1.2k+ Happy Hires
Industrial QOP's searches start with the realities of specialty contracting: self-performed trade scopes, crew productivity, material coordination, equipment readiness, and GC-driven compliance. We focus on candidates who have successfully delivered similar work across design-bid-build and alternative delivery, with demonstrated strength in safety, schedule recovery, and change management. We match that experience to the project types, contract risk, and field conditions you’re actually facing — not generic resumes.
QUALITY OPERATIONS, QUALITY TALENT, REAL IMPACT,
At Industrial QOP, “high-touch” means staying anchored to how the work is actually executed: field operations, safety-critical tasks, tight schedules, and contract-driven compliance such as certified payroll on prevailing-wage jobs. It’s clear, plain-language communication that accurately reflects scope, risks, and expectations, so only candidates with relevant experience engage. That reduces mismatches, stabilizes teams, and cuts interview time spent on the wrong profiles.
Over 14,000 candidates engaged on a monthly basis.
of experience in the Specialty Contracting sector
average time to hire, from intake call to top candidate accepting an offer.
At Industrial QOP, we begin by understanding how each role functions within your organization and field operations. This includes delivery methods, self-perform expectations, crew coordination, and the realities of schedule, safety, and compliance. By understanding how work flows day to day, we define the type of candidate who will thrive long term, rather than relying on generic resumes or titles.
Once the role and operational requirements are clear, we map the talent landscape. We focus on professionals who have led or managed specialty trade teams under similar constraints — tight installation windows, crew and equipment coordination, certified payroll where applicable, and GC- or owner-driven compliance. This ensures our outreach engages candidates with proven, relevant experience and reduces time spent on misaligned profiles.
We engage candidates directly, testing for field readiness and trade-level operational execution. Screening evaluates their ability to manage site logistics, handle documentation and change work, coordinate across crews and office teams, and meet production and project milestones. This approach ensures only candidates with real-world delivery experience move forward, saving your team interview time.
Throughout the process, we stay closely involved with both client and candidate. Candidates are prepared for trade- and project-specific expectations, including safety protocols, schedule intensity, and compliance obligations. At offer and close, we support alignment on responsibilities, pacing, and success measures so the transition is smooth and the hire is ready to perform from day one.
Industrial QOP uses a fully outbound recruitment process. We do not post jobs or rely on inbound applicants. We define the requirements, map the talent in construction, 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 specialty contracting. 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
