Florida Commercial Construction Salary Survey Report
Before diving into the salary insights, it's important to note that top performers in each market can earn significantly more than the averages presented below. Depending on a company's compensation structure, elite professionals can command 20% or higher base salaries and secure lucrative bonuses ranging from 350% of their yearly salary, depending on the scope of their responsibilities.
These top-tier individuals are far from average—they are the key drivers of success within their organizations. An elite candidate has the potential to make a project wildly profitable, delivering exceptional results and creating raving fan clients. Conversely, an average or subpar performer can negatively impact a project, potentially leading to substantial revenue losses.
Additionally, executive leaders play a crucial role in retaining and developing younger talent within a company. Finding the best executive leaders and compensating them competitively not only enhances project profitability but also fosters a positive environment that helps retain key staff and drives company growth. Investing in top talent at the leadership level ensures that your organization continues to thrive, develop, and achieve longterm success.
When considering hiring decisions, remember that investing in top talent is not just about 'paying more'—it's about securing the future success and profitability of your company.
In Florida’s Commercial Construction Market... A Robust Employee Benefits Package Would Include At Least Some, If Not All, Of The Following:
Health Insurance
Commercial construction companies in Florida often cover anywhere from 30% to 100% of health insurance policies for their employees, and in some cases, for their employees plus their dependents.
This typically includes comprehensive medical, dental, and vision plans, all designed with low co-pays and deductibles.
Additionally, there is sometimes access to extra coverage options, such as critical illness insurance or supplemental life insurance, with employers often covering a significant portion of these premiums as well.
401(k) Plan
It's common for companies to offer a 3-6% match on employee contributions to their 401(k) plans.
To promote employee retention, some companies are adopting competitive vesting schedules, ideally immediate or fully vested within 2-3 years.
Furthermore, 401(k) plans tend to offer a variety of investment options, including target-date funds, mutual funds, and, in some cases for employee-owned companies, company stock or shares.
other benefits
Paid Time Off
Generous vacation policies, typically offering 2-4 weeks per year, along with paid holidays and separate sick leave.
Bonuses
Annual performance bonuses and/or project-specific bonuses based on individual or team achievements.
Relocation Assistance
Some companies offer comprehensive relocation packages for new hires moving to Florida. These packages can include coverage of moving expenses and assistance with temporary housing.
Work-Life Balance
Flexible work schedules or the possibility of remote work options, particularly for roles that are not site-dependent.
other benefits
Wellness Programs
Access to wellness programs, such as gym memberships or wellness incentives, promoting a healthy work-life balance.
Vehicle Benefits
Often, car allowances or company trucks are provided to key personnel, including gas cards or fuel reimbursement, especially for those who frequently travel between job sites.
This type of benefits package is designed to attract and retain top talent, especially in the competitive high-end residential construction sector.
Creating a Concise Yet Thorough Hiring Process
A well-structured hiring process is crucial for attracting and retaining top talent in the competitive construction industry.
Here’s how to design an engaging and impactful hiring process that not only effectively evaluates candidates but also leaves a lasting impression.
01 Make Interviews Dynamic and Engaging
Break away from the boring conference room— traditional interviews can feel stale and uninspiring. Instead, consider taking your candidates on a tour of one of your job sites.
This not only gives candidates a firsthand look at the work they could be part of but also allows you to observe how they react to the environment.
Meet in Casual Settings
After the initial interview, consider meeting candidates for coffee or a meal in a more casual setting.
This more relaxed setting can foster open conversation, allowing you to get to know the candidate on a personal level and giving them a chance to see the human side of your company.
02 Streamline the Hiring Timeline
1-3 Interviews Over 1-2 Weeks
Speed is a competitive advantage. Top performers aren’t on the market for long and passive candidates often drop out of lengthy hiring processes. A concise timeline helps maintain interest and momentum, keeping your top candidates engaged.
Take Massive, Calculated Action
Be proactive and deliberate in your hiring steps. A quick yet thorough process will help you secure the best talent before they move on to other opportunities.
03 Stand Out from the Competition
IInnovative Hiring Tactics: Surprisingly, many construction companies still rely on outdated hiring practices.
By incorporating site tours and casual meetings, you can differentiate your company and create a memorable experience for candidates.
Leave a Lasting Impression
These unconventional approaches not only help in assessing candidates but also provide an opportunity to showcase what makes your company unique, making you more attractive to top talent.
04 Simplify Job Descriptions
keep it concise
Avoid lengthy job descriptions with 20 bullet points outlining every detail. Instead, focus on 5 to 10 key responsibilities essential to the role.
Focus on What Matters
Rather than listing features, emphasize the benefits of the role. Tell candidates who you are, what you do, why your work matters, and what’s in it for them.
Write job descriptions that speak directly to your ideal candidates, highlighting the mission, high-quality projects, and support your company offers. Showcase the talented teams, prestigious clients, and opportunities for growth. Address common industry pain points and make it clear how you provide solutions, helping candidates feel valued and motivated to join. Be transparent about what to expect, and you'll attract skilled professionals who are excited to be part of your vision.
05 Lay a Strong Foundation
Develop Your Brand
Build a strong company brand through consistent advertising and marketing efforts. An engaging website that showcases your team’s talents and actively posting on social media can significantly enhance your appeal to potential employees. Pro Tip: By marketing your company on LinkedIn using a combination of your Personal Profile and Company Profile, you will maximize your reach and be more likely to see a tangible ROI.
Network
Join industry associations and network with other construction companies and trade partners to establish your presence in the industry.
Offer Competitive Benefits and Perks
A strong benefits package is essential to attract and retain the best candidates.
06 Invest in Your Current Team
Highlight Employees
Regularly feature your employees on social media to celebrate their successes and show your appreciation. This not only boosts morale but also demonstrates to potential candidates that you value and invest in your team.
Provide Clear Advancement Paths
Employees need to see a future with your company. Offering clear paths for advancement or leadership opportunities ensures that your team remains motivated and loyal.
Transparency in what it takes to achieve these advancements, along with clarity on how these advancements can improve their lives, will help keep employees committed to the company's long-term vision.
By Implementing These Strategies, Your recruitment Process Will Be Both effective And Efficient...
Ensuring That You Attract The Best Talent While Also Maintaining Their Interest And Enthusiasm Throughout The Recruitment Journey.
Closing Statement From
MattGorgoli
CEO Of Big League Talent Co.
As we approach Q4 of 2024, employers are becoming increasingly selective in their hiring decisions, focusing on aligning new roles and compensation with their long-term strategies. Rising inflation has made the cost of living a central issue, pushing salary discussions to the forefront.
Meanwhile, candidates’ priorities have shifted, with more emphasis placed on work-life balance, flexible work options, and opportunities for growth. Some construction subsectors are expanding and facing increased demand for talent, while others are experiencing slower markets and taking a more conservative approach to hiring. In this uncertain climate, companies need to offer more than just competitive salaries. Creating supportive, secure, and motivating workplaces is essential for attracting and retaining top talent.
As we enter 2025, understanding the nuances of the current hiring market will be crucial to maintaining a competitive edge. Employers who navigate these challenges with positive and proactive strategic hiring decisions will be better positioned to achieve their business goals in a rapidly changing economy.
Given the ongoing economic unpredictability, being prepared is more important than ever. That’s why we’ve created this guide specifically for the construction industry; to help you make informed decisions about hiring and retention in a challenging market.
Our team of construction recruitment consultants is here to help you navigate these evolving conditions. We’re dedicated to ensuring our clients remain competitive, adaptable, and ready to face the challenges that Q4 and the coming year will bring.
additional resources
Gain access to more industry insights using the links below.
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