Hire Site, Technical and Sales Talent When the Project Needs It
Projects do not wait for a vacancy to be filled. A site engineer who joins after the slab work starts, or a sales team that is thin on launch day, costs the project more than a slower decision would have. Our recruitment and talent acquisition services give you a hiring process built around project requisitions, technical assessment, document verification and a joining that is followed up until the person is actually on site.
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Share your requirementsThe starting point
Does Your Hiring Keep Pace With Your Projects?
Construction and real estate hiring runs on two clocks. The site clock demands people on a given date, in a given place. The corporate clock demands approvals, budgets and checks. When the two are not joined, requisitions wait, offers go out late, and acceptances turn into no-shows.
We help you turn urgent hiring into a process the site and head office both trust.
You may be experiencing:
- Requisitions raised verbally by a project manager, with no approval against the project budget.
- Vacancies for site engineers, supervisors and safety officers open when work is already running.
- Technical interviews with no standard, so the same candidate is rated differently by each project head.
- Qualification, experience and previous-employer details taken on trust because the site needs someone urgently.
- Offers accepted and then abandoned because the candidate received a better one before the joining date.
- Joiners sent to a remote site with no reception, travel or lodging arranged.
- Sales hires made quickly before a launch and let go quietly afterwards.
- Contractor-supplied supervisors who are never assessed and never recorded.
What we can help with
Our Recruitment and Talent Acquisition Services for Construction and Real Estate
Project-Based Requisition and Approval
Set up a requisition that names the project, the phase, the role, the required-by date and the budget line, with an approval route that does not depend on finding a director in person.
Role Profiles for Site and Technical Roles
Write clear profiles for project managers, site engineers, civil and MEP engineers, supervisors, surveyors, quantity surveyors, store-keepers, draughtsmen and safety officers, with the skills and experience that matter on your type of project.
Sourcing for Site and Corporate Roles
Plan sourcing channels by role: institutes and diploma colleges for junior engineers, referrals and former colleagues for supervisors, networks for specialists, and the right channels for sales and customer relationship hires.
Technical Assessment and Interviews
Build structured interviews with scorecards for site and technical roles, including drawing reading, measurement, method and site judgement, and a different structure for sales, planning, contracts and finance roles.
Document and Experience Verification
Define what is checked before an offer: qualifications, registrations in general, previous employment and references. Settle who checks, how long it takes and what happens when something is missing.
Offer Management
Set the way salary is proposed, who approves it against grade and project budget, what the offer letter contains and how long it stays open. We include site allowance, lodging and travel terms so there is nothing to clarify later.
Mobilisation and Joining Follow-Up
Keep in touch with each accepted candidate between offer and joining, arrange travel and reporting details, and record those who do not turn up so you can see where they are lost.
Hiring for Redeployment
Check the internal pool before going outside. Redeployment lists from closing projects can fill roles faster, but only if the requisition process looks at them first.
Working together
Recruitment Support That Fits Your Needs
Single-Role Recruitment
Focused support for one vacancy, such as a project manager or a head of sales.
Project Team Recruitment
A coordinated plan to staff a new project or site, across roles and dates.
Ongoing Hiring Support
Added recruitment capacity for businesses that hire regularly across several projects.
Specialist and Leadership Search
Targeted sourcing for senior or scarce roles such as planning heads, contracts managers or senior site leaders.
The scope, responsibilities and commercial terms are agreed before the engagement begins.
The deliverables
What You Receive
Depending on your hiring plan, your engagement can include:
- A project-linked requisition form and approval route.
- Role profiles for the site, technical, sales and corporate roles you hire most.
- A sourcing plan by role and by project location.
- Interview structures and scorecards for technical and non-technical roles.
- A verification checklist and a clear owner for each check.
- An offer approval route and offer letter format.
- A joining checklist with travel, lodging and reporting details for site hires.
- A tracker showing each requisition from approval to joining, with reports for review.
Step by step
How We Work
Understand Your Projects and Vacancies
We review your live and upcoming projects, the roles open, the required-by dates and how you hire today, including who approves and who interviews.
Agree the Process
We design the requisition, assessment, verification and offer steps with you, set who decides at each stage, and agree turnaround times that match site needs.
Source and Assess
Where you want us to run hiring, we source, screen and shortlist against the role profile and the scorecard. Your project heads and directors make the final selection.
Verify, Offer and Follow Up
We help coordinate verification, support offer discussions on terms you have approved, and follow each accepted candidate through to the joining date.
Review the Hiring Record
We report on time to fill, drop-outs before joining and the sources that produced joiners who stayed, against the position we recorded before we began.
The difference
Hire With Fewer Gaps on Site and in Sales
A consistent process helps you:
We do not promise outcomes. We record a baseline before work starts, covering time taken from approval to joining, the number of offers that did not convert to joiners, and the sources you currently use, and report against it, so you can see what changed and what did not.
- Raise requisitions that carry the project, the phase and the date, so approvals do not stall.
- Compare candidates on the same technical scorecard across projects.
- Verify before an offer rather than after a joining.
- See where accepted offers fall away, and respond to it.
- Bring junior engineers and supervisors on site with a planned reception.
- Draw on people released from closing projects before searching outside.
Find your fit
Who This Service Is For
Developers and Builders
Staff projects and sales launches without the last-minute scramble.
Construction and Infrastructure Companies
Build a repeatable process for engineers, supervisors and safety officers across spread-out sites.
Contractors and Interior Firms
Hire for a contract with a start date, and plan what happens to the team when it ends.
Real Estate Agencies and Property Consultants
Hire and onboard sales and relationship teams against your pipeline.
Facility and Property Management Companies
Recruit supervisors, technicians and front-of-house teams for each property you take over.
How it usually shows up in construction and real estate
Construction hires site engineers, supervisors and skilled trades for projects that start and end. Requests for people arrive when a contract is signed, not when the bid is won, and site managers who are busy on site respond slowly to shortlists, so good candidates take other offers. People are hired for a single project with little thought for where they go next. Skilled trades and supervisors are mostly found by word of mouth, and there is rarely a list of who performed well on earlier jobs.
Common challenges
Where it goes wrong in construction and real estate
Requests arrive at the last minute
A project needs people at mobilisation, and the request comes when the contract is signed.
Site managers are slow to respond
They are on site and the shortlist waits, and good candidates take other offers.
Hiring is for the project, not the company
People are taken on for one job, with no thought for where they will go next.
Skilled trades come by word of mouth
Supervisors and trades are found through contacts, and there is no list.
A better process
What a working version looks like
- 01
Build a bench
A list of engineers, planners and supervisors who were good on earlier projects or came close, with contacts, so a request starts from names. The recruitment process holds it.
- 02
Hire on the programme
Start looking when the bid is won, not when the contract is signed, using the phase plan.
- 03
Set a response time for site managers
A rule that shortlists are reviewed within two days, with a delegate when the manager is unavailable.
- 04
Maintain a trade register
A list of skilled trades, with their records and how to reach them.
What to check this week
- Look at the last project's mobilisation and count how many days passed between the request and the first day of each key hire.
- Ask a project manager how long he takes to respond to a shortlist.
- Check whether any engineers from earlier projects are on a bench list.
- Find out how skilled trades are found today.
- List the roles that were filled by someone borrowed from another site.
Confirm with a qualified professional. What applies depends on your establishment, your state and your sector, and it changes. This page describes a practice; it does not state a legal position.
What this looks like in construction and real estate
The parts of recruitment and talent acquisition that are specific to this sector, rather than general.
Site and Technical Recruitment
Hiring for projects that start and finish.
What this coversHide
Site and Technical Recruitment
Hiring for projects that start and finish.
What this coversHideSite and technical
- Project Managers
- Site Engineers
- Civil Engineers
- MEP Engineers
- Supervisors
- Surveyors
- Quantity Surveyors
- Safety Officers
- Store Keepers
- Draughtsmen
Corporate and sales
- Sales Managers
- Pre-sales
- Customer Relationship Management
- Architects
- Planning
- Procurement
- Contracts
- Finance
- Legal
- HR
- Admin
- Project-based requisition
- Approval against project budget
- Technical evaluation
- Document and qualification verification
- Offer management
- Mobilisation and joining
- Project-linked deployment
Questions on this, in construction and real estate
Yes. Site and technical hiring for engineers, supervisors, surveyors and safety officers is a large part of the work, along with sales, planning, contracts, procurement, finance and administration roles. The process is similar, but the assessment and verification differ.
We do not supply labour. We can help you set a process for recording and assessing supervisors and key tradesmen supplied by contractors, so that you hold a record of the people on your site.
You do. We help set the approval route, draft the offer within the grade and project budget you have approved, and keep the record. We do not fix salary on your behalf.
Joining follow-up helps: regular contact, clear reporting details, and early attention to travel and lodging. We also record the reasons candidates give for withdrawing, so you can see whether the cause is salary, location or delay.
We can coordinate the checks you decide are needed, and keep the record. The scope of any check depends on the role and on what you are permitted to ask. Confirm that with a qualified professional.
Scope and commercial terms are agreed before the engagement begins, and depend on whether you need one role filled, a project's team or continuing support.
Start when the bid is won, keep a bench of people who worked well on earlier projects and set a rule for how quickly managers respond to shortlists. Most of the delay is waiting.
For the company where you can. A good engineer finishing one project is the best candidate for the next, and keeping them is cheaper than hiring again.
Keep a register of trades with their records, ask contractors for names and track who performed. Word of mouth works better when you can write it down.
Their reading of drawings, how they sequence work, how they handle a short delivery and how they work with contractors. A site walk-through question shows more than a general interview.
Build a Hiring Process That Works at Site Speed
If vacancies keep surfacing after the work has started, begin with one requisition, one standard and one tracker.
Prefer to talk first? Call +91 80958 58589 or write to hello@gullyhr.com.
Book a Recruitment Consultation
Tell us about the roles you are hiring for and when the project needs them.
The general method — what recruitment and talent acquisition covers, the questions it answers and what an engagement produces — is the same whatever the sector, and is set out on the workforce and recruitment process page. What is above is the part that differs for construction and real estate.
To run this in a system rather than on paper, see recruitment management.
Other HR topics for construction and real estate
Where to start
Most engagements begin with a review of how this runs in your business today, then a written process and the sequence to implement it.
See all HR topics for construction and real estate, or another industry.