Civil Engineering Executive Search in Florida

MAJOR PROGRAMS

The programs behind Florida demand

• FDOT: the Florida Transportation Commission’s review of FDOT’s Tentative Work Program for fiscal 2026/27 to 2030/31 puts the five-year program at about $59.2 billion, including 543 new lane miles and the replacement of 72 bridges (Florida Transportation Commission).
• Tampa, Westshore Interchange: construction on the first phase of the I-275/SR 60 interchange rebuild began in January 2026. FDOT lists the Phase I construction cost at $653.3 million, delivered as phased design-build (FDOT Tampa Bay).
• Orlando, I-4 Beyond the Ultimate: FDOT is improving about 40 miles of I-4 east and west of the completed I-4 Ultimate. The Sand Lake Road interchange is due for completion in 2027, and FDOT is preparing plans to rebuild the corridor from U.S. 27 to Kirkman Road (I-4 Beyond the Ultimate).

• Jacksonville, NAVI: the Jacksonville Transportation Authority’s NAVI service, the first phase of its Ultimate Urban Circulator, runs autonomous vehicles on a 3.5-mile route through downtown. JTA describes it as the first fully autonomous public transportation network in the United States (JTA).
• Miami, Ocean Outfall program: the Miami-Dade Water and Sewer Department, which serves nearly 2.4 million residents, is delivering the state-mandated Ocean Outfall Legislation program to end routine ocean discharge of treated wastewater, cut nutrient discharges and expand reuse (Miami-Dade WASD).
• Statewide, Resilient Florida: the Resilient Florida Program, created by state law in 2021, funds vulnerability assessments and flooding and sea level rise projects for counties, cities and special districts. Applications for projects in the Fiscal Year 2027-28 statewide resilience plan were open from July 1 to September 1, 2026 (Florida DEP).

Firms working on transportation, stormwater, coastal and water projects need leaders who can win and deliver this work, often across more than one of these programs at once. For more on the local market and city searches, see our Miami and Tampa engineering executive search pages.

LEADERSHIP ROLES

Leadership roles in demand in Florida

The Florida searches we are asked about most often fall into four groups.

Why Florida leadership hires are hard

• Growth everywhere at once: Miami, Tampa, Orlando and Jacksonville each have their own pipeline of work, so the strongest leaders are rarely short of options.
• Design-build experience is scarce: major FDOT projects such as the Westshore Interchange are delivered through design-build. Leaders who have run design-build pursuits and delivery are wanted by contractors and consultants alike.
• Storm and flood experience: leaders who understand flood risk, storm hardening and recovery after a hurricane are valued by utilities, transportation agencies and developers.
• Licensure: engineers who seal plans for Florida projects need a Florida Professional Engineer license, issued through the Florida Board of Professional Engineers. Candidates licensed in other states may need time to get one, so we check this early.
• Relocation costs: candidates moving to South Florida in particular weigh housing and insurance costs carefully, and the offer has to account for that.
• Smaller firms competing with big names: mid-sized firms rarely win on base salary alone. They win on scope, autonomy, direct access to ownership and a credible route to equity or partnership, and that story has to be made clear to candidates.

OUR PROCESS

How we run a Florida search

Every search starts with what the new leader must achieve in the first 12 to 24 months, such as opening a Tampa office, steadying a design-build program or succeeding a founder.

Define success

Use RoleDNA™ Mapping to define what success looks like before any candidate is judged.

Map the market

Map leaders across Florida by program, discipline and delivery model, including people in other states who want to move to Florida.

Approach confidentially

Approach candidates directly and confidentially rather than advertising the role.

Assess across 8 levels

Run structured competency interviews and McQuaig behavioral assessment, then verify references.

Offer and onboarding

Manage the offer, the resignation and the first months in the role.

Every shortlisted candidate comes with the same RoleDNA™ Mapping profile: Job Location Mapping, Executive Summary, Professional Photo, Candidate Introduction, Key Competency Responses, Behavioral Assessment, Verified References and a Detailed Resume. See our executive search process step by step, or read about our wider civil engineering executive search in the USA.

Florida executive search: frequently asked questions

Do you have an office in Florida?

Yes. Our headquarters is at 1221 Brickell Ave, Suite 900, Miami, FL 33131. We run Florida searches from Miami.

Which parts of Florida do you cover?

The whole state, including Miami and South Florida, Tampa Bay, Orlando and Central Florida, Jacksonville and Northeast Florida, and Southwest Florida.

Do candidates need Florida-specific experience?

For many roles it helps them be productive from day one. In Northeast Florida, for example, the strongest candidates understand JEA standards, FDOT District 2 requirements and St. Johns River Water Management District permitting. In South Florida, South Florida Water Management District requirements and coastal permitting matter. We test that local knowledge, and check Florida PE licensure, early in the search.

What size of firm do you work with in Florida?

Firms of all sizes, from growing engineering, consulting and construction firms to large organizations, hiring for leadership roles paying $150,000 or more. Growing firms under $120 million in annual revenue also get a dedicated process built around their next stage of growth.

Can you find leaders with FDOT or design-build experience?

Market mapping lets us identify leaders by the programs, agencies and delivery models they have worked on and then approach them confidentially. Whether a particular person will move depends on timing and the opportunity, so we test motivation early.

Can you assess our internal candidate alongside external candidates?

Yes. We assess internal candidates against the same benchmark, with the same assessments and interviews, as external candidates, keep them informed throughout and give your leadership an objective side-by-side comparison. If the internal candidate wins, they step up with full authority. If an external candidate is chosen, the internal candidate can see the process was fair and is more likely to stay.

What happens if the person we hire leaves?

If a placed candidate leaves within 12 months, we find a replacement free of charge. For senior roles the guarantee extends to two years. It is subject to the agreed terms of engagement.