new. Something bigger, more polished, a more professional organization, with better processes, better health benefits, better people, and a more serious outlook on the recruiting business. Well folks, we’ve done it. I mean…we’re not exactly what we want to be (we probably never will be) but we’re well off to the races, that’s for sure. We’re doing everything I mentioned, and then some. Over a 100 clients in the United States, with client revenues well exceeding $20B, and the best team I have ever had the pleasure of working with! I can honestly say I absolutely love where we are as a company and what we are doing. Our future is bright and there is an unmistakable electricity in the air each morning when we come into work.

    The work we do matters to us because it matters to our clients and we take it seriously. That is not just a talking point. We mean it! We pour over our candidates and their qualifications. We strive to really bring value and when a candidate is subpar, we do the hard work of eliminating them from processes. Trust me, eliminating a mediocre candidate is the hardest thing you will ever do as a recruiter. It requires mental and emotional discipline.

    Anyways, I want to talk about the picture above for a moment. Besides the fact I need to drop 10 pounds, this picture makes me extremely proud of what we’ve accomplished. We have grown this organization over the past 5 years to the point where we can build out a multi-million dollar corporate headquarters here in Altamonte Springs, FL that is “made to order”. Everything from the carpet tiles, to the full swing indoor golf simulator, to the Embody chairs is designed specifically with our business in mind. It hasn’t been easy. Most days aren’t. Most days are more of a struggle than they are a success. However that does make the victories that much sweeter! Everyone is running a million miles an hour, deals fall apart, and sometimes clients are downright tough to work with! Startups aren’t perfect or easy. Business in general never is. But all in all, I wouldn’t trade this journey with this incredible group of people for anything. It’s an honor to serve them as their leader and I wouldn’t give up a single day for a coushy corporate gig. I guess I like the excitement at work. It makes you feel alive. We’re headed for greatness. We’re going to be the household name in Construction Management recruiting. We’re going to be the preferred recruiting partner for the best developers and general contractors on earth. I'm sure of it. 

    I am going to update this thread often as I want to remember these times and how exciting they were as a company. Thanks for reading and sharing.

  • Top 5 Construction Recruiters

    Top Construction Recruiters | Top 5 Construction Recruiters | Top 10 Construction Recruiters | Best Construction Recruiters

    Who are the best construction recruiters? Who is in the top 5? The top 10? Who are the Top 5 Construction Executive Search Firms? After having been in the industry for the past 15 years I’ve finally taken the time to sit down and list out the top 5 Construction Recruiting companies in the United States. Construction recruiters focus on hiring a Superintendent, hiring a Project Manager, or even hiring an Estimator for their clients. Being a top 5 construction recruiter, or even a top 10 construction recruiter isn’t easy. It takes determination and an uncanny ability to network through the construction industry. It also takes experience and construction knowledge. Without further ado, here are the Top 5 Recruiting companies in the Construction Industry.

    1. Hire10

    Pros: Talent Vault product which allows you to search for your candidates online for free, exclusive to the construction industry, same leadership since founding, excellent processes, fast growing, amazing corporate offices, placement retention rates over 90%. 

    Cons: None to speak of.

    1. 4 Corner Resources

    Pros: 14 years in business, excellent leadership, versatile offering, responsive.

    Cons: None to speak of.


    1. Kimmel & Associates

    Pros: 40 years in business, focused on Construction, well organized.

    Cons: Still using fax machine technology, located in a small market, focus on other industries aside from construction, i.e automotive.


    1. Spencer Ogden

    Pros: International Company, large team, Construction focused.

    Cons: Sometimes more focused on European operations, other disciplines besides construction, i.e. healthcare and oil & gas.


    1. HAYS

    Pros: International company, construction focused.

    Cons: Jack of all trades, master of none. High turnover. Many clients and employees have departed in recent years to work with Hire10.

  • Accepting a counter offer is a terrible idea.

    Can we just start this article out and all agree the title of this article is true? Anyone who has a decade or more of career experience just comes to know this statement as a universal business truth. Accepting a counter offer is a terrible idea. Let me say that again. Accepting a counter offer is a terrible idea.

    Okay, let's start at the beginning. It all started a few months ago. You felt neglected. Mistreated. Or at the very least overlooked or under-appreciated. You didn't get the promised review or the boss forgot to give you a raise. You set out to make things right. You ask your boss to resolve the matter. Crickets. At some point you determined your situation was unresolvable and you decided to venture out and begin interviewing. You interviewed. And you did it. You got the job! More money. A better company. A new position. Better clients. Now the dreaded moment. You have to tell your boss of many years that you're leaving. It's stressful and not fun. At all. But it's over quick.

    Sometimes the boss wishes you well. These are the smart bosses. They only want the people who want them. It's a healthy point of view, trust me. As Simon Sinek so famously said, clients will never love a company until its people do. If people quit and then are pressured into staying for money and/or title, I can assure you the employee doesn't love the employer and thus neither do the customers. The unloved company is doomed for mediocracy at best and at worst, complete failure.

    Sometimes bosses offer you more cash, a better job title, or both to stay. These are the elephants. I'll explain later. They are trying to save face to their boss. Save a project. Maybe even save their job. Maybe a few others recently left and they know it will reflect badly if multiple people leave. Sometimes they are just trying to create a band-aid situation until they can find a more permanent solution like fire you and bring in a cheaper guy. Wink, wink. Don't believe me? I've seen it happen. Heck, they could have been planning to fire you in a few weeks. Now they feel good about it and will literally keep you for their needs for the next 4 weeks and make you miss your new job. I've seen it happen. It's terrible what some employers will do to employees. Whatever the motivation, bosses have their best interests in mind when making a counter offer, not yours.

    The funny thing about "counter offer bosses" is that they never forget. That's why I call them elephants. They never forget and that doesn't bode well for you. The second you resign the trust is broken. It can never be restored. Broken trust makes people act crazy. The fallout of the decision to stay after trust is broken can play out in many ways. Does the company and the manager have a bruised ego? Of course they do. They most likely say things to themselves like after all I have done for them they are going to leave me for a couple more bucks? The more maniacal bosses will even think to themselves I'll show this guy, I will have the last laugh. Managers often times take a resignation very personally to their leadership abilities. It's akin to being dumped. To then turn around and expect the boss not to have a bruised ego is very naive. To expect the boss to love you and promote you and that everything will be perfect in the future is downright stupid. I hate to be so brash but it's true. It's dumb to think a couple more bucks and a word on a business card is going to make it alright.

    Let's go through a couple scenarios and I'll try to demonstrate some of the pitfalls of counteroffers.

    First scenario. Let's say a few months later the economy turns for the worse or the company loses a major client. Who do they let go? The person who tried to leave already, because it's a clear choice, right? Of course it is.

    Different scenario. Let's say a few months later the economy turns for the better or the company gains a major client? Who do they promote? They promote the most loyal person in the room. The person they trust. They don't promote the person who tried to quit last year. Why? They might try to quit again. Leave us in the lurch. Once trust is broken it can never be put back into place. You will be passed over time and again.

    What about the simpler day-to-day mechanics of work? Let's say it is six months later. Your work conditions have not improved. Maybe it's the holidays. You eat a bad piece of chicken for dinner the night before. You wake up. You're dying, throwing up, and turning green. You need to rest and drink lots of fluids right? You call work last minute and miss work for an entire day. Guess what your company assumes? That you've been interviewing and you are on your way out the door again. That missed day alone might be enough of a catalyst for them to start searching for your replacement. Don't believe me? I've seen it happen. The manager fears they will be left in the lurch. Why? Because trust is broken.

    My question to those of you who do accept counteroffers is simply this: Why did you have to quit (the most drastic action there is...) just to get a review and/or a raise? Why didn't they do it prior when you were working long hours or holidays or hit the desired milestones? It seems pretty terrible that you have to literally go and find another job just to get your employer to pay attention to you. Don't you deserve to be treated better than that? Of course you do. We all do.

    It has been said that 80% of people who accept a counter offer are unemployed within six months. Not employed somewhere else. They are literally jobless. It seems to make sense right? Here's the 30,000 foot summary. A person and a company don't get along well. Issues remain unresolved. The person tries to leave. The employer begs the person to stay. The person stays but now things are worse not better because the employer likes the employee even less, doesn't trust the employee and is upset they are paying more for the same person. Issues stay unresolved and the employee finally leaves once and for all as it is the only way to improve their situation. Employee realizes their initial decision to leave was the right one. Employee agrees with the article title. :)

    Let's sum it all up. Don't get suckered into a counter offer. It's the worst decision you'll ever make. Take the offer. Get the raise from the new employer. Nothing will change at your current employer. And you'll hate yourself everyday after you accept it because let's face it, nobody likes getting pressured out of something they really wanted.

    I've been recruiting for 15 years. I've seen this happen to more people than I can count. It's terrible and I feel bad for them. The company goes on fine. But sometimes it takes years, or decades to make up for the lost progress that could have been made at a new, better firm.

    Best of luck to you! If you accept a counteroffer you're gonna need it!

  • Does anyone have grit anymore?

    I have so many candidates who cling to giant brand name companies. They are so fearful of the smaller company or even a start-up. Why? Does the risk in a smaller company outweigh the massive upside? I bet Facebook's earliest employees would answer a resounding "no". So what I want to know is at what point in human society did we turn a corner so severe, so safety seeking, so fearful, that we sell out at the first sign of disaster? What happened to the men who sailed from Europe thinking they may sail over the edge of the earth? Talk about risk. What happened to men, barely a hundred years ago, who climbed the skeleton of the Empire State Building, without safety equipment, to build one of the world's tallest structures at the time? At what point did we lose the saying nothing ventured, nothing gained.

    We take absolutely nothing with us when we die. Nothing. The short time between our birth and death is an adventure, nothing more. It's a time to make our mark. We spend decades learning the basics, then honing our craft, only to spend a few short moments in the sun. Human beings who do not boldly seek their dreams, in my opinion, fail to be fully human. They cheat themselves. They allow the world's design for their lives to replace their dreams. They trade the adventure of a couple men huddled together during adversity, seeking the mountain top, for the soulless safety and often inescapable systems designed to build other men's dreams.

    My advice to young people is simply this: take risk, albeit calculated, but still...take a risk! Scare yourself. Get your blood pumping. Design your dream. Write it on paper. Say it aloud. Broadcast it on social media. If people don't laugh at your dreams, they aren't big enough. Live a life you are proud of and do not listen to anyone else's plans for your life. My largest and most vocal opponents at twenty five years of age are the exact same people in the front seat of my cheering section at thirty three when I sold my first company. I wrote their names on little sheets of paper and taped them up in my office so I had to see them everyday. I let their doubt fuel my dreams.

    Everyone's definition of success is different. My definition is simply this: success is obtaining, or fully pursuing, one's dreams with everything you have. Not holding back. Leaving it all on the field. If you're lucky enough you can spend those days building a company with people you truly enjoy where the lines of personal and business seem to fade away, a true partnership.

    Now that I have told you what I think success is, let me you tell what it is not. Success is not money in the bank. Side note: If you become good at your craft, the money always follows. It's not a company brand on your resume. It's not "safety" or "security". Success is when you strip away the peanut gallery and the social media influencers and what your mom and your dad and your girlfriend or boyfriend think is good for you. You scrap everything and you say I want to do "this" and you actually do it, or at the very least attempt to.

    Let me conclude by saying this: most Fortune 500 companies are started by men in their forties and fifties. That means from twenty three to forty three years of age you need to learn. Learn everything you can. Get a mentor. Stay late at the office. Burn the midnight oil. Network. Talk big. Dream big. Take chances. Don't sell out. You don't have to sell out. When you're young you don't have kids to support or a mortgage. Live lean and find your true north. Chase your dream. Live the life you've always dreamed of or die trying to get it. You might not end up in Forbes, but in the last moments of your life, when you're alone and reflecting on the decisions you have made, you will softly smile and think to yourself, I did it. I did exactly what I wanted to do. What a good ride. I wouldn't have done it any other way.

    Written by Ken Brown

    If you are seeking an exciting work enviorment with fast growth, great leadership and a huge potential for upside then we need to talk.

  • My personal thoughts on Leadership.

    Hire10 is growing rapidly. What an exciting time in our company's history. I'm writing this article today as a guidepost for my team. I want them to very clearly understand what they can expect from me as a leader and hopefully, over time, what I can expect for them as they grow into leadership roles. As we know all too well a good leader can make a company and a bad one can break it. Problems are solved by leadership. Stormy seas are navigated by leaders. We depend on leadership in every critical situation. Many business leaders believe they are just there to check numbers on reports and manage the comings and goings of their team. Nothing could be further from the truth! Again, I’m writing this blog post with the sincere hopes that as we develop leadership skills across Hire10, that my team, manager or not, embodies the principles set forth in this article. 

    DISCLAIMER: Please don't think I'm some arrogant 'know-it-all' business person, I am simply someone who has been doing this for about 20 years and learned most of this through hard work and quite honestly, failure. Only when I failed (and I often failed hard) did I really learn a valuable lesson.

    I like lists, so here it is...Ken Brown’s 20 Laws of Leadership. I hope you enjoy and pick up something that helps you in your day to day!

    (1) Leaders create an environment where what is valued and expected is clearly known. I had a very early mentor that used to simply say "expect and inspect". Another good saying is "trust but verify". 

    (2) Leaders are consistent in what they expect from their team and how they manage results. Don't be all over the place. People need consistency from their leaders. Consistency in mood, behaviors, attitudes, language, and expectations matter. If you are a wildly inconsistent person maybe you should focus on developing yourself first prior to taking responsibility for the well being of others.

    (3) Leaders show up and they give 100% effort on a consistent basis. Do not confuse this with zealous overwork. Good leaders also “sharpen the saw” time to time. A good leader will make sure that if they cross that threshold to the office that they perform. Again, an early mentor taught me an important lesson on compartmentalizing. He said when I walked into work I was on "on stage" and I should act as such. He said it did not matter if something was going wrong personally. While I was at work I was to be 100% focused, to the point where I would not let anything happening outside of work affect me. This rule has really served me well over the years.

    (4) Leaders set the pace. Leaders lead from the front. They do not hesitate to lend a hand for any role in their company at any time. Nothing is “beneath them”. If you want to be a leader get ready to work hard. As a leader you do a lot more than your "job". You are often doing work well outside of your job description for the betterment of your team. Approach these tasks with joy and try to view them as an honor. It truly is an honor to get to lead a great team.

    (5) Leaders listen. Leaders let their actions speak. Leaders have two ears and one mouth. Put the cellphone down, pick your head up and listen to others. Don't craft a response while they are speaking. Focus on what they are saying and really listen. This will non-verbally communicate how much you care for and respect your team. 

    (6) Leaders have a clear vision and their team does not hesitate to respond when they are asked why they do what they do and where they are going as a team. Without a vision you can't lead. You must have a vision, it must be big and bold, and if people don't occasionally laugh, snicker, or roll their eyes when you verbalize your vision it most likely is not big enough. Bold visions give people bold purpose.

    (7) Leaders do not make ‘knee jerk’ reactions. They are careful when charting the course. At the same time be decisive whenever possible. Regarding large matters, or matters that affect people's lives, or on matters that affect large dollar amounts, seek counsel. Once you have a plan - prepare how and when you will roll out the solution. Being a solid decision maker will make your people trust you.

    (8) Leaders seek mentorship as they know they do not know everything. Be humble. Always be learning.

    (9) Leaders maintain a strong group of peer advisors. Again, be humble enough to know you don't know everything.

    (10) Leaders focus on strengthening their weaknesses. Be self aware and intentional about self improvement. 

    (11) Leaders admit when they are wrong. Just do it. 

    (12) Leaders are decisive and confident. Always. 

    (13) Leaders have uncompromising integrity. Do the right thing even when no one is watching. Your integrity is directly tied to your legacy.

    (14) Leaders know they have a position of power and thus they maintain a sense of humility.

    (15) Leaders take responsibility when their team fails and gives their team credit when they win. 

    (16) Leaders do not seek personal accolades aside from those that may advance their businesses (team’s) interests as a whole.

    (17) Leaders make it happen, no matter what.

    (18) Leaders trust their team. Great teams trust their leader!

    (19) Leaders are present. Both physically and mentally. (Put down the phone!)

    (20) Leaders are there to SERVE their team, not the other way around! Last but certainly not least. A great leader exists to ensure that everyone on their team is a success. Great leaders work feverishously to help their people. They are not above them. They are out front. The tip of the spear. Paving the way, charting the course, and delivering large quantities of confidence to their team.

    Located in Altamonte Springs, FL, we have plans to hire 40 people over the next 18 months. If you would be interested in joining our team, please reach out to