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Here’s something I’ve noticed: the best facility managers aren’t just good at keeping buildings running. They’re the ones who can look at a renovation proposal and actually know what they’re reading. They speak contractor. They understand what goes into a wall before the drywall goes up.
And honestly? Those people are gold.
But finding them isn’t as simple as posting a job and waiting for applications to roll in. You’ve got to know where to look, what to ask, and how to make your opportunity stand out to someone who probably has their pick of roles right now.
Why Construction Background Matters (More Than You Think)
Look, anyone can manage a building once it’s built. But when something goes wrong—or when you’re planning a major renovation—that’s when the construction knowledge becomes invaluable.
Think about it this way: a facility manager with construction experience can walk through a space and see what’s possible. They know if that wall is load-bearing. They can tell when a contractor’s bid is padded or when it’s suspiciously low. They speak the same language as your construction teams, which means less miscommunication, fewer delays, and way fewer budget surprises.
“The intersection of construction knowledge and facilities management creates a powerful skill set that’s increasingly sought after in today’s market,” says Linn Atiyeh, CEO at Bemana, a facilities management recruiter. “These professionals can bridge the gap between operational needs and capital improvements, making them invaluable assets to organizations.”
It’s that bridge thing that matters. Most organizations have people who understand operations and people who understand construction. Finding someone who genuinely gets both? That’s rare. And worth the effort.
Writing a Job Description That Actually Attracts Them
Here’s where a lot of companies mess up. They write generic job descriptions that could apply to any facility manager role, then wonder why they’re not getting candidates with construction chops.
You’ve got to be specific. Really specific.
Don’t just say “construction experience preferred.” Say exactly what you need: Can they read blueprints? Do they understand building codes? Have they managed renovation projects from start to finish? Do they know the difference between different construction methodologies and when each makes sense?
And here’s the key—explain why you need this expertise. Are you about to renovate three floors? Expanding your facility footprint? Managing ongoing capital projects? Tell them. Construction people want to know their skills will actually be used, not just noted on their résumé.
The job description should paint a picture of what they’ll actually be doing—facility assessments, space planning, managing contractors, developing budgets for capital improvements. Make it concrete. Make it real.
Where to Actually Find These People
If you’re only looking in traditional facilities management circles, you’re missing half the talent pool.
The best candidates for this hybrid role are often hanging out in construction industry spaces—trade organizations, construction management associations, LinkedIn groups focused on building and construction, and industry-specific job boards that construction pros actually check.
“We often find the best candidates at the intersection of industries,” Atiyeh explained. “Construction project managers, site supervisors, and construction coordinators often possess the exact competencies that translate well into facilities management roles.”
Think about it—a construction project manager who’s tired of moving from site to site every few years? They might love the idea of applying their expertise in a stable facility management role. A site supervisor who wants more strategic involvement? Perfect fit.
Also, don’t sleep on educational programs. Schools offering dual programs in construction management and facilities management are producing graduates specifically trained for this kind of role. They’re ready to go from day one.
How to Interview Someone Who Knows Their Stuff
Standard interview questions won’t cut it here. You need to actually test their construction knowledge, not just take their word for it.
Give them scenarios. “We’re planning a renovation that requires partial demolition of interior walls. Walk me through how you’d evaluate the structural implications and manage this project.” See how they think. Do they ask about load-bearing walls? Do they mention permits and code compliance? Do they think about phasing to minimize operational disruption?
You could even bring actual construction documents to the interview. Let them review plans or proposals. Ask them to explain what they’re seeing. You’ll know pretty quickly if they really know construction or if it’s just on their résumé.
“During interviews, we look for candidates who can speak fluently about both the operational aspects of facilities management and the technical details of construction projects,” Atiyeh shared. “The ability to seamlessly integrate these two knowledge areas is what distinguishes exceptional candidates.”
But don’t forget the soft skills. These people need to talk to everyone—construction crews, vendors, executives, the people who work in your buildings. Communication skills matter. A lot. So does problem-solving ability and attention to detail. Make sure you’re assessing the whole package.
Showing Them a Path Forward
Many construction professionals are eyeing facility management roles for good reason. It’s more stable than moving from jobsite to jobsite. But they don’t want to feel like they’re leaving their hard-earned expertise behind.
Show them how they’ll grow. Will they be involved in strategic planning? Leading sustainability initiatives? Overseeing enterprise-wide optimization projects? Make it clear that this isn’t just about keeping lights on—it’s about using their construction knowledge to make real business impact.
“Construction professionals are often looking for roles that offer broader business exposure and strategic impact,” noted Atiyeh. “Facilities management positions that emphasize construction oversight provide an excellent pathway for career advancement while utilizing their hard-earned technical skills.”
Maybe it’s just me, but I think this matters more than we realize. Nobody wants to feel like their previous career was just a stepping stone. They want to know their construction experience will be valued and actually used.
Pay Them What They’re Worth
Let’s be honest about this—facility managers with strong construction backgrounds command higher salaries than those without. And they should.
They’re bringing a specialized skill set that saves you money in the long run: fewer construction mistakes, better vendor negotiations, and more accurate project budgets. That’s worth paying for upfront.
Beyond base salary, think about performance bonuses tied to project outcomes. And support their ongoing development—certifications in both facilities management and construction-related areas, memberships in professional associations, continuing education. This shows you’re invested in them for the long haul.
Building Your Reputation as the Place to Work
Word gets around in industries like this. Construction people talk to each other. Facility managers talk to each other. And they definitely talk about which organizations actually value technical expertise versus which ones just pay lip service to it.
Showcase your facility projects. Talk about how construction expertise has driven results at your organization. Make it clear that you don’t just want someone with construction knowledge—you want someone who’ll lead significant projects and make decisions that matter.
“Candidates with construction backgrounds want to see that their technical skills will be respected and utilized,” Atiyeh emphasized. “Organizations that can demonstrate a track record of empowering facility managers to lead significant construction and renovation projects will have a competitive advantage in recruitment.”
It’s kind of like dating, honestly. You’ve got to show you’re worth their time before they’ll take you seriously.
The Bottom Line
Finding facility managers with real construction backgrounds isn’t impossible, but it does require strategy. You can’t use the same approach you’d use for standard facility management roles and expect different results.
Be specific about what you need. Look in construction circles, not just facilities management networks. Really test their knowledge during interviews. Show them a clear path for growth. And pay them fairly for the specialized expertise they bring.
The facilities management field is changing. The best people in this space aren’t just operators—they’re strategic thinkers who understand both how buildings work day-to-day and how they’re built in the first place.
Those are the people you want. And now you know how to find them.