FAQs

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We work exclusively with building product or building material manufacturers or distributors to find $100K to $400K executive and leadership roles. Our favorite searches involve profit and loss accountability or high level sales and marketing leadership.

Our placements include:

General Management

General Managers
Division Managers
Site Leaders
Regional Managers (VP level positions)
Branch Managers

Sales, Marketing, and Business Development

Vice President of Sales
Vice President of Marketing
Director of Business Development
Director of Sales
Regional Sales Manager / Director
National Accounts Sales Manager
Sales Managers
Marketing Managers
Channel Sales Manager
Sales Reps / Account Managers
Technical Sales Representatives
Product Specialist / Manager

We are comfortable on a pay for performance schedule, but also respect and value our time and expertise. You pay an upfront engagement fee to secure our focus. When we deliver the right person, the remainder of the placement fee is due.

Typically, the entire placement fee is 25% of the expected first year’s compensation. The engagement fee is required to start the search ranges from $7500 to ¼ of the anticipated fee.

For example:
$175,000 position ($140,000 base with $35,000 in incentive compensation likely to be earned)
● Anticipated total fee of $43,750
● Engagement fee would range from $7500 to $10,937.50

It would likely break down to:
Engagement Fee: $7500 (Flat engagement fee, unless search is unusually challenging)
Placement Fee: $36,250 ($43,750 – $7500 = $36,250)
Total Cost: $43,750.00 (25% of the expected compensation)

So, a $160,000 package would have a $40,000 total cost, and a $200,000 package would have a $50,000 total cost.

Building Gurus is located in Moorhead, MN right across the river from Fargo, North Dakota, in the heart of the Midwest. Our clients and searches, however, are located throughout the United States. Due to the advances in technology we can work from virtually any location effectively.
We only take on searches we feel confident we can close. We will discuss your search requirements, the compensation range, and your budget to make a joint decision if we are the best resource for your hiring needs. Don’t worry; we’re okay saying we aren’t the right “guy” for the job. Because of the time and effort we’ve put into building relationships with $100K executive, general management, and sales talent we don’t take any searches with a base salary under $100,000.
Unfortunately, this question is not easily answered. Of course, we would like all searches to close with all parties completely satisfied in days. As with most things, many factors come into play that can make or break a search’s timeframe; compensation, location, requirements, re-location factors, hiring manager’s availability, etc.

We strongly encourage you NOT to start a search with us until you are ready to GO!
Our style and approach is built for a 60 day sprint, not 6 month marathon.

An ideal quick search has several distinguishing characteristics:
● Sense of urgency from the client
● Competitive compensation structure
● Realistic expectations
● Prompt and helpful communication from the decision makers
● A swift interviewing and selection process, without unnecessary delays
● Overall desire to locate and hire the best possible candidate
● Working as a team with the recruiter

Searches that meet this criteria can be interviewing candidates 3 weeks from the start of the search and onboarding their new hire in 6 weeks.

There are also many factors that can prolong searches:
● Poor communication or lack of feedback from busy decision makers
● Compensation structure isn't competitive in the current market
● Reputation issues that the company or manager may have in the market
● Job description that gets changed mid-stream
● Lack of urgency to schedule interviews or fill the position

Since we are heavily pay-for-performance, we make every effort to ensure a good fit and that we have a solid shot at closing the search before collecting and engagement fee and starting the sourcing process.

First off, we want you to be sure — all in, when hiring a candidate. So, if you’re not sure, don’t hire. This mindset is another reason our replacement rate is so low. In fact, our last replacement was over a decade ago. But, in case something goes awry, you’re covered for up to 6 months from the start date.
With Engaged Search, our fee due dates are set forth in the fee agreement to allow clients to review the terms prior to agreeing to work with Building Gurus. The engagement fee is due before we begin to work on the search. The remainder of the placement fee is due within 5 days of the start date. If you hire an internal candidate or a candidate that we didn’t refer to you, the remainder of the placement fee isn’t due.
Yes, although, the ones with industry experience willing to work on a contingency basis are few and far between now. If you can find a contingency recruiter you know, like, and trust who can deliver the people you need, by all means – use them.

We invest in tools, training, and building our brand so we can quickly connect you with the best talent in the industry. We prefer to partner with companies that appreciate our expertise and investments and are willing to put some skin in the game.

No. To be honest, if $7500 seems like a lot of money to you, you shouldn’t probably work with a recruiter. $7500 is about what a $15,000,000 business makes per business hour. If your new Executive Hire improves your net profitability by 1% you’ve got a 3x ROI on your investment.
That depends. Will you let us decide who to hire, how to compensate them, who their manager will be, and how they will be onboarded? Oh, you don’t want to give up all that control? When you ask a recruiter to extend their replacement guarantee, you’re asking them to insure you for failures that have nothing to do with the recruiting process and are almost entirely out of the recruiters control. If you’re not confident you’ll be able to tell the person is qualified or not with in 30 days, let alone 3+ months you may not be clear enough about what they need to do to succeed.
You don’t. But, we take pains to ensure everyone knows what they’re getting into before we start a search and we rarely lose customer. But, ultimately, you need to do your due diligence and decide. The last thing you want is for me to “talk you into” trusting me and getting burned again.
  1. If we get the sense the fee makes your heart pound and it’s more of an investment than you can/should make right now.  (hint, we get this vibe when you ask for a discounted engagement fee or extended guarantee period)
  2. If your role is not for $100K base + for a role with full P&L or sales leadership.
  3. We don’t think we’ll be able to close it
    1. Your compensation/expectations aren’t in alignment
    2. Dissention among decision makers about what the ideal hire looks like for the role + key aspects of the role
  4. You’ve been burned in the past and you’re exceptionally gun-shy about hiring or working with a recruiter again.
  5. It’s outside of our area of expertise.
  6. We don’t feel like what you want in a recruiting partner is a good fit for what we look for in our clients.  (We want to be your trusted partner, not someone who sends resumes over to see what sticks)
Sorry, No. We spend a lot of time, energy, and effort finding, engaging, and nurturing our target candidates. Working on searches outside of area of focus means we can’t deliver the level of speed and quality we pride ourselves on.
Our Founder, Rikka started recruiting in building products in 2001. After nearly 20 years recruiting in the industry, she’s emerged as an expert and so have many of her long time industry connections. It was natural that our focus would evolve from sales reps to sales leaders and executives.
Rikka’s been recruiting in the building products industry since 2001. She enjoyed the boom and survived the bust. She’s placed over 500 building products professionals with a less than 1% replacement rate and her last replacement was over a decade ago.

Why we don’t work on searches under $100K

We believe in educating and empowering you and your team to develop the in house resources you need to consistently find and hire the under $100K talent you need – without a fee. We provide free resources and paid consulting and advisory services to help you develop the in-house resources you need to consistently and confidently fill your mid-level positions. But, when a position is important enough to pay over $100K, we believe it’s important enough to ensure you’re seeing the best in the market. Not just the ones that apply to a job posting or reply to an InMail.

But, Building Gurus isn’t your typical building products recruiting firm. We weren’t founded by an “old white guy” who decided to turn his rolodex into a recruiting firm.