AI for recruiting superintendents.

Why superintendent searches are different

Supers don't apply. The good ones are walking a deck before the crews show up, and they haven't touched their own resume in years because work finds them through the field. Job boards and applicant-flow tools show you the supers who are between jobs, and your client is paying you a fee precisely because those aren't the ones they want. Recruiting superintendents is a passive-market game or it's nothing.

The evidence is strange too. Tenure tells a story on a super's profile that it doesn't tell anywhere else: a super who has left mid-build more than once is a pattern, and a super who closes jobs out and rolls straight onto the next one is the person your client actually described. Titles lie in both directions. A superintendent at a small GC might run the entire job, dirt to punch list, while a superintendent at a big GC might be one of several on a single project. The resume won't volunteer any of that. The search has to go looking for it.

What a plain-English super search looks like

You type what you'd say to a colleague. In Slack: "Find me superintendents in Phoenix, ground-up multifamily, currently at a GC, steady tenure." RecruiterClaw turns that into a search across 400M+ professional profiles and returns a ranked shortlist in about 90 seconds. No operator strings, no rebuilding the query every time the spec shifts.

Then you refine it the way you'd redline a candidate list with a client on the phone: "drop anyone who has only run TI," "keep the ones with podium experience," "tighten to 30 miles." Each pass is a sentence, and each pass sharpens the pool instead of starting it over. When the client calls back and adds a wrinkle, the wrinkle becomes one more line in the conversation, not a new project.

What lands at the end is a ranked CSV, ordered by fit, ready for your call block.

Ground-up versus TI: make the search prove it

Every construction recruiter has been burned by this one. A ground-up super sequences a building out of the dirt: excavation, structure, dry-in, the trades stacking behind each other in the right order. A tenant improvement super runs occupied-building logistics: after-hours work, freight elevators, a landlord looking over everyone's shoulder. Both are real jobs. They are not the same job, and a client who ordered one will bounce the other in the first interview.

The fix is to put the distinction in the search instead of in an afternoon of resume screening. Describe the evidence you need up front, then use the refinement pass to cut whoever doesn't carry it. Telling the AI to drop the TI-only profiles takes less time than reading one resume, and the shortlist that survives is one you can present with a straight face.

Only enrich the supers you'll actually call

A mobile number is worth more in this niche than any message you could write, because supers live in trucks and on decks and they answer their phones. But paying for contact data on an entire results page is how sourcing budgets quietly disappear.

RecruiterClaw holds enrichment until you ask for it. Review the ranked shortlist first, then say "enrich the top 5." Verified emails plus direct and mobile phones come back for exactly those supers, appended to your CSV. Nothing gets burned on candidates you never vetted, which means you can run the wide exploratory search without wincing.

One strong super is a client campaign

A ground-up super with a clean tenure story is the easiest marketing call in construction recruiting, and the MPC Builder turns that call into a campaign. MPC stands for Most Placeable Candidate. Drop the super's resume into Slack with the word MPC, and RecruiterClaw finds 5-10 companies with live openings matching that skill set, pulled straight from company career pages, 45 days fresh or newer.

For each company it identifies the right hiring manager, enriches them with verified email and phone, and writes an anonymous 3-step outreach sequence in front of you. One CSV comes out the other side: a call sheet plus a sequencer import. The $28K fee that starts as a resume dropped in a Slack channel is the whole point of the exercise.

Spot the GCs staffing up before the order hits the street

Job Finder watches the demand side. It scrapes company career pages directly, never LinkedIn, Indeed, or ZipRecruiter, so there are no fake listings, no duplicates, and no recruiter-posted jobs muddying the read. You point it at a company list or a market: search by title, function, comp floor, and geography. It scans weekly for most niches, daily if you ask.

The signal that matters most gets flagged automatically: two or more openings at one company. A GC posting a superintendent and a project manager in the same stretch usually just won work, and the recruiter who calls that week is having a very different conversation than the one who calls after the roles hit the boards.

Opening a super who says he's happy

Finding the super is half the work. The other half is the first call, because a working super who hears a job pitch hangs up. Every RecruiterClaw install ships with the Field Manual, a recruiting playbook built from 30+ years of desk experience, including the passive-candidate discovery arc: the question sequence that gets a happy super talking about what would have to be true for him to move. The Chief of Staff coaches you from it, adapted to your niche, and if you've built your own playbook over the years, upload it. Yours takes precedence.