Placement Report
Result Placement
Days to Present Placed Candidate 0
Days to Placement 341
Total Candidates Presented 2
Total Candidates Interviewed by Client 2
Total Prospects DDI Spoke With 2
Lead Consultant

Dan Kostecki

Director: Building Technologies

Company Description

Full-service local mechanical contractor

Job Title

General Manager of Service Sales

How long was client searching prior to our involvement?

The client was not actively looking to fill a specific role, this was a position that was created.

Did client have internal recruiting resources?

Yes, the client utilized online job advertisement as well as internal search processes.

Why was this a real problem for the client?

While the client had established itself as a highly successful construction-focused organization, its leadership team recognized a strategic need to expand and strengthen its service division. Service revenue provided recurring business opportunities, deeper customer relationships, and greater long-term stability compared to project-based construction work alone. However, growing a service organization required a different skill set and approach than managing construction projects.

The company needed professionals who could help develop customer relationships beyond the initial construction phase, identify ongoing service opportunities, and contribute to building a sustainable service business. Finding candidates with the ability to bridge the gap between construction and service operations proved challenging. The client was looking for individuals who not only understood the technical side of the industry, but who could also help drive the growth of a service-focused culture within the organization.

As the company continued investing in this strategic initiative, hiring the right talent became critical. They needed professionals capable of helping establish processes, expand market presence, and support the long-term vision of transforming the service group into a significant contributor to the business. This made the position a key hire with a direct impact on the company’s future growth strategy.

How did this opportunity help the candidate?

The candidate had established himself as a strong performer within his current organization and had consistently demonstrated the ability to take on additional responsibilities and contribute at a higher level. Over time, he developed a strong interest in leadership and aspired to move into a role where he could mentor others, influence business decisions, and play a larger part in the organization's success.

Despite his performance and desire to grow, it became increasingly clear that there was limited opportunity for advancement within his current company. The leadership structure was well established, and there was no clear pathway for him to move into management in the foreseeable future. As a result, he felt his career progression had stalled and that his long-term goals would be difficult to achieve if he remained in the same environment.

This opportunity provided the leadership track he had been seeking. It offered the chance to take on greater responsibility, contribute to the growth of an expanding business unit, and position himself for future management opportunities. Beyond the immediate role, the organization demonstrated a commitment to employee development and provided a clear vision for advancement. The move enabled the candidate to continue building his technical expertise while also gaining the leadership experience necessary to achieve his long-term career objectives.