EXECUTIVE SEARCH · AEC
EXECUTIVE SEARCH · AEC
The Right Hire Changes Everything
The Right Hire Changes Everything
The Right Hire Changes Everything
For developers, infrastructure, and AEC leadership.
For developers, infrastructure, and AEC leadership.
For developers, infrastructure, and AEC leadership.
Built for the Hires
That Matter Most.
Built for the Hires
That Matter Most.
Built for the Hires
That Matter Most.
For roles where the right candidate isn’t actively looking.
For roles where the right candidate isn’t actively looking.
For roles where the right candidate isn’t actively looking.
1. Pressure-Test the Role — Before I agree to take on a search, I need to understand what this hire actually solves at 90 days and at one year. If the role isn’t well-defined yet, we’ll get it there together.
2. Engage Passive Talent — The candidates who move the needle aren’t on job boards. I identify and engage high-performers who are succeeding where they are — and who evaluate opportunities carefully.
3. Validate Execution, Not Just Experience — Résumés tell me where someone has been. Backchannel references tell me how they actually performed. That’s what I vet for.
4. Stand Behind the Hire — I offer extended guarantees because I only represent candidates I’m confident will succeed. If I’m not confident, I don’t present them.
1. Pressure-Test the Role — Before I agree to take on a search, I need to understand what this hire actually solves at 90 days and at one year. If the role isn’t well-defined yet, we’ll get it there together.
2. Engage Passive Talent — The candidates who move the needle aren’t on job boards. I identify and engage high-performers who are succeeding where they are — and who evaluate opportunities carefully.
3. Validate Execution, Not Just Experience — Résumés tell me where someone has been. Backchannel references tell me how they actually performed. That’s what I vet for.
4. Stand Behind the Hire — I offer extended guarantees because I only represent candidates I’m confident will succeed. If I’m not confident, I don’t present them.
1. Pressure-Test the Role — Before I agree to take on a search, I need to understand what this hire actually solves at 90 days and at one year. If the role isn’t well-defined yet, we’ll get it there together.
2. Engage Passive Talent — The candidates who move the needle aren’t on job boards. I identify and engage high-performers who are succeeding where they are — and who evaluate opportunities carefully.
3. Validate Execution, Not Just Experience — Résumés tell me where someone has been. Backchannel references tell me how they actually performed. That’s what I vet for.
4. Stand Behind the Hire — I offer extended guarantees because I only represent candidates I’m confident will succeed. If I’m not confident, I don’t present them.
CORE VALUES
A Higher Standard of Search.
A Higher Standard of Search.
A Higher Standard of Search.
Built for the Long View
I don’t chase transactions. I focus on hires that hold up years later — leaders who can grow with the organization and withstand change.
Built for the Long View
I don’t chase transactions. I focus on hires that hold up years later — leaders who can grow with the organization and withstand change.
Access to Passive Talent
The leaders who move markets rarely apply. They're performing where they are — and they don't move unless the opportunity is right.
Access to Passive Talent
The people who move the needle aren't on job boards. They're performing where they are — and they don't move unless the opportunity is right.
Access to Passive Talent
The leaders who move markets rarely apply. They're performing where they are — and they don't move unless the opportunity is right.
Complete Confidentiality
Every search is handled with absolute discretion. Your strategy, reputation, and candidate relationships are protected throughout the process.
Complete Confidentiality
Every search is handled with absolute discretion. Your strategy, reputation, and candidate relationships are protected throughout the process.
Your Strategic Partner
for Critical Hires.
Your Strategic Partner
for Critical Hires.
My approach was shaped by the U.S. Army — mission clarity, disciplined execution, and accountability for outcomes. Today, I apply that mindset to technical and leadership hiring across the built environment. I partner with developers, owner-operators, and infrastructure companies when the role is pivotal and the cost of a miss is high. I’m intentional about the searches I take on — fewer engagements, deeper focus, better outcomes.
For candidates, I represent opportunities that aren’t advertised — and I protect your confidentiality throughout.
Silvia Martinez, Founding Partner
TRUSTED BY
TRUSTED BY
What Clients Say
What Clients Say
What Clients Say
“Silvia is a true subject-matter expert who deploys the latest technology to achieve wins for both employers and candidates. She is relentless, forthright, and operates with high integrity. I recommend her without reservation.”
“Silvia is a true subject-matter expert who deploys the latest technology to achieve wins for both employers and candidates. She is relentless, forthright, and operates with high integrity. I recommend her without reservation.”
“Silvia is a true subject-matter expert who deploys the latest technology to achieve wins for both employers and candidates. She is relentless, forthright, and operates with high integrity. I recommend her without reservation.”
RANDY JOHNSON, MBA · CHIEF OPERATING OFFICER, HILLER PLUMBING, HEATING, COOLING & ELECTRICAL
RANDY JOHNSON, MBA · CHIEF OPERATING OFFICER, HILLER PLUMBING, HEATING, COOLING & ELECTRICAL
RANDY JOHNSON, MBA · CHIEF OPERATING OFFICER, HILLER PLUMBING, HEATING, COOLING & ELECTRICAL
“Silvia is an excellent recruiter — professional and thorough. She follows up with both client and candidate, and I would highly recommend her for your search.”
“Silvia is an excellent recruiter — professional and thorough. She follows up with both client and candidate, and I would highly recommend her for your search.”
TAYSIR YASSIEN · PRINCIPAL CIVIL ENGINEER, ZACHRY
TAYSIR YASSIEN · PRINCIPAL CIVIL ENGINEER, ZACHRY
“Silvia’s work ethic and responsiveness are parallel to none. Her dedication to her clients goes well above and beyond what I’ve experienced from other recruiters. She loves what she does and it shows.”
“Silvia’s work ethic and responsiveness are parallel to none. Her dedication to her clients goes well above and beyond what I’ve experienced from other recruiters. She loves what she does and it shows.”
KRISTOF DEVASTEY, P.E., PTOE, PTP · SENIOR ASSOCIATE, FEHR & PEERS
KRISTOF DEVASTEY, P.E., PTOE, PTP · SENIOR ASSOCIATE, FEHR & PEERS
Let’s See If There’s a Fit
Whether you’re making a critical hire or exploring your next move, the best outcomes start with a real conversation. No pitch, no pressure — just an honest discussion to see if my approach is the right fit for your situation.
Let’s See If There’s a Fit
Whether you’re making a critical hire or exploring your next move, the best outcomes start with a real conversation. No pitch, no pressure — just an honest discussion to see if my approach is the right fit for your situation.
Let’s See If There’s a Fit
Whether you’re making a critical hire or exploring your next move, the best outcomes start with a real conversation. No pitch, no pressure — just an honest discussion to see if my approach is the right fit for your situation.