The right leader can transform a division’s performance. Finding that person takes more than identifying qualified candidates. It takes a search partner who understands homebuilding and what makes its leaders successful.
Homebuilding Expertise
Understands how homebuilding divisions operate and what drives performance.
Access to Passive Talent
Reaches proven leaders who aren’t actively searching for their next opportunity.
Leadership Evaluation
Looks beyond resumes to assess execution, judgment, and organizational fit.
WHAT TO LOOK FOR
What to Look for in a Homebuilding Executive Search Firm
Not all executive search firms approach homebuilding the same way. When evaluating potential partners, look beyond the number of candidates they can present. The more important question is whether they understand the position, the market, and what success will require.
01
Direct Homebuilding Experience
Has the firm worked inside residential homebuilding, or does its experience come primarily from recruiting for the broader construction and real estate industries?
02
Access to Passive Candidates
Can the recruiter engage proven leaders who are already performing successfully at other builders, even when those individuals are not actively looking?
03
Understanding of Division Operations
Does the firm understand how land, construction, purchasing, finance, and sales influence one another, particularly when evaluating senior leadership candidates?
04
Market-Specific Knowledge
Does the recruiter understand the competitive landscape, compensation expectations, and leadership talent available in your particular market?
05
Relevant Leadership Search Experience
Has the firm successfully recruited for comparable positions, such as Division Presidents, Vice Presidents, and functional directors within homebuilding?
The strongest homebuilding search partner brings together industry experience, access to the right people, and the judgment to recognize who can succeed in your organization.
There’s a difference between recruiting for homebuilders and having worked inside one. Firsthand experience provides perspective on how divisions operate, how executives make decisions, and what separates effective leaders from impressive resumes.
Nine Years Inside PulteGroup
Before founding MatchBuilt, Mark Matyanowski spent nine years with PulteGroup in sales leadership, including leading sales for the Atlanta division, where the team delivered approximately 2,000 homes annually.
That experience informs how we evaluate executives today. We understand the decisions they face, the teams they lead, and the challenges that come with running a successful homebuilding operation.
Hundreds of Operations Meetings
Direct exposure to division operations and collaboration across land, construction, sales, and other leadership functions.
Sales and Regional Training Experience
Stacy Matyanowski also brings firsthand homebuilding experience in sales and regional training, adding another perspective on leadership and organizational performance.
Focused on Homebuilding Since 2005
MatchBuilt has spent more than two decades recruiting leadership talent specifically for residential homebuilders.
BEYOND THE RESUME
Two Strong Resumes. Two Very Different Leaders.
Leadership candidates can look remarkably similar on paper. They may have comparable titles, years of experience, and track records with respected homebuilders.
The differences often become clear only when the conversation moves beyond the resume.
CANDIDATE A
Functional Experience
Strong results within a specific department
Detailed knowledge of individual responsibilities
Focuses heavily on reporting, metrics, and processes
Limited examples of cross-functional leadership
CANDIDATE B
Broader Division Leadership
Connects decisions across departments
Understands the relationship between land, construction, sales, and finance
Demonstrates how teams work together to improve performance
Provides examples of accountability across multiple functions
Neither leadership profile is automatically right or wrong. A strong functional leader may be exactly what a builder needs.
But when hiring a Division President or another executive responsible for multiple departments, the distinction becomes particularly important.
The title tells you what someone did. The right questions reveal how they led.
This is where industry-specific search experience makes a difference. Knowing which questions to ask, how to interpret the answers, and what success requires in a particular role helps identify candidates who fit the business, not just the job description.
COMMON MISTAKES
Four Mistakes to Avoid When Choosing a Search Firm
Even experienced homebuilders can overlook important factors when selecting a recruiting partner. These four mistakes can lead to a weaker candidate pool, longer searches, or leadership hires that don’t meet expectations.
01
Choosing a Generalist Firm
A recruiter may understand executive search without understanding homebuilding. Industry specialization matters when evaluating leadership experience, market differences, and the demands of specific positions.
02
Prioritizing Speed Over Fit
A short candidate list delivered quickly has little value if the people on it aren’t right for the position. For critical leadership hires, candidate quality and alignment should take priority.
03
Relying Too Heavily on Resumes
Similar titles don’t always translate into similar capabilities. Evaluating how executives have led teams, solved problems, and delivered results often reveals much more than their career history.
04
Starting Without Internal Alignment
Before launching a search, decision-makers should agree on the role’s responsibilities, performance expectations, compensation, and leadership profile. Misalignment creates unnecessary delays and confusion.
The best searches begin with a clear understanding of the business need and a shared definition of what the right hire looks like.
ROLES WE RECRUIT
Leadership Search Across Every Homebuilding Discipline
Different leadership roles require different skills, experience, and measures of success. MatchBuilt conducts searches across the major functions of residential homebuilding, from division leadership to specialized land, construction, sales, and finance positions.
Executive Leadership
Division Presidents, Regional Presidents, COOs, CFOs, and other senior executives who lead homebuilding organizations.
Competitive compensation is an important part of attracting experienced leadership talent. Our 2026 Homebuilding Compensation Report draws on actual placements and accepted offers to help builders evaluate salary and bonus expectations across key positions.
What should a homebuilder look for in an executive search firm?
Look for direct experience recruiting within residential homebuilding, access to passive executive talent, knowledge of your market, and a track record with comparable leadership positions. Just as important is the firm’s ability to understand how the role contributes to the builder’s operational and financial goals.
Should we use a retained or contingency executive search?
Both approaches can be effective depending on the position and hiring circumstances. Retained searches typically involve an exclusive engagement and fees paid in stages, while contingency searches generally charge when a candidate is successfully hired. For critical leadership positions, consider the search firm’s commitment, recruiting strategy, accountability, and ability to reach candidates who aren’t actively looking.
How much does homebuilding executive search cost?
Search fees are based on the placed candidate’s first-year compensation. Retained searches are typically paid in installments across the search, while contingency fees are due when the candidate starts. The exact structure should be spelled out in the engagement letter before the search begins, including what happens if the placement does not work out.
How long does a homebuilding executive search take?
Timelines vary depending on the seniority of the position, location, compensation, candidate availability, and the speed of the interview process. A Division President or specialized land leadership search may require a more extensive candidate identification and evaluation process than a position with a broader talent pool. Establishing clear expectations at the outset helps avoid unnecessary delays.
What questions should we ask an executive search firm before hiring one?
Ask about the firm’s experience with comparable homebuilding positions, how it identifies passive candidates, its knowledge of your market, its candidate evaluation process, and how it communicates throughout a search. Also discuss fees, timelines, confidentiality, and who will personally manage the assignment.
START A CONVERSATION
Let’s Talk About Your Next Leadership Hire
Whether you’re replacing a key executive, building out a leadership team, or planning a confidential search, we’d welcome the opportunity to learn more about your needs.
Tell us about the position and the challenges you’re trying to solve.
