Executive Search for Engineering Firms Under $120M
EXECUTIVE SEARCH FOR MID-SIZED FIRMS
Senior hires for engineering firms that can’t afford to get it wrong
Most executive search firms are built for very large companies, and most recruitment agencies are built for volume. Engineering and civil engineering firms with annual revenue under $120 million sit in between. They need executive search built for mid-sized engineering firms: a handful of critical roles filled to an executive standard, without a large HR team, a famous brand or room for a failed appointment.
Alexander Executive Search works with engineering firms of every size (see how we work with clients), and this is our dedicated process for firms in this position. We run retained searches for engineering and civil engineering leadership roles paying $150,000 or more, for firms across the U.S.
Why a global search firm or a contingency agency may not fit
Large executive search firms do excellent work for Fortune 500 boards, but their fee levels and focus on C-suite roles in very large organizations can be a poor match for a firm with revenue under $120 million. Contingency agencies are paid only when someone is hired, which can push them toward speed and active job seekers rather than the leaders who are not looking. Read our comparison of retained executive search and contingency recruitment, or our guide to choosing an executive search agency for engineering.
Retained search for a mid-sized firm sits between the two: a defined process, direct approaches to passive candidates and real assessment, scaled to the roles and budgets of a growing engineering business.
Guarantee and retention
- 96% placement retention: 96% of the candidates we place are still in their role after 12 months.
- Free replacement guarantee: 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. How our guarantee works.
- Proven with clients: in one client engagement, all 10 people we appointed over two years were still with the business after 12 months. Read the case study.
- One accountable partner: a mid-sized firm needs a search partner that stays involved after the appointment, not one that moves on when the offer is signed.
FUNCTIONAL COVERAGE
Leadership roles we typically recruit for mid-sized firms
- Chief operating officer and president: leaders who can professionalize operations, delivery and project controls as the firm grows, or prepare to succeed a founder.
- VP or director of engineering: technical leaders who set standards, grow people and stay close to clients. See our article on hiring a VP of civil engineering.
- Regional and office leaders: people who can open or grow an office, win local work and build a team in a new market.
- Practice and market sector leaders: transportation, water and wastewater, land development, structures, geotechnical and other discipline leads who carry revenue targets.
- Construction and operations leaders: project directors, operations directors and construction executives for contractors and design-build teams.
- Business development and client leadership: seller-doers and client service leaders who can grow key accounts with public and private owners.
THE MID-SIZED FIRM CHALLENGE
Why mid-sized firms need a different search approach
At a firm with a few hundred people, one senior hire can change the business. A new chief operating officer, regional leader or practice director may control a large share of revenue, own key client relationships and set the tone for dozens of engineers. That changes what a good search needs to deliver.
OUR PROCESS
How retained search works for a firm your size
Making the most of a limited budget
For a mid-sized firm, the cost that matters most is not the search fee but the cost of a bad hire: lost clients, missed bids, departing staff and months of leadership time. Read The True Cost of a Bad Hire in 2026, or estimate your own exposure with our bad hire calculator. That is why we put so much weight on defining the role, assessing behavior and motivation, and staying involved after the appointment.
We work across the U.S. East Coast, including civil engineering executive search in the USA and our wider engineering recruitment practice. Our headquarters is at 1221 Brickell Ave, Suite 900, Miami, with a satellite office in London.
Frequently asked questions
Why focus on engineering firms under $120 million in revenue?
Firms of this size make a small number of senior hires that have a big effect on the business, and they are often poorly served by both global search firms and volume recruiters. Our process is designed for that situation.
What roles qualify for retained executive search?
We focus on engineering and civil engineering leadership roles paying $150,000 or more, such as COOs, presidents, VPs and directors of engineering, regional and office leaders, practice leaders and senior construction executives.
Can you run a confidential search to replace or succeed a current leader?
Yes. Retained search does not depend on advertising, so we can identify and approach candidates discreetly and only involve your team when you are ready.
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. Our placement retention rate is 96% at 12 months.
Which markets do you cover?
We recruit for engineering firms across the U.S. from our Miami headquarters, and we have a satellite office in London. Talk to us about roles elsewhere and we’ll tell you honestly whether we are the right fit.
TALK TO US
Planning a senior hire for your engineering firm?
Tell us about the role, your growth or succession plans and your timing. We’ll explain how a retained search would work for a firm your size. Contact Alexander Executive Search.