Last updated: August 13, 2026
Construction is a dynamic world where talent is not only based on skills but also strategic fit and logistical viability. This was the problem faced by a major construction company located in a remote part of North America — a firm whose contributions to infrastructure and development projects across the continent are well known. As the company entered its next growth phase, the Chief Operating Officer position became essential: it needed not just an operationally capable executive, but one with the pioneering spirit and community integration capacity that remote-location leadership demands. Learn more about our executive search practice.
Search Profile at a Glance
| Search dimension | Specific requirement |
|---|---|
| Role | Chief Operating Officer — major construction firm, remote North American location |
| Key constraint | Geographic remoteness severely limiting conventional recruitment pool; public entity governance requirements |
| Search strategy | Two-pronged: targeted domestic + international search accessing candidates outside the country eligible for the public entity framework |
| Outcome | Seasoned construction executive placed successfully — integrated into firm and community, measurable operational improvements delivered |
Background
Construction is a dynamic world where talent is not only based on skills but also on strategic fit and logistical viability. This was the problem faced by a famous construction company located in a remote part of North America, whose contributions to infrastructural and development projects across the continent are well known. The COO position became necessary as the company entered its next growth phase — requiring an individual who could see far ahead and was capable of dealing with complex issues associated with life and leadership in a remote area.
The Challenge of Executive Search in Big Firms in North America
The remote location significantly impacted the ability to attract qualified candidates for the COO position. Despite the appealing compensation and the company’s reputable status, geographical remoteness limited the pool of potential candidates. The role demanded a candidate who not only had a comprehensive understanding of the construction sector but also possessed strong leadership qualities and a pioneering spirit ready to embrace and advance the company’s objectives in a remote setting.
Public Entity Requirements and Cultural Integration: Given that the client was a public entity, there were additional layers of complexity in the recruitment process. The public nature of the entity required the COO to maintain a high standard of ethical conduct and transparency, aligning with the scrutiny public officials often face. This necessitated a meticulous vetting process to ensure the candidate’s values and behaviour were in strict conformity with public service ethics and the entity’s governance standards. Moreover, the ability to integrate into the local community while upholding and promoting these standards was crucial for fostering trust and a positive organisational culture within the public sector framework.
Collaborating with Zavala Civitas Executive Search
The construction firm had tried several times to fill this position using conventional hiring methods until approaching Zavala Civitas. They chose Zavala Civitas because of its famed tailor-made hiring approach, deep knowledge of the construction sector, and proven track record of placing candidates in challenging locations.
The Process: Zavala Civitas performed a thorough needs assessment working closely with the client organisation to understand both the technical demands of the COO role and the cultural nuances associated with it. The search strategy was two-pronged:
Targeted Search: Using their extensive network of contacts in the construction industry, Zavala Civitas identified potential candidates with previous experience who had demonstrated a willingness to relocate as their career demands. The search was not limited to local candidates; Zavala Civitas expanded its efforts internationally, seeking candidates outside the country who were eligible and able to work within the public entity’s framework — ensuring a diverse pool that enhanced the likelihood of finding the right combination of experience, adaptability, and commitment.
Attraction Strategy: Recognising that location could inhibit candidates from applying, Zavala Civitas created an attractive narrative around the opportunity — underlining the unique lifestyle benefits of living in remote areas, care for employee wellbeing, and opportunities for professional growth at a genuinely strategic level that equivalent urban positions rarely provide.
Results and Outcome
The search yielded a seasoned construction executive who had been in top managerial positions within the industry. Drawn by the company’s visionary projects, the opportunity to influence a growing community tangibly, and the thorough support during the transition process — the candidate integrated easily into both the firm and its surroundings, bringing about considerable improvements across all operations. The case demonstrated Zavala Civitas’s success in using a tailored approach to executive search where conventional methods had repeatedly failed.
Reflections and Future Implications for Executives in Construction
This case highlights the need to understand the nuances of each executive search — particularly when logistical issues like location are involved. The situation demonstrates the importance of niche staffing knowledge in the current corporate world: for a construction firm, finding their new COO has not only strengthened their operations but also reminded them about the significance of strategic alliances as a way of resolving recruitment problems that generic approaches cannot solve.
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Written by José Carlos Hassan Suárez, Partner, Zavala Civitas — based in Toronto.
Frequently Asked Questions: Remote Location COO Executive Search in Construction
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