Gulfstream's recruiting process moves from a signed search agreement through sourcing, phone screening, and a shortlist of screened candidates, then through client interviews to an offer. Every search starts with a short intake to confirm the role, must-have skills, and team fit before we source. Timelines depend on the market and the role, and we set expectations on the first call.
By Eric Dickerson, Founder, Gulfstream Strategic Placements. Last updated: September 6, 2026.
We built the process around confidentiality. Many mechanical contractors cannot announce an open project manager or estimator role publicly. The steps below are the same for a single contingency search or a retained executive search.
You fill out a short intake or schedule a call. We confirm the scope, reporting structure, must-have licenses or certifications, compensation band, and start-date pressure. Then we sign a search agreement that spells out the fee basis, payment schedule, replacement guarantee, and candidate ownership window.
We search our existing candidate database, LinkedIn, industry referrals, union halls, and trade-specific communities. For every role we build a long list of potential fits, then filter by location, compensation, project experience, and availability before reaching out.
Each promising candidate gets a phone screen. We verify current title, project size, software and systems experience, union or non-union background, relocation limits, and salary expectations. We also explain the opportunity without naming your company until both sides qualify.
We deliver a shortlist of screened candidates with a summary of why each fits, their current situation, compensation expectations, and any gaps. You decide who moves to interview.
We schedule calls or site visits, prep both sides, and collect feedback after each round. If the first shortlist does not produce a hire, we refine the profile and run a second sourcing pass at no extra fee under our standard contingency terms.
When you choose a finalist, we help structure the offer and timeline. Contingency placements include a 90-day replacement guarantee, set out in our fee agreement.
Timelines depend on the market and the role. We set expectations on the first call and update you as the search moves.
Slow feedback after interviews, shifting requirements, below-market compensation, and hard location constraints are the most common delays. We flag these during intake so you can decide whether to adjust the search or keep the original criteria.
If you have a role to fill, the fastest path is to fill out our employer intake form. We will confirm the fee basis and timeline in writing before any sourcing begins.
It depends on the role, the market and the pay. We set expectations on the first call and update you as the search moves.
Project managers, estimators, superintendents, service managers, controls and BAS professionals, VDC/BIM managers and detailers, plumbing and sheet metal foremen, and mechanical construction executives.
Both. Contingency is standard for most PM, estimator, and service manager searches. Retained search is used for confidential replacements, executive roles, or thin markets where exclusive mapping work is required.
A signed search agreement and a 30-minute intake call covering the role, team, must-haves, compensation band, and timeline. We do not start sourcing until both are complete.
Gulfstream provides a 90-day replacement guarantee on standard placements. If the person leaves or is terminated for cause within that window, we run the replacement search at no additional fee.
Talk to a recruiter about your search