Is your hiring strategy keeping pace with today’s construction talent market?

The U.S. construction market entered 2026 with a stable, experienced workforce. But how sustainable is that stability over time? Low mobility, limited new talent, and evolving expectations are reshaping how general contractors, developers, and owners attract and retain experienced professionals across key roles.

Mobility context

Actively looking for a new role

19 %

Still monitoring the market

11 %

Not open, but monitoring the market

70 %

How sustainable is today’s construction workforce?

Experienced teams are strong. But are they becoming harder to move and replace?

If professionals are not actively looking, what would make them consider a move? And how prepared is your business if they do?

Who makes up the construction workforce

9 %

aged 20–29

39 %

aged 40–49

30 %

aged 50–64

Is your workforce pipeline built for immediate hiring needs or long-term growth?

INSIGHT

Workforce skewed toward more experienced age groups (strong 40–64 presence). Only 9% of the workforce is aged 20–29.

Beyond salary, what is influencing construction talent decisions?

The market feels stable. That does not mean professionals are not open to change. Salary attracts talent. But what else is shaping decisions for project managers, superintendents and estimators?