1.2k+ Happy Hires
We, at Industrial QOP, recruit for industrial construction and EPC by staying anchored to how process and energy projects are actually delivered in the U.S.—scope-driven, specialty-trade heavy, and won or lost on constructability, long-lead procurement, and clean turnover. We target proven performers who have lived the realities of multi-discipline execution across industrial plants, oil & gas and power work, and utility systems, and who can operate inside tight safety, quality, and documentation expectations from field build through commissioning.
QUALITY OPERATIONS, QUALITY TALENT, REAL IMPACT,
In industrial construction and EPC, “high-touch” means we stay close to the project’s real operating conditions—craft-heavy execution, multi-discipline interfaces, long-lead constraints, and the pressure of safe turnover into commissioning. We, at Industrial QOP, keep communication tight with the decision-makers and the field so we represent the work accurately, not as a generic construction job. That context lets us screen for people who can thrive in similar process/energy environments, reducing mismatches, avoiding churn, and cutting down on interview cycles that waste time on both sides.
Over 14,000 candidates engaged on a monthly basis.
of experience in the industrial construction and EPC sector
average time to hire, from intake call to top caniddate accepting an offer.
Before Industrial QOP can find you the right candidate, we start by getting clear on your operating context—how work moves from engineering into procurement and field execution, what the pace looks like, and what “good” means on your projects. We align on the must-haves and non-negotiables so we can target people who’ve already performed in similar industrial construction and EPC (engineering, procurement, and construction) environments.
Using what you share, we research the market based on comparable project conditions, delivery model, and location expectations, not generic construction keywords. That gives us a realistic view of who’s available, where proven talent sits, and how to position the role accurately to reduce mismatches and interview waste.
Once targeting is set, we reach out directly to build a qualified talent pool rather than waiting on applicants who may not match the work. Each interested candidate is screened against your standards with a focus on execution discipline, safety and quality expectations, and how they’ve handled handoffs and reporting in similar settings.
Working closely with each qualified candidate, we keep communication steady and clear through every interview round so expectations stay aligned on both sides. We represent the role and your brand accurately, keep momentum high, and support a smooth transition so the hire is stable once they start.
We use a fully outbound recruitment process. We do not post jobs or rely on inbound applicants. We define the requirements, map the talent in industrial construction and EPC, and reach out directly to professionals who match those requirements. This keeps the search focused on proven performers instead of active job seekers.
We convert your brief into clear must have criteria for experience, responsibilities, and results. We then identify professionals who meet those criteria and speak with them to confirm depth, alignment, and readiness. Only candidates who fit the role and environment are presented.
On average, we provide a usable shortlist within 2.5 weeks. The outbound model removes delays caused by job postings and allows us to target relevant profiles immediately, which reduces interview waste and shortens the hiring cycle.
We operate on a full contingency basis. All research and outreach are funded upfront. You are invoiced 30 days after the hire starts. If the hire does not stay for at least 180 days, we restart the search under the same agreement. This keeps most of the risk on our side until the hire is stable.
Yes. Over the past eight years we have built a strong network of operators, senior managers, and leadership professionals within industrial construction and EPC. When an executive search comes in, we use that network to identify leaders with relevant experience, proven judgment, and stable track records. This lets us support both day to day ancillary hiring and higher-level leadership needs within the same industry.
We keep both sides protected. Candidate conversations stay private, and client details are only shared once a candidate meets the core requirements and expresses genuine interest. This avoids unnecessary exposure for both the company and the candidate.
We contact candidates directly, set expectations early, and relay only accurate information about the role. Candidates understand the workload, environment, and reporting structure before speaking with you. This reduces mismatched expectations and improves close rates.
Real stories of growth and success
