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only 32 percent of firms reported having a recruiting/HR budget. Firms have not made a significant increase in recruiting/ HR spending over the last five years, some of which can be explained by the increase in the smart use of social media to develop brand recognition and relationships with potential candidates. Why are firms not spending more to solve their No. 1 reported issue with the lack of available talent in the marketplace? TZL: Your job demands that you fly across the country to meet potential clients for a proposal, or to meet a new client for a kickoff meeting. What is your go-to icebreaker when engaging a client face-to-face for the first time? CC: Our airport in Northwest Arkansas often has me catching some odd- hour flights, so I normally arrive the evening before our meeting and depart immediately after we wrap things up the next day. Arriving the evening before always gives me a chance to meet up with the client for a casual dinner or drink on neutral turf. If I can’t connect with the client during that first evening, I usually spend it exploring some of the areas surrounding the office and gathering some ice-breaker type talking points. “You have to show up ready to work every day in the AEC industry, and in life in general. If you don’t, someone else will and the ball will roll on without you.” TZL: Before coming to Zweig Group, you worked in insurance. How does that experience inform your current role as director of executive search? CC: My previous role in the insurance industry had me ready for literally anything at all hours of the day. Claims, crashes, leaks, thefts, fires, and financial issues – you name it and I worked with someone through it. I’ve found that executive search demands carrying a very similar mindset. It could be a candidate having a change of heart in the last hour or a client disappearing from communication altogether while they are on vacation for two weeks. You have to be ready to react to anything and not get thrown off your game. See FINDING NEEDLES IN THE HAYSTACK, page 8

Principals, Partners, & Owners Survey of AEC Firms has some pretty shocking stats on the lack of diversity across its leadership ranks. Ninety percent of principals are white, 83 percent are male, and only 58 percent of male principals feel there is a problem with a lack of diversity amongst principals in the industry. Seventy percent of our executive search hires in the last two years have been women, and I am proud of that. “Almost every AEC firm is struggling to find talent on all levels. We have worked with firms to find and attract entry- level positions all the way to working with a board of directors through the transition from one CEO to the next.” TZL:You wear several hats at Zweig Group. How do you switch from one role to the other during the day, through the week, and throughout the year? CC: Wearing multiple hats at work is certainly not preferred for everyone, but the ones who can get it done usually have the personality to match. I really want to show up to work every day and help people no matter what they need. It’s tough to balance some of the external client needs with internal demands, but that is where being on a great team comes into play. TZL: As Zweig Group’s director of executive search, you are chest deep in the talent wars. Good people are hard to find. In the event of an economic downturn, and a subsequent easing in the labor market, what would be the opportunity for AEC firms? CC: The opportunity is going to be tremendous for the firms that are ready for a downtown. Firms will start to see their biggest need – mid- level, professionally licensed project managers – start to become available again. Firms of all sizes will begin to enter an increasingly attractive M&A market, which will often produce large talent fallout. However, firms cannot be successful if they do not begin to invest more time and effort into their recruiting, retention, and marketing efforts. According to Zweig Group’s 2019 Policies, Procedures, & Benefits Survey ,

SPOUSE AND FAMILY: Married my beautiful best friend in May of last year! FOOD/DRINK: If you know me well, you know I’m a slice of pizza and beer type of guy. MOVIE: It’s tough to choose just one but I am a big-time movie buff. My father worked for an international electronics company growing up so we always had some of the latest and greatest in-home entertainment in our living room. Do you remember LaserDisc? We have a huge collection! BOOK: I have the pleasure of meeting with well-read and thoughtful professionals in executive search and I always try to ask what they are reading. Someone recently recommended taking in as much Emerson one can so I have been glued to his complete works for a few weeks. TRAVEL: Wish I could do more of it! I recently visited Milwaukee and have put it back on my list of cities to explore. PET: Oliver is my No. 1 dude, but we also have a cat named Garfield. Not surprisingly, he’s a huge a#@hole. HOBBY: Just living life as it comes at me! Chad Coldiron can be reached at ccoldiron@zweiggroup.com.

nuary 6, 2020, ISSUE 1326

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