Great Firms Are Built by Mission-Critical Hires.
Specialized search for technical and leadership talent in the AEC sector.
A Disciplined Approach to Mission-Critical Hiring
A Strategic Approach
to Pivotal Hires
A Strategic Approach
to Pivotal Hires
I don’t operate on volume or guesswork. I work with leadership teams to ensure the right hire is made—once.
1. Define the Real Business Need - Before any outreach begins, I pressure-test the role itself. What problem must this hire solve? What does success look like in the first 90 days and the first year? Alignment happens upfront so time isn’t wasted downstream.
2. Engage Proven, Passive Talent - The strongest candidates are rarely active. I identify and engage high-performing professionals—technical leaders, project and operations leaders, and senior managers—who are succeeding where they are, but open to the right opportunity.
3. Validate Execution, Not Just Experience - Every candidate is vetted for delivery history, leadership judgment, technical credibility, stability patterns, and motivation. Backchannel references and context matter more than résumés.
4. Stand Behind the Hire - For select leadership placements, I offer extended guarantees. I only represent candidates I’m confident will succeed—and I stand behind that confidence.
1
Clarify the Objective
1
Clarify the Objective
2
Targeted Talent Mapping
2
Targeted Talent Mapping
3
Confirm Long-Term Fit
3
Confirm Long-Term Fit
Core values
A Higher Standard of Search.
Built for the Long Term
I don’t chase transactions. I focus on hires that hold up years later—leaders who can grow with the organization and withstand change.
Built for the Long Term
I don’t chase transactions. I focus on hires that hold up years later—leaders who can grow with the organization and withstand change.
Built for the Long Term
I don’t chase transactions. I focus on hires that hold up years later—leaders who can grow with the organization and withstand change.
Access to Passive Talent
The people who move the needle aren’t applying online. I engage professionals who are delivering results now and evaluate opportunities carefully.
Access to Passive Talent
The people who move the needle aren’t applying online. I engage professionals who are delivering results now and evaluate opportunities carefully.
Access to Passive Talent
The people who move the needle aren’t applying online. I engage professionals who are delivering results now and evaluate opportunities carefully.
Complete Discretion
Every search is handled with confidentiality. Your strategy, reputation, and candidate relationships are protected throughout the process.
Complete Discretion
Every search is handled with confidentiality. Your strategy, reputation, and candidate relationships are protected throughout the process.
Complete Discretion
Every search is handled with confidentiality. Your strategy, reputation, and candidate relationships are protected throughout the process.
Your Strategic Partner
for Critical Hires.
My approach was shaped by early experience in the U.S. Army—mission clarity, disciplined execution, and accountability for outcomes. Today, I apply that same mindset to senior and leadership hiring across the built environment. I partner with engineering, architecture, construction, development, and infrastructure-backed organizations when the role is pivotal and the cost of a miss is high. I’m selective about the searches I take on because every placement reflects my standards, not just a job description.
Silvia Martinez, Founder & Principal
Let's Discuss a Critical Hire
The strongest placements start with a confidential conversation about what the role truly requires and where traditional recruiting breaks down.
Let's Discuss a Critical Hire
The strongest placements start with a confidential conversation about what the role truly requires and where traditional recruiting breaks down.
Let's Discuss a Critical Hire
The strongest placements start with a confidential conversation about what the role truly requires and where traditional recruiting breaks down.