Project Executive

Location: Atlanta, GA (Southeast region, field-based) Compensation: ~$200,000 base, plus a percentage-based project completion bonus. Vehicle program and full benefits.

ABOUT THE OPPORTUNITY

Most Project Executive openings are backfills. A program is already running, the standard is already set, and the job is to not break it. This is not that. Workspire is partnering with an established, privately held industrial services contractor that is standing up a new operating region out of Atlanta. Delivery leadership is going in ahead of the work rather than after it, which means the person who takes this seat writes the execution standard for a region instead of inheriting someone else's. Our client self-performs. Their craft workforce is on their own payroll rather than brokered out, across critical electrical, mechanical and structural, soft crafts, underground utilities, inspection, and fabrication. Thousands of craft employees, more than a dozen states, regional offices and multi-trade fabrication capacity behind them. They are institutionally backed and in an active scale-up, growing organically and through acquisition. If you have spent your career managing subcontractors toward a schedule you did not control, this is a different job than the one you have been doing. The structure is worth understanding before you apply. Project management and field operations run as peer functions here, at equivalent seniority and equivalent compensation. You are the counterpart of a General Superintendent, not his supervisor. Superintendents and general foremen are partners. That arrangement is deliberate, it is the reason delivery holds together as the business scales, and it is the fastest way to fail in this seat if you arrive expecting an oversight relationship with the field.

WHAT YOU WILL DO

Set the delivery standard for a new region: the execution framework, the controls discipline, and the operating procedures that everyone who follows you will run on. Own RFIs, submittals, and change orders yourself, end to end, with owners, engineers, and trade partners. Not through a support team. Carry the commercial side of the seat. Review and manage contractual requirements, price and present potential change orders directly to clients, and own monthly schedule-of-values submission. Protect margin on everything you carry, measured as fade or gain against as-sold, through earned value tracking, cost-to-complete governance, and change management that happens before the problem does. Deliver a project in year one that becomes the reference the region wins its next pursuits on. Put at least one substantive hire on the regional bench, and bring project engineers and project managers up behind you. Be on the jobsites. Partner with superintendents and general foremen on execution and constructability rather than reading about it in a report. Own trade partner buyout, scope letters, orientation, and performance. Sit in preconstruction, constructability review, and bid strategy on incoming work, and build the client relationships that generate it. Run permit, inspection, and authority-having-jurisdiction coordination across mechanical, structural, electrical, underground, and soft craft scopes.

WHAT WE ARE LOOKING FOR

Self-perform industrial delivery. You have owned craft execution, not managed subcontractors performing it. Construction-management-at-risk, general contracting through subs, and owner's representation do not clear this on their own, and we will ask about it in the first ten minutes rather than the fourth interview. Direct, personal ownership of RFIs, submittals, and change orders. This is the one hard requirement and it is the first thing tested. Real depth in at least one core industrial craft, with the range to grow across the others: mechanical and structural, critical electrical, soft crafts, underground and utilities, inspection, or fabrication. Project controls you actually run: cost-to-complete forecasting, schedule adherence, and change management. Working command of Procore, Bluebeam Revu, and a scheduling platform such as Primavera P6 or Microsoft Project, plus the ability to pull financial and performance data out of an ERP without waiting on someone else. A safety commitment that predates the interview, with a working understanding of TRIR, EMR, and leading indicators. The ability to walk a number in plain language. Where the job stood, where the fade started, what the forecast says, and why. Numbers you can produce from memory carry more weight here than any certification. Preferred: mechanical and structural depth at specialty-contractor level. Preferred: a Southeast client base in manufacturing, pulp and paper, wood products, renewable fuels, chemical, or food and beverage. Preferred: you have built delivery capability somewhere your employer had no name yet, and you know what the first two years of that actually feel like. What will not work here: a remote-manager profile, vagueness about what you owned versus what you were near, and any instinct to treat the field as a reporting line.

WHY THIS ROLE STANDS OUT

The project completion bonus is percentage-based rather than flat-rate, which is uncommon in this sector and is where the real earning power of this seat sits. You report directly into regional leadership. There is no layer between you and the decisions. Advancement tracks with the region rather than with a fixed ladder. Regions that get built need people who built them. Project management is a peer to field operations, not overhead. Compensation is set at parity, not as a discount. Medical, dental, and vision, a 401(k) with company match, paid time off and holiday pay, life and disability insurance, a vehicle reimbursement program, and real professional development. A deliberately unhurried process. The hiring manager weights mutual due diligence heavily and will spend the hours, including time in person. If you are looking for a process that closes in ten days, this is not it. If you have been burned by one that did, you will recognize why.

WORKSPIRE INSIGHT

Workspire partners exclusively with organizations that invest in experienced leadership and build for the long term. Every role we bring to market has been vetted for impact, advancement potential, and cultural alignment.

EEO STATEMENT

Workspire and our client partners are equal opportunity employers. We celebrate diversity and are committed to building inclusive environments for all employees. #J-18808-Ljbffr Workspire