Construction Developer
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SALARYBENCHMARK
PERKSANDOTHERBENEFITS
SALARYINSIGHTS CREATINGAHIRINGPROCESS CLOSINGSTATEMENTFROM MATTGORGOLINSKI
OTHERRESOURCES
Before diving into the salary insights, it's important to note that top performers in each market often earn significantly more than the averages we present below. Elite professionals can command up to 20% higher base salaries and secure lucrative bonuses ranging from 10-50% 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 adding immense value. Conversely, an average or subpar employee can negatively impact a project, potentially leading to substantial revenue losses.
Additionally, executive leaders play a crucial role in retaining and developing young 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.
salary benchmark
salary benchmark
Project management
Project Engineer
Assistant Project Manager
Project Manager
Project Executive
Project Engineer
Assistant Project Manager
Project Manager
Project Executive
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• superintendent •
Assistant Superintendent
Superintendent
Senior Superintendent
Lead Superintendent
Director of Operations
General Superintendent
Assistant Superintendent
Superintendent
Senior Superintendent
Lead Superintendent
Director of Operations
General Superintendent
salary benchmark
PERKS AND OTHER BENEFITS
In the Miami-Fort Lauderdale Construction Developer Market...
A Robust Employee Benefits Package Would Include At Least Some, If Not All, Of The Following:
Health Insurance
Local custom home builders often cover anywhere from 30% to 100% of health insurance premiums for both employees and their dependents.
This typically includes comprehensive medical, dental, and vision plans, all designed with low co-pays and deductibles.
Additionally, there’s sometimes access to extra coverage options, like 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 4-6% match on employee contributions to their 401(k) plans.
To promote employee retention, companies are adopting competitive vesting schedules, ideally immediate or fully vested within 2-3 years.
Furthermore, the 401(k) plans tend to offer a variety of investment options, including target-date funds, mutual funds, and, in some cases, company stock.
other benefits
Paid Time Off
Generous vacation policies, typically 2-4 weeks per year, along with paid holidays and separate sick leave.
Bonuses
Annual performance bonuses and potentially project-specific bonuses based on individual or team achievements.
Relocation Assistance
Comprehensive relocation packages for new hires moving to the Miami-Fort Lauderdale area, including covering moving costs and providing 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, including gym memberships or wellness incentives, promoting a healthy work-life balance.
Vehicle Benefits
Car allowances or company trucks provided to key personnel, particularly those who need to travel frequently between job sites.
This type of benefits package is designed to attract and retain top talent, especially in the competitive construction developer 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 evaluates candidates effectively 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 them a firsthand look at the work they could be a 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.
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. Ensuring 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
Innovative Hiring Tactics:
Surprisingly, many construction companies still rely on outdated hiring methods.
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 serve as 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 that are 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 is important, 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, so 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.
Network
Join industry associations and network with other companies, including subcontractors, 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, and providing clarity about how this advancement 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
MattGorgol
CEO Of Big League Talent Co
As we approach Q4 of 2024, the hiring landscape remains challenging and uncertain for both candidates and hiring managers. Inflation continues to drive up the cost of living, making salary discussions a key concern, –––
while employers are becoming more selective in their hiring decisions, carefully considering how new roles and compensation packages fit into their overall business strategy. A variety of sub-verticals in the construction industry are seeing growth and a need to fill new roles, while others face slower markets, prompting a more conservative approach to hiring. Despite these uncertainties, many candidates are still looking for change, but their priorities have shifted. They’re increasingly valuing work-life balance, hybrid working arrangements, and opportunities for skill development. To remain competitive companies need to offer more than just attractive salaries Creating
additional resources
Gain access to more industry insights using the links below.
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