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Construction Salary Data – Seattle Metro

As recruiters with a focus in the Seattle Metro Construction Industry, we have been busy!

We at NW Recruiting Partners recently put together some simple salary data for one of our clients. Many people in the industry took new roles in 2017-2018. If you were one of them, perhaps this information will help you understand if your current salary is keeping up with the market.

Our data shows that salaries rose 10% or more in 2016-17, depending on the role, but the numbers are flattening. Salaries are now starting to level off in the Puget Sound, compared to 2016 and 2017.

NW Recruiting Partners – Compensation Information

Current Hire Ranges (2017-2018)

Recent Client Hires

Average Offer

PE

$77k

PM

$110k

Super

$100k

Safety Engineer

$95k

Industry Average

Project Engineer

Years in Position

Base Salary

0-2

$50k-$70k

2+-4

$70k – 85k

4+

$85k – $90k

Project Manager

Years in Position

Base Salary

0-2

$80k-$95k

2+ – 4

$95k-$110k

4+ – 9

$110k-$120k

10+

$130k-$150k+

Superintendent

Years in Position

Base Salary

0-2

$70k-$75k

2+ – 4

$70k-$90k

4+ – 9

$90k-115k

10+

$115k-$130k+

Safety Engineer

Years in Position

Base Salary

0-2

$65k-$70k

2+ – 4

$70k-$90k

4+ – 9

$90k-115k

Example #1 – GC Client

 

Position

Range (low-high)

Project Engineer

$70k-$85k

Sr. Project Engineer

 $75k-$95k

Project Manager

 $90k-$130k

Sr. Project Manager

 $125k-$160k

Project Executive

 $150k–$200k

Example #2 – GC Client (Civil) Sr. PM Salary

Position

Base Salary

Senior PM #1 (17 yrs. experience)

$142k

Senior PM #2 (16 yrs. experience)

$132k

Senior PM #3 (10 yrs. experience)

$120k

Senior PM #4  (8 yrs. experience)

$118k

Reference Checks

Most hiring processes require reference checks.  Not all of our employers require reference checks, but when they do, we offer the information below to help them.  We also provide complimentary reference checks for our clients!

  1. Request Professional References Only

Candidates will typically provide you with close friends, however, it is best to have candidates provide professional references only. This provides a more qualified reference since they can provide detail on what the candidate is like in a work-like setting, how they perform and interact with their peers and subordinates.  Some hiring experts recommend getting references from one direct supervisor, one co-worker and one subordinate. By using this method, you get a clearer picture of how the candidate works on every level.

  1. Schedule a Time to Connect with the Reference

Pick a time that works for the person providing a reference.  We know time is of the essence sometimes when you need to make a hire.  However, if possible, it is always good to make sure  the reference you are connecting with has time to talk with you.  We find we get better responses and more detail when time has been set aside for the reference.

  1. Consistency

It is best practice to ask each reference provided the same question.  Of course, depending on how the candidate interacted with the reference questions may change (managers vs. peers vs. subordinates).  Being consistent with questions allows the client to see how each reference responds.

  1. Ask Leading Questions

Instead of, “Did Lindsay exhibit good time management?”, you could present the question as, “Could you describe Lindsay’s time-management abilities?”  This will allow you to get more detail from the reference.  Presenting the question in an open-ended format will prompt the reference to offer specific examples of past events and give context to the qualities discussed.

  1. Ask More Questions

If a reference is giving short answers or not providing enough detail, don’t be afraid to inquire for more. For example, if a reference says, “He was our top performer,” ask more specific questions about what he did well and how he accomplished those goals. By asking more questions you are qualifying your candidate.

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