From Frustrated to Fully Staffed: A Miami General Contractor’s Turnaround in Talent Strategy

About the Client

A Miami-based general contractor specializing in multifamily midrise and high-rise developments had recently landed a landmark project: the tallest high-rise in the city to date. With momentum building and more wins on the horizon, the company was poised to dominate its market.

But inside the business, staffing gaps and past recruitment missteps threatened to slow that trajectory.

Tailored hiring strategies for businesses in construction
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The Challenge

Historically, the company avoided recruiters altogether. Previous experiences had led to poor hires, churn, and a flood of irrelevant résumés. Instead, they tried building teams internally, until growth caught up with them.

As their projects scaled from 3-story walk-ups to 70-story towers, the same internal teams couldn’t keep up. Leaders realized quickly that smaller-scale experience wouldn’t translate to the technical complexity or pace of their new builds. Project delivery and company reputation were at risk.

The CEO and VP knew they had to restructure their recruitment approach and find a partner they could trust.

The Solution: A Market-Specific, Relationship-Driven Recruitment Model

Scott Humphrey stepped in with a clear understanding of the South Florida construction landscape and a sharp focus on fit. Drawing on strong relationships and local market knowledge, our team quickly delivered what the client hadn’t seen before: highly qualified candidates with proven experience on complex, large-scale projects, and the professionalism to match.

We also worked with the executive team to streamline the interview and decision-making process. In a fast-moving market like South Florida, a delay of even a few days could cost them top talent. That meant implementing a responsive, real-time model that didn’t waste time.

Our support included:

  • Targeted sourcing of high-rise and mid-rise talent in South Florida.
  • Relationship-first vetting process focused on track record and project scale.
  • Interview process optimization to reduce decision delays and keep top candidates engaged.
  • Advisory support to help the CEO and VP delegate hiring without sacrificing control.
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This wasn’t just about filling roles. It was about building a system that would allow the business to scale without overloading its leadership team.

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Results That Delivered

With key personnel in place, the company stabilized operations on its largest projects. For the CEO and VP, this shift meant more than just staffing. They could step back from recruitment firefighting and refocus on growth and strategy.

Outcome Highlights:

  • Projects back on track with the right leadership in place.
  • Recruiting no longer the primary burden for executive leadership.
  • A high-performing team built to match the complexity of Miami’s tallest high-rise.
  • The company now relies on Scott Humphrey as its exclusive recruitment partner.
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This case proves that with the right recruitment partner, even companies burned by the churn-and-burn model can build high-performance teams that last.