How to Interview Well – Tips & Thoughts for Construction Professionals

Interviewing with Intention

In the construction space, an interview isn’t just about proving your technical skills (reading plans, knowledge of the trades, etc), though it is not less than that—it’s about mutually discovering the alignment of values in your professional and personal life with a company. Builders, supers, project managers, and EAs aren’t hired just for what they know, but for how well they fit and align with a company's values.
“Ultimately, trust is not built on technical expertise alone, but on a combination of credibility, reliability, and intimacy.” (Paraphrased, The Trusted Advisor by David H. Maister, Charles H. Green, and Robert M. Galford)

Good companies care about the people that they hire in not just their skills but their attitudes and goals. Similarly, you as a candidate are hopefully not just looking for a company to plug in and work, but to be proud to represent and to love the people and the culture, and the projects that you are working on.  

This is a people-first industry. Chemistry matters. Reliability matters. And your ability to walk through the door ready to support a team under pressure is the differentiator.

What Hiring Leaders in Construction Look For:

  • Operational Awareness: Show you understand how jobs actually flow—budgeting, timelines, inspections, subs, and client needs.

  • Ownership Mentality: Construction firms value people who run their lane with minimal supervision. Share examples of when you’ve taken initiative.

  • Situational Awareness: Do you understand what’s going on around you? Can you anticipate bottlenecks and communicate effectively when issues arise?

  • Culture Fit: Every construction company is a bit different, and learning the ethos and culture of each firm is a process. Do you align with them and do they align with you?  Can you meet the standards of excellence or communication, etc that they are looking for?  Will you enjoy doing so?  

Commonly Asked Interview Questions:

  • Walk me through a project from start to finish. What was your role at each phase?

  • How do you handle conflicts with subs, clients, or internal teams?

  • Tell me about a time you had to adjust quickly when plans changed.

  • What sort of projects have you done? What were the budgets? Complexities? How did you contribute or lead? 

How to Show Up:

  • Be Real. Don’t oversell—convey what you can do and where you’re still growing. This is actually something most people respect in candidates - knowing their weaknesses and areas they are growing.  

  • Be Curious. Ask questions about the company’s build process, team structure, or software stack. Being curious expresses a level of interest, but it also (if done well) really communicates knowledge in the industry. Ask good questions. 

  • Be Specific. Use real professional examples. Talk about permit delays, budget pivots, or how you keep a project moving, what budgeting work you did, etc. Telling a story communicates a lot more than one thing about yourself, your organization, your values, and how you deal with people. It's much more effective than saying things like “I'm excellent at reading plans…” 

Lastly, it's not a new thing, but again, Reminders are a lifeline to success. Make the conversation two-way. Ask the other person questions. How do they operate, run projects, and run a team? This will really help you in deciding if this is a good fit for you or not, and that is important; this is just as much about you as a candidate determining fit and alignment as it is the company. 

Things to Look For & Ask:

  • Leadership Style: How does the owner or project exec communicate when things go sideways? Is there clarity or chaos?

  • Team Dynamics: What does collaboration look like here? Is there mutual respect across field and office roles?

  • Pace & Process: Is the environment organized or reactive? What systems are in place to support execution?

  • Values in Action: Are craftsmanship, accountability, and honesty just buzzwords—or real parts of how the company operates?

  • Other: Project sizes? Project process? Budgets? Who does what on their team? Etc. 

Key Takeaways: Interviewing Well in Construction

  • It’s Mutual: You’re not just being evaluated—you’re evaluating them too.

  • Show Alignment: Match your values, goals, and working style with the company culture.

  • Be Specific: Use jobsite stories to highlight your contribution, thinking, and leadership.

  • Own Your Growth: Be honest about where you’re strong and where you’re still learning.

  • Ask Thoughtful Questions: It shows depth and helps you gauge fit.

  • Watch for Red Flags: Disorganization, unclear leadership, or lack of respect across teams are worth noting.

  • Look for Clarity + Chemistry: Skills matter—but chemistry and communication matter more.

Interviews aren’t about perfection—they’re about clarity, connection, and fit.

If you might be intersted in hearing about great companies and opportunities near you—
Let me know. I am here to listen and help however I can.

Gabriel Johnson
Executive Construction Recruiter | Artisan Recruiting
(763) 244-2722
Gabriel@artisan-recruiting.com