Great construction starts with great estimators, but finding top preconstruction talent is more challenging than ever. According to the Associated Builders and Contractors (ABC), the construction industry will need to add 439,000 new workers in 2025. According to a USA Monitor survey, 70% of construction firms say hiring skilled labor is an obstacle that surely includes estimators.
Estimators play a critical role in the early stages of a construction project, setting the foundation for project success. Ensuring a pipeline of skilled professionals is crucial for long-term growth and efficiency. However, our industry must adapt to the evolving needs of today’s workers while staying ahead of emerging technological trends.
Companies must bring a strong culture focused on shared values, innovation, work-life balance, and career progression to attract top preconstruction talent. Additionally, companies must employ innovative recruitment strategies, integrate state-of-the-art tools, and offer a compelling value proposition for new hires and seasoned professionals. Let’s explore a few:
As the construction industry continues to evolve, so does our approach to estimating. One of the most significant advances in the industry is how artificial intelligence (AI) and cutting-edge technology have been integrated into the estimating process. For example, AI-driven tools like DESTINI Estimator are revolutionizing how estimates are created, improving accuracy, efficiency, and collaboration.
When preconstruction firms looking to attract top talent offer access to these tools, it becomes a powerful draw. Technology allows estimators to automate tasks like takeoffs, cost estimating, and project collaboration. With AI continuously learning from historical data, these tools can provide more accurate predictions and insights, leading to better-informed decision-making and enhanced project outcomes.
According to Gareth McGlynn of preconstruction staffing company Niche SSP, the second biggest draw for candidates is your company’s commitment to using technology and providing a solid tech stack. By adopting and promoting such technology, firms can position themselves as tech-forward employers, attracting talent that values innovation and efficiency.
Gamification, or applying game-like elements to work processes, is an innovative approach to attracting and engaging preconstruction talent. By making tasks like estimating more interactive, companies can appeal to younger candidates accustomed to digital and gamified environments.
Implementing gamified training or performance-tracking tools can be a fun, engaging way to enhance skill development while encouraging healthy competition. Estimators could “level up” by achieving specific milestones, completing certain training modules, or hitting performance goals. This could act as a motivational factor and a differentiator in a competitive labor market.
One of the most impactful strategies to attract preconstruction talent is offering flexible work arrangements. Estimating tasks often involve deep focus and can be performed efficiently from various environments. The COVID-19 pandemic highlighted the power of remote work, and many professionals now expect flexibility in their roles. Offering hybrid or fully remote work options demonstrates an understanding of the evolving work landscape and can be a significant incentive for top candidates.
The key is to enable estimators to use modern software tools that facilitate collaboration from any location. Combined with flexible work options, these tools can help firms build a more agile and attractive work environment for estimators.
To attract top talent, consider implementing experiential recruitment strategies such as hackathons, estimating competitions, and simulation-based hiring events. These immersive, hands-on experiences allow candidates to demonstrate their skills in real time while enabling companies to assess candidates’ technical and soft skills in an authentic environment.
Such events also give candidates a glimpse into the company culture, work expectations, and team dynamics. This approach appeals to high-performing individuals who seek more than just a traditional interview. As Robert A. Nidzgorski, director of preconstruction at Austin Commercial, notes in his DCD article on intern training programs, “Nothing beats the practical insights gained on construction sites.” By engaging candidates in a simulated real-world environment, employers will likely attract candidates who thrive in practical settings.
Moreover, introducing students to preconstruction careers as early as high school can build interest and create a talent pipeline. By framing the jobs as exciting and teaching high schoolers that estimators impact projects at every stage of development, you will help fuel their passion for pursuing careers in the industry.
Apprenticeships and internship programs are great recruitment tools. They provide hands-on training while exposing students and young professionals to preconstruction work. Partnering with universities and trade schools to offer internships allows students to gain real-world experience, making them more attractive to employers when they graduate.
Nidzgorski’s internship program offers a 10-week structured training experience that includes everything from blueprint analysis and takeoffs to using advanced estimating software. As the construction industry becomes more reliant on cutting-edge technology, exposing interns to these tools ensures they are prepared for the digital demands of preconstruction estimating.
One of the most effective ways to attract top talent is to showcase the stories of your existing team members. Prospective employees are more likely to be drawn to a company that highlights its employees' growth and success. Use platforms like LinkedIn, industry blogs, and recruiting events to share inspiring career journeys within your preconstruction team.
By spotlighting your employees’ professional development, growth stories, and internal promotions, you will demonstrate a commitment to their long-term success. Publicizing these achievements attracts talent and helps reinforce your company’s position as a top-tier employer.
With the increasing importance of sustainability in the construction industry, attracting talent passionate about environmental responsibility can give your company a competitive edge. More preconstruction professionals are looking for opportunities to work on projects that focus on green building practices and sustainable design.
Highlighting your company’s commitment to sustainability—whether through LEED-certified projects, sustainable estimating practices, or carbon footprint reduction initiatives—can help you appeal to candidates who prioritize environmental impact. As a result, you can attract a new generation of professionals interested in contributing to more eco-friendly, forward-thinking projects.
A strong referral program is another powerful tool in attracting preconstruction talent. Encouraging your current employees to refer skilled estimators to your open positions, especially from competitors or adjacent industries, can help you find candidates already familiar with the job demands. Offering referral bonuses as an incentive for your employees will increase your chance of gaining access to a pool of qualified candidates.
An effective referral program also ensures a better cultural fit, as your employees already understand your firm’s values and work environment. It also enables you to reach passive job seekers who may not actively be looking for new opportunities but are open to moving if the right position arises.
Top preconstruction talent is often attracted to firms with a reputation for thought leadership. Encourage your estimators to speak at conferences, participate in panel discussions, and publish articles that showcase their expertise. This strategy not only promotes the individual estimator but also elevates your company. Potential recruits will see that your firm is at the cutting edge of preconstruction practices.
Some opportunities include writing for DCD Magazine or other industry publications, speaking at Precon World or Advancing Preconstruction conferences or podcasts such as The Preconstruction Podcast, and participating in local chapters for AGC and ABC.
By participating in industry events and contributing to the body of knowledge, your team members can also learn from peers, contributing to their professional development. A visible company attracts professionals eager to work with experts and be part of a forward-thinking team.
Certainly, technology tools and company culture are making preconstruction more attractive to younger generations, but cash still matters. Candidates will conduct their due diligence and know when you undervalue their skills.
Benchmark your salary and benefits against industry surveys, like Niche Specialist Staffing Partners’ Construction Estimator Salary 2025 Report, to ensure you are at or above market. In your recruiting process, outline benefits, such as paid insurance, unlimited PTO, or education reimbursement, to show the full package.
Taimoor Khan, vice president of preconstruction at Satterfield & Pontikes, suggests reframing the "estimator" job title to be more interesting. Alternative titles could include preconstruction engineer, cost analyst, cost engineer, or preconstruction technology manager.
Continuous education is crucial in preconstruction. Offering opportunities for ongoing professional development—whether through certifications, workshops, or access to online learning platforms—can make your company highly attractive to candidates who want to stay at the top of their game.
Firms can partner with educational institutions to offer specialized training or fund certifications for software tools or estimating methodologies. This helps employees grow their skills while showing your commitment to their long-term success. Additionally, creating mentorship opportunities where senior estimators share their knowledge and experience with newer professionals can be an excellent way to foster growth and retention.
By implementing flexible work arrangements, offering experiential recruitment opportunities, building a strong apprenticeship pipeline, and fostering a culture of thought leadership, firms can create an environment that appeals to the industry’s best candidates.
Additionally, integrating cutting-edge technology into the estimating process provides a competitive edge in terms of efficiency and attracting professionals who thrive in digital work environments. Ultimately, a comprehensive strategy that combines modern work practices, targeted branding, and a commitment to professional development will ensure your company remains competitive in attracting top preconstruction talent.
Note: This article was originally written and featured in DCD Magazine.