President ENR Top 200 Contractor

President Opportunity  
ENR Top 200 GC/CM

Summary/Reason for Opening/Company and Opportunity Data Points 

Building on a 133-year history of craftsmanship, a strong work ethic, attention to detail and quality, our client has grown into one of the top construction management firms in the Mid-Atlantic and Northeast. Beginning in the early 1990’s the Company transitioned from family ownership to the current ownership model. Over the last 30 plus years the current President & CEO, his leadership team and their employees have been instrumental in transitioning the Company from a family-owned GC into one of the Northeast and Mid-Atlantic’s leading GC/CM firms.
The President & CEO is currently transitioning ownership to an ESOP and is looking to transition to a CEO & Chairman role over the next few years. Due to these changes, the Company is looking to bring on a new President with the opportunity to move into the CEO role. The new President will be joining the Company at a very exciting time with record revenue and an established regional market with offices throughout the Northeast and Mid-Atlantic, a diversified client base and the transition to an employee-owned Company.

• ENR Top 200 Northeast/Mid-Atlantic GC/CM with over 300 team members located in, Lancaster PA, Philadelphia PA, Wilmington DE, Parsippany NJ, Baltimore MD, Harrisburg PA, Vienna VA, Hamden CT.
• Merit shop organization.
• A diversified project portfolio that includes Senior Living, Healthcare, Industrial, Education, Manufacturing, Corporate and Cultural and Community related projects.
• A culture of continuous improvement, employee engagement and a “Do the Right Thing” attitude.
• Self-perform Concrete subsidiary and Carpentry division.
• Undergoing a transition to 100% employee ownership.
• Successfully utilizing Entrepreneurial Operating System (EOS).
• Company is profitable and debt free. No turn around or structural issues to repair.
• No family members/drama.
• Due to succession planning over the next several years the new President will have opportunity to choose a few new members of their leadership team.
• Training and development program that has produced a significant group of future leaders.
• Long term client relationships in all geographic and market sectors.
• Strong subcontractor relationships.
• Processes and systems in place to scale and grow the Company.
• Strong leadership teams in home office and largest of division offices.
• Lucrative compensation package including commensurate base salary and short-term bonus, LTIP incentive, supplemental retirement program and perquisites associated with President position.

Reporting Relationships:

Candidate Profile:

The preferred candidate will have a 25-plus year track record of achievement in the construction industry. Must have demonstrated P&L leadership for a single or ideally a multi-location business unit with annual revenue exceeding $500M. Undergraduate degree with continued learning and or MBA desired. They will have strong working knowledge and experience with continuous improvement and quality improvement methodology and a history of success in leading cultural and organizational change.

• Someone who is in the prime of their career with the necessary skills to make the jump into the C-Suite.
• Equally attractive is someone with fire in their belly and a good 15 plus year runway.
• Must have a passion for the construction industry.
• An innate sense of curiosity.
• Involvement in industry associations.
• A hands-on, collaborative, and decisive leader that is comfortable driving processes and holds themselves and those around them accountable.
• Demonstrated experience in complex problem solving and creativity.
• Capable leader in balancing qualitive goals while achieving best of class profitability.
• A passion for developing people. Experienced serving as mentor and coach.
• Must be comfortable driving change.
• Someone with vision who understands that operational policy, structure, and repeatability make that vision reality.
• A strong understanding of financial metrics.
• A self-aware leader with a high degree of emotional intelligence. The talent to read people, understand their needs and feelings and act in a way that maximizes their trust and motivation.
• A person of vision and realistic optimism.
• Experience in strengthening emerging geographical markets.
• Strong decision-making capabilities.
• Skilled contract negotiation capabilities.

The First Year

• Observe, listen, and learn.
• Embrace the Company’s core values:
  • Accountability – We do what we say.
  • Safety – Work Smart. Think Safe.
  • Integrity – Do the right thing.
  • Collaboration – Stronger together.
  • Continuous improvement – Get better every day.
  • Development – Invested in people.
• Acclimation and six-month onboarding initiative.
• Begin developing relationships with CEO and current C-Suite including Division Managers.
• Review organization chart and reporting structures.
• Begin succession planning for key roles, including yourself.
• Begin introductions to all outside vendors including, clients, financial and insurance providers, subcontractors, architects, engineering firms.
• Embrace and utilize the EOS process.
• Lead the Operational Excellence Team-Embrace Team #1 approach. (OET is your Team).
• Create a culture of delivering an A-Level construction experience to all clients.