Honour Consulting Inc.

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Honour Consulting Inc. Honour Consulting Inc. is a boutique search firm that recruits industry-leading construction professionals for commercial general contractors.

is a boutique search firm based in Charlotte, North Carolina that recruits industry-leading construction professionals for commercial general contractors. Founded by Bob Honour in 1990 as H&H Consultants, we have since grown into a strategic talent acquisition partner specializing in the permanent placement of middle-to-upper management construction professionals. Work with a recruiting partner with the experience and connections to build a construction management team. Based in Charlotte, North Carolina, Honour Consulting works mostly in major metro markets in the Carolinas and Georgia, but through membership in the Construction Recruiters Network, can make placements anywhere across the country. We help top-tier construction professionals find careers with companies focused on building great teams. With almost 40 years of recruiting experience, Honour Consulting has built a substantial network of candidates through its selective searches and screening. Our aim is to make the hiring process as smooth and as concise as possible for our clients and candidates. To learn more about our recruitment services or process, or if you are looking for a new career opportunity, please contact us or visit our website.

A confident interview is useful. It is not proof that someone can lead your next project.When a construction candidate d...
10/16/2026

A confident interview is useful. It is not proof that someone can lead your next project.

When a construction candidate describes a successful job, you'll want to get past the project summary:

What decision was theirs? What changed after the work began? How did they handle the owner, the field team, and a schedule that stopped cooperating? What would they do differently now?

Specific answers reveal judgment and ownership. General answers can leave an impressive resume doing too much of the work.

The hiring decision is about how a leader operates when conditions are less than ideal. Make the interview show you that.

What question has helped you see the difference between a strong interviewer and a strong operator?

The first hiring mistake can happen before anyone sees a resume.A firm says it needs a project manager. But what does th...
10/12/2026

The first hiring mistake can happen before anyone sees a resume.

A firm says it needs a project manager. But what does that person need to accomplish?

Take over a difficult project? Strengthen an owner relationship? Develop a younger team? Give leadership room to pursue new work?

All of these are different assignments. A candidate's title and years of experience will not tell you whether they have solved similar issues you are facing.

Before starting a search, define what success looks like in the first year. Then look for evidence that a candidate has done comparable work, made the hard decisions, and had the authority to own the result.

If a construction leadership hire is on your horizon, tell me the role, the market, and what this person needs to accomplish. I can help you think through the search.

80% of construction firms in AGC's 2026 outlook reported difficulty filling salaried openings.That does not mean every r...
10/09/2026

80% of construction firms in AGC's 2026 outlook reported difficulty filling salaried openings.

That does not mean every role or market is equally hard to fill. It does mean that waiting for the right leader to appear among active applicants is a risky plan for a consequential hire.

The first response should not be to lower the standard. It should be to sharpen the assignment: What must this person deliver? What experience actually predicts success here? Why would a strong leader who is already employed take the conversation?

A clear search brief makes those questions answerable. It also makes it easier to recognize the right person when you meet them.

Source: Associated General Contractors of America, 2026 Construction Hiring & Business Outlook https://www.agc.org/news/2026/01/08/contractors-have-dampened-expectations-2026-apart-data-centers-and-power-projects-amid-worries-about?utm_campaign=coschedule&utm_source=facebook_page&utm_medium=Honour%20Consulting%20Inc%2E

If you are planning a 2027 leadership hire, start with the assignment. Tell me the role, market, and result you need.

A construction hire is rarely an isolated personnel decision.A superintendent affects the field team and schedule. A pro...
10/06/2026

A construction hire is rarely an isolated personnel decision.

A superintendent affects the field team and schedule. A project manager affects communication, cost, and the owner's experience. A preconstruction leader can influence the work a firm wins months before a crew arrives on site.

Most firms know how to assess technical experience. The harder question is whether a candidate can succeed in this role, on this team, and under these conditions.

This article covers the avoidable hiring mistakes that tend to happen in between, from starting with a job description instead of the assignment to letting a good process lose momentum.

https://honourconsultinginc.com/most-common-hiring-mistakes-construction-firms-make/?utm_campaign=coschedule&utm_source=facebook_page&utm_medium=Honour%20Consulting%20Inc%2E

09/28/2026

Being in demand does not mean every opportunity is worth pursuing.

I always tell construction professionals to be selective about where they send their résumé and who they talk to.
Know what it would take to make a change.

Better projects? More responsibility? A stronger company? Different market sector? Better compensation? A relocation that is already in consideration?

If you do not know what you are looking for, you tend to make a move because something sounds good in the moment.

The candidates with the most leverage are often the ones who do not need to take the next opportunity.
They can wait for the right one.

If the construction market has slowed, shouldn't hiring be getting easier?It sounds logical. Fewer projects should mean ...
09/21/2026

If the construction market has slowed, shouldn't hiring be getting easier?

It sounds logical. Fewer projects should mean more experienced people are available.

But more candidates doesn't necessarily mean more qualified candidates.

Once you start looking for the right project experience, stable tenure and market knowledge, the candidate pool can get small pretty quickly.

The market has changed. The challenge of finding the right construction talent hasn't disappeared with it.

https://honourconsultinginc.com/the-market-slowed-so-why-didnt-construction-talent-get-easier-to-find/?utm_campaign=coschedule&utm_source=facebook_page&utm_medium=Honour%20Consulting%20Inc.&utm_content=The%20Market%20Slowed%2C%20So%20Why%20Didn%27t%20Construction%20Talent%20Get%20Easier%20to%20Find%3F

Whether you're building a team or building your career, good decisions start with good information.Each month, I share p...
09/18/2026

Whether you're building a team or building your career, good decisions start with good information.

Each month, I share practical insights on what's happening in commercial construction—from hiring trends and compensation to leadership and career growth.

No hype. No sales pitch. Just relevant insights from the market.

👉 Join the newsletter: https://honourconsultinginc.com/construction-leadership-insights/?utm_campaign=coschedule&utm_source=facebook_page&utm_medium=Honour%20Consulting%20Inc%2E

09/14/2026

I hear some version of this fairly often:

"The market has slowed down. Shouldn't there be more candidates available?"

You would think so.

But there is a large difference between someone being available and someone being qualified for the position you need to fill.

If you are looking for a superintendent with the right project background, or a PM who has successfully managed work of similar size and complexity, a general slowdown does not necessarily create that person.

The pool gets small quickly once you start adding the qualifications that matter.

That is why I've never believed recruiting should be about sending the most résumés.

Five people who genuinely fit the position are more useful than 50 who do not.

09/11/2026

59% of contractors say field management roles are among their hardest positions to fill.

And the challenge does not stop there:

43% cited estimating and preconstruction staff. 39% cited operations management.

The construction market may be shifting, but experienced leadership talent has not suddenly become easy to find.

Superintendents, estimators, project managers and other experienced construction professionals remain in demand, especially when companies require someone with the right project experience, market knowledge and track record.

More candidates are not the answer.

The right candidate is.

Source: FMI, Q2 2026 Civil Infrastructure Construction Index https://fmicorp.com/uploads/media/Q2_2026_CICI.pdf?utm_campaign=coschedule&utm_source=facebook_page&utm_medium=Honour%20Consulting%20Inc%2E

Address

Charlotte, NC

Opening Hours

Monday 7am - 7pm
Tuesday 7am - 7pm
Wednesday 7am - 7pm
Thursday 7am - 7pm
Friday 7am - 7pm

Telephone

+17046256556

Website

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