Pros Share How They Find and Keep Top Talent
Having the right team around you is a key to success and growth. Here’s how firms find the best and keep them happy
As a business owner, you want to work with the best. The ability to stay competitive, land great projects and complete them at a high level hinges on having the right talent in the right roles. Finding and retaining good people, however, is frequently a challenge. To fuel your thinking, we spoke with five building and design professionals on Houzz to find out how they source quality hires and keep their top performers happy in their roles.
But it’s getting tougher to find good people to work in the trades — particularly carpenters, Kling says.
“We need to reestablish a trade education in the United States and make it a degree-driven accomplishment,” he says. “If you do a carpentry apprenticeship, which I sponsor through the Department of Labor, you make a four-year commitment of over 8,000 hours of combined class time and on-the-job training to get your certificate of completion through the Connecticut Department of Labor as a journeyman carpenter.”
Kling does a few things to keep his team motivated day to day. “We show them there is room to accelerate and advance in the industry,” he says. “For example, they can go from apprentice and journeyman carpenter to project manager and possibly even going into their own business later down the track.
“I always tell my guys the future is in their hands,” Kling says. “Be proud of yourselves, your accomplishments and the quality of your work, and your skill will be your reward.”
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“We need to reestablish a trade education in the United States and make it a degree-driven accomplishment,” he says. “If you do a carpentry apprenticeship, which I sponsor through the Department of Labor, you make a four-year commitment of over 8,000 hours of combined class time and on-the-job training to get your certificate of completion through the Connecticut Department of Labor as a journeyman carpenter.”
Kling does a few things to keep his team motivated day to day. “We show them there is room to accelerate and advance in the industry,” he says. “For example, they can go from apprentice and journeyman carpenter to project manager and possibly even going into their own business later down the track.
“I always tell my guys the future is in their hands,” Kling says. “Be proud of yourselves, your accomplishments and the quality of your work, and your skill will be your reward.”
Finding the right people isn’t the only thing a successful business must do — time efficiency is also crucial. Business software like Houzz Pro can make your workflow faster and more efficient. It streamlines almost every facet of running your business and cuts down on the time spent doing pesky admin tasks.
Learn about Houzz Pro all-in-one business software
Right Message, Right Referrals
When it comes to finding top talent to join the team at Hursthouse Landscape Architects and Contractors in Bolingbrook, Illinois, Jeff True, vice president of operations, takes a holistic approach.
“Direct referral from current team members has always been a terrific source for talent that will fit with our culture and desired skill level,” he says. “We encourage our team to stay as connected to the industry as possible, as we’re always on the lookout when someone sharp wants to make a change.
“We position ourselves to be a high-level desired company so when someone is looking for a new role, we’re top of mind,” True says. “Of course, marketing and carefully crafting our message regarding job postings are also crucial.”
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When it comes to finding top talent to join the team at Hursthouse Landscape Architects and Contractors in Bolingbrook, Illinois, Jeff True, vice president of operations, takes a holistic approach.
“Direct referral from current team members has always been a terrific source for talent that will fit with our culture and desired skill level,” he says. “We encourage our team to stay as connected to the industry as possible, as we’re always on the lookout when someone sharp wants to make a change.
“We position ourselves to be a high-level desired company so when someone is looking for a new role, we’re top of mind,” True says. “Of course, marketing and carefully crafting our message regarding job postings are also crucial.”
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As for the traits True and his team look for in a new recruit: “Cultural fit will always be top of the list.
“We also look for people that want to learn and grow and who will thrive within a team environment,” he says. “If a team member is a professional communicator and understands that serving each other is how we best serve our clients, they are Hursthouse material.”
Some skills are harder to find than others, True says. “One is a work ethic of truly caring about the desired result. The balance between an extremely high level of creativity, a terrific communicator and a focused determination to excel at the highest level of client service is a rare find.
“On one hand, I feel it’s getting harder to find special people, as there [seem to] be less people entering the industry,” he says. “On the other hand, people are changing companies more often, so [in some ways] it might be a bit easier. If a company doesn’t take good care of its people, they will have a revolving door — and that’s an opportunity for Hursthouse.
“Our average seniority for team members at Hursthouse is now 13 years, with many over 20, 25 and 30 years,” True says. “We try to have our team sing about how great it is to work at Hursthouse.”
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“We also look for people that want to learn and grow and who will thrive within a team environment,” he says. “If a team member is a professional communicator and understands that serving each other is how we best serve our clients, they are Hursthouse material.”
Some skills are harder to find than others, True says. “One is a work ethic of truly caring about the desired result. The balance between an extremely high level of creativity, a terrific communicator and a focused determination to excel at the highest level of client service is a rare find.
“On one hand, I feel it’s getting harder to find special people, as there [seem to] be less people entering the industry,” he says. “On the other hand, people are changing companies more often, so [in some ways] it might be a bit easier. If a company doesn’t take good care of its people, they will have a revolving door — and that’s an opportunity for Hursthouse.
“Our average seniority for team members at Hursthouse is now 13 years, with many over 20, 25 and 30 years,” True says. “We try to have our team sing about how great it is to work at Hursthouse.”
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Keeping Hursthouse’s dedicated team members happy and engaged with their work starts and ends with treating them right, True says.
“The best way to retain top talent is to provide the canvas for them to work, provide clear goals, recognize and appreciate them and reward them,” he says. “If we teach, train and mentor in a caring way and then call them out when they knock it out of the park, they want more.”
Being quick to forgive on-the-job mistakes is another way True cultivates a positive work environment. “We focus on the fact [that] mistakes are a learning opportunity,” he says.
Decent remuneration matters too, he says. “If a company can pay at the top of the range and bonus well while being at the top of the industry from a profit margin standpoint, it’s certainly easier to keep these fine folks.
“This approach clearly works when we look at how long our team stays at Hursthouse,” True says. “It works when we hear the feedback from our clients and look at the financials of the company. It works when we hear how thankful the families of our team are that they get to come to work with us.”
“The best way to retain top talent is to provide the canvas for them to work, provide clear goals, recognize and appreciate them and reward them,” he says. “If we teach, train and mentor in a caring way and then call them out when they knock it out of the park, they want more.”
Being quick to forgive on-the-job mistakes is another way True cultivates a positive work environment. “We focus on the fact [that] mistakes are a learning opportunity,” he says.
Decent remuneration matters too, he says. “If a company can pay at the top of the range and bonus well while being at the top of the industry from a profit margin standpoint, it’s certainly easier to keep these fine folks.
“This approach clearly works when we look at how long our team stays at Hursthouse,” True says. “It works when we hear the feedback from our clients and look at the financials of the company. It works when we hear how thankful the families of our team are that they get to come to work with us.”
360-Degree Strategy
“Finding and nurturing top talent is foundational to our success at Winn Design + Build,” says Michael Winn, founder and CEO of the McLean, Virginia, firm. “We’ve developed a multifaceted approach to not only identify potential candidates, but also to ensure they remain motivated and committed to our vision of delivering creative design and quality craftsmanship.”
How does he do it? “We leverage a mix of industry networking, partnerships with educational institutions and digital platforms to discover new talent,” Winn says. “Our presence in the industry, bolstered by our reputation and awards, also attracts professionals seeking to work with a leading firm.”
The attributes Winn looks for in a hire? “Beyond technical skills, we prioritize creativity, dedication and a collaborative spirit,” he says. “Our team’s ability to innovate and work seamlessly together underpins our success.
“The challenge [of finding the right people] varies with market dynamics,” Winn says. “However, our proactive engagement with the design and construction community has consistently produced results.”
“Finding and nurturing top talent is foundational to our success at Winn Design + Build,” says Michael Winn, founder and CEO of the McLean, Virginia, firm. “We’ve developed a multifaceted approach to not only identify potential candidates, but also to ensure they remain motivated and committed to our vision of delivering creative design and quality craftsmanship.”
How does he do it? “We leverage a mix of industry networking, partnerships with educational institutions and digital platforms to discover new talent,” Winn says. “Our presence in the industry, bolstered by our reputation and awards, also attracts professionals seeking to work with a leading firm.”
The attributes Winn looks for in a hire? “Beyond technical skills, we prioritize creativity, dedication and a collaborative spirit,” he says. “Our team’s ability to innovate and work seamlessly together underpins our success.
“The challenge [of finding the right people] varies with market dynamics,” Winn says. “However, our proactive engagement with the design and construction community has consistently produced results.”
Certain skills are seeing a surge in demand. “Specialized skills in sustainable design and advanced construction technologies are increasingly in demand, reflecting broader industry trends toward sustainability,” Winn says.
Retaining and motivating top talent are key objectives for Winn. “We focus on career development opportunities and creating a nurturing work environment that values each team member’s contribution,” he says. “This approach has proven effective in keeping our team engaged and motivated.
“Our retention strategies have fostered a culture of loyalty and excellence, which not only benefits our employees, but also enhances our service quality and client satisfaction,” Winn says.
Retaining and motivating top talent are key objectives for Winn. “We focus on career development opportunities and creating a nurturing work environment that values each team member’s contribution,” he says. “This approach has proven effective in keeping our team engaged and motivated.
“Our retention strategies have fostered a culture of loyalty and excellence, which not only benefits our employees, but also enhances our service quality and client satisfaction,” Winn says.
Looking Beyond a Resume
“From the start, Soloway Designs has set one of its goals to create and grow an exciting professional work environment,” says Marc Soloway, architect, founder and principal at Soloway Designs in Tucson, Arizona. “The atmosphere is light, but quality work is produced, deadlines are met and client satisfaction is at the forefront. Our office is a giant family, and as we grow, and during interviews, we endeavor to make sure each new hire will be a good fit.”
Soloway describes reviewing hundreds of resumes to source a new employee. He says the company is seeking “a personality that fits with our team. A quality work ethic, knowledge of what the position requires, desire for further growth are a few of the critical success factors for a potential new employee.”
To find these attributes, Soloway looks beyond what’s written on the page in front of him. “Resumes offer only a glimpse of a potential candidate,” he says.
“The resume and the candidate all too often are not a close fit. For example, a great project in the presented portfolio may indeed be commendable, but deeper discussion may question just how much the candidate actually understands and had uniquely contributed.
“During in-house interviews, we look beyond stated assignments and accomplishments,” Soloway says. “Discussion issues include: Tell me about a particular challenge and how you worked it out. What frustrates you most in the work environment? What are your primary professional growth goals for the coming year? And where do you see yourself in five years?”
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“From the start, Soloway Designs has set one of its goals to create and grow an exciting professional work environment,” says Marc Soloway, architect, founder and principal at Soloway Designs in Tucson, Arizona. “The atmosphere is light, but quality work is produced, deadlines are met and client satisfaction is at the forefront. Our office is a giant family, and as we grow, and during interviews, we endeavor to make sure each new hire will be a good fit.”
Soloway describes reviewing hundreds of resumes to source a new employee. He says the company is seeking “a personality that fits with our team. A quality work ethic, knowledge of what the position requires, desire for further growth are a few of the critical success factors for a potential new employee.”
To find these attributes, Soloway looks beyond what’s written on the page in front of him. “Resumes offer only a glimpse of a potential candidate,” he says.
“The resume and the candidate all too often are not a close fit. For example, a great project in the presented portfolio may indeed be commendable, but deeper discussion may question just how much the candidate actually understands and had uniquely contributed.
“During in-house interviews, we look beyond stated assignments and accomplishments,” Soloway says. “Discussion issues include: Tell me about a particular challenge and how you worked it out. What frustrates you most in the work environment? What are your primary professional growth goals for the coming year? And where do you see yourself in five years?”
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As for a skill that’s increasingly hard to find, Soloway says it’s “the ability to translate vision into design.” And it’s one that’s crucial to his firm’s operations. “As a practice, our primary focus is to understand a client’s vision for their new home and translate that into sketches, virtual walk-throughs and final design documentation.”
You can help clients visualize their planned home with Houzz Pro Mood Boards and 3D Floor Plans. You can also share photos, files, estimates, proposals and more with clients through Houzz Pro.
“We keep our team happy and engaged by maintaining an enjoyable, professionally challenging and rewarding work environment, with pay scales that reflect accomplishments,” Soloway says. “We offer praise with task progress and constructive advice when improvement is needed.
“Above and beyond, respect for each other is paramount,” he says. “It’s how people want and should be treated — and, by the same token, how I want and should be treated.”
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You can help clients visualize their planned home with Houzz Pro Mood Boards and 3D Floor Plans. You can also share photos, files, estimates, proposals and more with clients through Houzz Pro.
“We keep our team happy and engaged by maintaining an enjoyable, professionally challenging and rewarding work environment, with pay scales that reflect accomplishments,” Soloway says. “We offer praise with task progress and constructive advice when improvement is needed.
“Above and beyond, respect for each other is paramount,” he says. “It’s how people want and should be treated — and, by the same token, how I want and should be treated.”
Learn how Houzz Pro software can help you manage projects and communicate with clients
Meticulous Talent Selection
“We try and get people through word of mouth, and we go through a thorough vetting process before hiring or adding anyone to our team,” says Evan Ezra, owner of OC Builders Group in Santa Ana, California.
“The traits we look for in a person are detail-oriented, punctual, organized, courteous, a team player and a people person.
“It’s getting harder to find good people, because they are either taken already or they start on their own. Honesty and loyalty are two traits that are becoming [particularly] tough to find,” he says.
As for how Ezra keeps his team members motivated on the job: “We offer a company vehicle, bonus incentives and benefits,” he says. “They get rewarded accordingly as the company grows.”
Tell us: How do you find the right person to join your team — and keep your top talent happy in their roles? Please tell us in the Comments.
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“We try and get people through word of mouth, and we go through a thorough vetting process before hiring or adding anyone to our team,” says Evan Ezra, owner of OC Builders Group in Santa Ana, California.
“The traits we look for in a person are detail-oriented, punctual, organized, courteous, a team player and a people person.
“It’s getting harder to find good people, because they are either taken already or they start on their own. Honesty and loyalty are two traits that are becoming [particularly] tough to find,” he says.
As for how Ezra keeps his team members motivated on the job: “We offer a company vehicle, bonus incentives and benefits,” he says. “They get rewarded accordingly as the company grows.”
Tell us: How do you find the right person to join your team — and keep your top talent happy in their roles? Please tell us in the Comments.
More for Pros on Houzz
Read more stories for pros
Browse millions of photos for inspiration
Learn about Houzz Pro software
Talk with your peers in the Houzz Pro Forum
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For Keith J Kling, president and CEO of Kling Brothers Builders in Newtown, Connecticut, a time-tested recruitment method tops them all. “When it comes to sourcing new talent, we do it the old-fashioned way: word of mouth.
“We are a family-owned-and-operated business, so we ask the people we work closely with to see who would like to work with us,” Kling says. “Being a third-generation company with over 60 years’ experience and a solid reputation in the industry, new roles tend to naturally generate interest.”
In terms of the qualities Kling looks for in a hire, he says, “Someone with a passion for working in our industry as a career path and not just for a short stint until they find something easier or, in their mind, better.”
It’s easy to understand why. “I invest time, money and education in [new recruits] to make them proud of the skills and feel like a part of the Kling Brothers Builders brand,” Kling says.