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  • Three steps to navigating your next conflict.

    Conflict is inevitable. Use these 3 steps to navigate your way through your next conflict.

    Step 1.

    Say to yourself "It's okay to disagree."

    First off, let us not fear conflict, but welcome it. Conflict is when we grow, when we learn. I'm not saying to create it. I'm not saying to encourage it. But when it does arise, don't shy away. Do not avoid conflict. Avoidance will only leave issues unaddressed. Problems not faced will only grow in magnitude. See every conflict as an opportunity to build a relationship, learn from someone, and to grow professionally. 

    Step 2.

    Keep it professional and factual.

    Often times we know our co-workers personally. Avoid the urge to combine personal frustrations with business topics. Keep it facts and evidence based. Keep it on topic. Be a good listener. Use a calm tone. If possible, keep it short and sweet. Organize your main points. Step away for 24 hours if you are emotional or mad. Most importantly, determine in writing what you hope to achieve before engaging the other party. Be results focused and understand there is no winning, only a resolution that more than likely involves a compromise and both parties admitting some fault in some area. 

    Step 3.

    Clear the air.

    Often times our best laid plans fail. If the conflict does escalate, or leave either party upset, be quick to "clear the air". Be quick to offer a sincere apology. Grab lunch, get an early cup of coffee, or just take a long walk with the person. Maintaining solid personal relationships in business is far more important to your long term success than winning some short term battle. The odds are you will need that person's help at some point soon in your career. Better to have an ally than an adversary.


    Hope this has helped you in some way!

  • Your leaders will determine your culture.

    Culture is everything. I mean that. It's not lip service.

    Culture is not company picnics or laser tag. Although those things are pretty cool! 

    Culture, I believe, is the sum of all of your people, what they believe, and ultimately what they execute upon.

    Here at Hire10 our core values are innovation, purpose, excellence, attitude, and last but not least kindness. You can read more about our values at: Beyond those core values we share a lot more than values as a team. Here at Hire10 we have shared beliefs, a singular mission, and a common purpose. 

    Personally, I believe that every person at Hire10 is valuable. I believe that they are a good person, who is honest, who works hard, deserves to be treated with respect, and deserves to have a team to execute with consistency and excellence. I believe we can all get better. I believe humility is key. I believe the moment you "make it" is the moment you starting "losing it". I believe that complacency, lack of grit, thin skin, not having a sense of urgency, and ultimately not caring about what you are doing will ruin your business and your career.

    I also believe that we have an obligation to each other and the company at large. If we win, we will all share in the success. We will share in the prestige, the accolades, the money, and the ownership. If we fail, we will all share in the shame, the humiliation, and the heartache that is involved with loss. Losing isn't fun and I'm not good at it. That being said, I do fail. Often. That's okay. That's when I learn. If you ever want to be a massive success you will need to have a mountain of failures first. Sorry, it's inevitable. But don't worry, failures make us better, stronger, and ultimately, if we learn from them, more successful. 

    A good team knows the mission. Our mission is simple: Deliver America's best construction talent. Period. That's where the brand comes from. Hire is what we do. 10 means the best. If you are ever unsure about a candidate, just ask yourself if he or she is a "10"? Do they meet the quality standards Hire10 has set forth? Do I consider them to be America's best construction talent? We deliver quality candidates above all else because we care about our clients and ultimately want to be successful at whatever we do. We bring our passion with us each and every day. We strive to get it right the first time.

    Our vision is a big one. We WILL obtain it. Our vision is simply: To centralize the largest AEC recruiting workforce in the United States by 2030! I've built and sold a company once. We can do it again. This time we sell the company to ourselves first, then our kids, and eventually our grandkids via an ESOP. We are building a legacy for our children as well as an inheritance. A good person leaves an inheritance to their grandkids. Your career is your ticket to retirement. Pensions are all but dead. Aside from your retirement account, your career choice (and the company you select, the team you select, and the people you select) will be the single biggest determining factor in whether or not you get to retire, and if you get to enjoy retirement or live on a meager fixed income.

    Now that we have defined our values, stated our mission, and laid out our vision, let's talk about individual success. I will tell you that being an individual success is not being the top producer. Usually the top producer has sacrificed a tremendous amount personally to get to the top position. True individual success has to be defined on an individual basis by each of us. I highly suggest creating a personal mission statement. It will help you to align your actions, activities, days, and nights to what you want to accomplish while you are still able to do so. We are all headed to the grave eventually, let's make our time here on earth count.

    Here is a great Indeed article on creating a personal mission statement. My advice: make it short and sweet. Make it memorable. Commit it to memory, live it everyday. It's the litmus test for everything you do. It's the lens through which you will evaluate your life. 

    As a CEO, and as a father, my personal mission statement is simply this: "To positively impact the life of every person I encounter through business success, charity, and sharing the gospel (good news) of Jesus Christ."

    Before I let you go, I have a few more items to share. These are things you will probably hear me say often. If I don't say them at the very least I will be thinking them.

    1. "Living your passion" is a cliché, a false narrative. Hobbies aren't work. You don't follow your passion. You bring your passion with you. Here is a very important video to watch on the topic by the world famous Mike Rowe. 

    2. The harder you work, the "luckier" you will get. Hard work solves a multitude of problems in both your personal and professional life. Forget the shortcuts. They are a waste of time. There is no elevator to success. You have to take the stairs.

    3. Bring three solutions to every problem. 

    4. Health is wealth. Take care of yourself. It's the only "you" that you will ever get.

    5. Live by design, not by default. 

    6. The biggest threat to your future success is your current success. Always maintain a positive attitude, always continue to strive. Always stay humble.

    7. Respect everyone. Even if you think they don't deserve it. 

    8. Never look down on someone unless you are helping them up.

    9. If you will be dishonest in the small things, you will be dishonest with the big things. If you can't be trusted to execute on small tasks, you will never be entrusted with the larger ones.

    10. Be careful what you feed your mind. What you watch, what you read, and who is in your social circle. Those thoughts and ideas become actions. To be a success your thoughts and actions must align with your goals. Your goals combined should be a roadmap that aligns you with your vision and ultimatley your life's purpose. If you don't have a vision, you need

    Hope this has helped you in some way. Thank you for taking the time read this post. Take care.



  • 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!