Retained Executive SearchBuilding Products & Construction

Board Directors, Managing Director & Specialist Appointments for the Built Environment

MG Headhunting (MGH) delivers precision-engineered executive search for manufacturers, distributors, and private equity investors across the Building Products & Construction sectors. Partner-led, rigorously assessed, and strictly confidential.

Zero Transactional Recruitment

100% Partner Execution

Deep Sector Specialism

Operating under strict Data Protection protocols.

Mark Goldsmith

Managing Director & Lead Search Partner

Expert in building leadership teams for Building Products and Construction clients across the UK. Full breadth of functions placed, from Operations Directors, Managing Directors, Finance Directors, Commercial Directors, Sales Directors and technical specialists, along for teams underneath. Thrives in securing key personnel that generalist recruiters fail to reach and candidates who are not actively looking. Full range of product and service sectors worked, from fenestration, heavyside, lightside, HVAC, to repair & maintenance and construction consultancies.

07570 740490 LinkedIn

300+

Executive Placements

20+ Yrs

Sector Tenure

Sector Specialism

Core Practice Experience

Specialised search focused exclusively on executive roles across manufacturing, distribution, and contracting in the Building Products & Construction materials ecosystem.

Managing Directors & C-Suite

General Management & Executive Leadership

Retained search for full P&L owners, responsible for driving EBITDA improvements, navigating private equity ownership, organisational restructuring, and scale-up manufacturing.

Executive Appointments:

Managing DirectorChief Strategy OfficerChief Operating OfficerDivisional ManagerGeneral Manager

Market CoverageHVAC, Fenestration, Sustainable Products, Construction Consultancy

Commercial & Sales Directors

Specification & Trade Distribution

High-performing commercial leaders experienced with architectural specification, main contractor & local authority frameworks, builders merchant distribution networks and housebuilders.

Executive Appointments:

Chief Commercial OfficerCommercial DirectorSales Director UK & IrelandHead of SpecificationNational Sales Manager

Market CoverageTimber Systems & Offsite, Insulation & Drylining, Perimeter Security

Operations & Supply Chain

Manufacturing Excellence & Multi-Site Logistics

Engineering-led leaders with deep understandings of modern manufacturing techniques, operational excellence, capital expenditure, and driving resilient supply chains.

Executive Appointments:

Chief Operating OfficerOperations DirectorPlant / Site DirectorSupply Chain DirectorLogistics DirectorHead of Continuous Improvement

Market CoveragePrecast Concrete, Glass & Glazing, Adhesives, Street Furniture, Window & Doors

Finance & Corporate Development

CFOs & Finance Specialists

Strategically minded leaders capable of driving long-term direction across M&A activitity, private equity value-creation plans, governance & reporting, and digital evolution.

Executive Appointments:

Chief Financial OfficerFinance DirectorFinancial Controller

Market CoverageFenestration, Cycle Infrastructure, Security Products, Multi-Utility Contractor

Technical & R&D

Building Safety & Product Engineering

Crucial appointments safeguarding technical integrity, regulatory compliance & certification, product innovation and quality & performance.

Executive Appointments:

Technical DirectorResearch & Development DirectorHead of Product DevelopmentChief EngineerHead of Certification & StandardsHead of Quality

Market CoverageInsulation, Accreditations Services , Fire Protection, Utilities

Human Resources

Owners of the Company's People Plan

Leaders who align the personnel priorities with the overall business strategy, to include transformation, organisation design, learning & development, succession planning, engagement & cultural improvement, and governance.

Executive Appointments:

Human Resource DirectorPeople & Culture DirectorHead of Human Resources

Market CoveragePlumbing & Heating, Glazing, Timber

The MGH Difference

Engineered Executive Search vs Recruitment Clichés

Why CEOs, Private Equity investors, and Boards choose MG Headhunting over generic recruitment agencies.

Exclusively Retained Rigour

Dedicated Mandates Over Transactional Volume

We do not run high-volume contingent CV races. Every search is a fully retained partnership where we commit our full operational capacity until the ideal executive is placed and integrated.

MGH StandardExhaustive 100% market sweep of passive talent with verified track records.

Industry NormSpeed-focused CV spamming of active job seekers already in circulation.

Direct Partner Accountability

Zero Junior Consultant Delegation

In traditional search firms, senior partners win the mandate and hand execution to junior researchers. At MGH, Mark Goldsmith personally maps the market, conducts candidate interviews, and leads board negotiations.

MGH StandardDirect peer-to-peer discussions between C-suite candidates and a seasoned search leader.

Industry NormJunior recruiters failing to understand technical nuances and boardroom dynamics.

Architectural Blueprint Process

Systematic 5-Stage Assessment Protocol

Every candidate undergoes structured competency evaluation, cultural calibration, referencing against previous board peers, and deep commercial validation before presentation.

MGH StandardDetailed 360° candidate briefing dossiers with verified metrics and leadership impact.

Industry NormUnvetted CV forwards relying on superficial candidate self-declarations.

Restricted Covenant Discretion

Strict Confidentiality & PE Alignment

We safeguard corporate strategy, sensitive leadership transitions, and competitive positioning under strict non-disclosure, ensuring your brand equity is protected at every touchpoint.

MGH StandardDiscrete approach protocol protecting strategic market intentions and executive reputations.

Industry NormPublic job board advertisements exposing sensitive company restructuring.

The retained assurance

100% Commitment to Mandate Completion

Unlike transactional agents who drop searches when difficult, MGH guarantees persistence until the exact candidate profile is secured. This involves upfront and ongoing consultation with stakeholders on any barriers or limiations to the search.

Candidate quality

Targeted approach to top 5% performers who are not on job boards; whether these come from direct competitors, the indirect market, or from bringing best practice in from elsewhere.

Replacement guarantee

Full six month candidate replacement warranty on executive placements.

Search Methodology

The 5-Stage Search Blueprint

A disciplined, milestone-driven framework designed to identify, attract, and secure top-tier executive leadership without disruption.

01Week 1

CALIBRATION

Briefing & Strategic Consulting

In person and comprehensive discovery with the client's stakeholders: - Current performance and desired result of this investment - The gap in skillset / aptitude required - Cultural alignment - Compensation structure with alignment to market conditions - The client's story - what are the USPs & why should people join - What the client needs to do to secure top talent (if of benefit, advise on how to get the best out of interviewing - Agree approach to the research & headhunt (products, markets, companies, confidentiality)

Deliverable:

Role Specification & Search Strategy Dossier

02Weeks 2–3

MAPPING

Deep Market Mapping & Intelligence

Exhaustive research of agreed market(s) and product(s) and / or services. Individuals performing the required function are identified. If the role is not confidential, an anomalised advert can be placed, together with MGH reaching out to their own network. To achieve this, a range of tools are used, but importantly MGHs own judgement ensures categories are exhausted. Volume of this work is shared with the stakeholders.

Deliverable:

Longlist Market Map, together with individual contact details

03Weeks 3–4

ASSESSMENT

Confidential Approach & Evaluation

Direct partner-led outreach to the pre-qualified candidates. In-depth competency interviews, commercial track-record verification, and leadership style assessment. Ongoing feedback on market conditions, together with any barriers limiting the headhunt. Fully feedback to client on MGHs interviews, with rankings.

Deliverable:

Calibrated Shortlist & Detailed Candidate Profiles

04Weeks 5-6

PRESENTATION

Board Presentation & Negotiation

Structured client-candidate interviews. If of benefit, Mark Goldsmith will attend second interviews to guide stakeholders in gaining the optimum outcome. References taken by MGH and remuneration negotiations chaired by Mark.

Deliverable:

Offer Structuring, preferred candidate secured

05Months 1–12

INTEGRATION

Executive Onboarding & 12M Assurance

Active onboarding support during resignation/notice periods. Prior to starting, Mark and client review process and sharing of market intelligence / perception. 30/60/90-day progress check-ins with client and appointee, backed by a six month placement warranty.

Deliverable:

Review & Placement Assurance

Market Intelligence

Executive Case Studies & Market Insights

A sample of previous assignments managed by Mark, along with articles co-written by thought-leaders from within the Building Product & Construction landscape.

View All Intelligence

Chief Operating Officer - Construction Consultancy Must Professionalise for Scale & Exit

Case Studies

3 min read•September 2027

Chief Operating Officer - Construction Consultancy Must Professionalise for Scale & Exit

The consultancy needed a COO to professionalise its director‑led structure, embed governance, and create operational consistency across multiple service lines. By focusing on leaders experienced in scaling professional‑services organisations, the search surfaced candidates capable of introducing structured reporting, clarifying responsibilities, and aligning behaviours.

Key Strategic Takeaways:

The consultancy’s director‑led model had reached its ceiling; scaling required a COO who could introduce governance, structure, and behavioural alignment.
The leadership team’s tactical bias and varied behavioural styles meant the COO needed to unify ways of working without disrupting culture

MGH Research Desk

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Case Studies

3 min read•September 2027

Commercial Director – When the Brief Demands bringing Best Practice from other Industries

The manufacturer needed a Commercial Director capable of unifying sales, marketing, product management, installer programmes, and commercial strategy under one leader. By widening the search beyond building products and focusing on capability rather than job title, 111 candidates were identified and refined down to one standout hire — a leader from a foreign sector with the exact blend of value‑proposition expertise, commercial leadership, and cultural fit required to drive the UK business toward its five year strategy.

Key Strategic Takeaways:

The role demanded a rare blend of sales leadership, marketing direction, product strategy, commercial governance and strategy
By expanding the search beyond building products, the talent pool widened significantly, enabling a more precise match to the capability blend required

MGH Research Desk

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Case Studies

3 min read•September 2027

Operations Director, Construction - To Stabilise the Flagship, TUPE Heavy Contract

The construction provider needed an Operations Director capable of stabilising a multimillion‑pound council contract, leading over 200 staff and managing £20m of activity. With more than half the workforce TUPE‑transferred, the search focused on leaders from adjacent sectors managing large public‑sector contracts. The appointed candidate brought the operational authority and diplomatic leadership required to reset behaviours, strengthen delivery, and protect the client’s reputation with the council.

Key Strategic Takeaways:

The contract’s complexity — £20m of delivery and a 200‑strong workforce — demanded a leader with both operational authority and political sensitivity
TUPE‑transferred teams and difficult inherited managers meant cultural fit and behavioural leadership were as critical as technical capability

MGH Research Desk

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Head of Water – A Utility Contractor looking to Branch out

Case Studies

2 min read•September 2027

Head of Water – A Utility Contractor looking to Branch out

The contractor needed a Head of Water who could build a NAV‑accredited operation from the ground up — a role requiring regulatory authority, operational depth, and credibility with OFWAT. With only a handful of NAV operators in existence and senior water‑authority leaders typically long‑serving and risk‑averse, the talent pool was shallow. Through detailed market mapping, 47 individuals were identified, leading to one exceptional candidate being appointed to drive the investor’s growth plan.

Key Strategic Takeaways:

The contractor’s growth ambitions hinged on securing NAV accreditation, yet the blend of regulatory authority, operational leadership, and OFWAT‑facing credibility existed in an exceptionally narrow talent pool.
Senior leaders within water authorities were risk‑averse and well‑benefited, while NAV operators were too few and lean — making this one of the most constrained searches imaginable.

MGH Research Desk

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Commercial Director - One role, two job descriptions

Case Studies

3 min read•September 2027

Commercial Director - One role, two job descriptions

The manufacturer had grown steadily but was now being outpaced by four competitors, exposing the limitations of relying on a capable Sales Manager to run the entire commercial function. They needed a leader who could shape pricing strategy, manage merchants & specifiers, direct product strategy, and bring marketing back in‑house. With the search needing to remain confidential and the talent blend difficult to find locally, the brief was refocused around capability rather than job title.

Key Strategic Takeaways:

The business had outgrown the capability of a long‑serving Sales Manager, and rising competitive pressure meant they urgently needed a Commercial Director
The blend of strategic sales, commercial leadership, and marketing expertise was rare in the West Midlands market, requiring a sensitive and carefully reframed search

MGH Research Desk

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Regional Sales Manager – When the Talent Pool is too Shallow

Case Studies

2 min read•September 2027

Regional Sales Manager – When the Talent Pool is too Shallow

The manufacturer urgently needed a Regional Sales Manager to open a new UK territory, but the initial retained headhunter had produced no viable candidates and competitors were already capitalising on the delay. The technical authority required to win over main contractors meant the obvious talent pool was too shallow, and confidentiality limited direct approaches. Mark Goldsmith advised steering toward adjacent structural product backgrounds, expanding the candidate pool significantly.

Key Strategic Takeaways:

Technical credibility with main contractors made the natural talent pool extremely narrow, and confidentiality further restricted who could be approached.
By widening the search to adjacent structural product backgrounds, the realistic candidate pool multiplied

MGH Research Desk

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Case Studies

3 min read•September 2027

Operational-led Managing Director – the epitome of a needle in haystack headhunt

Following the departure of a commercial MD, the European parent Group uncovered an urgent need for an operationally‑led Managing Director with engineering roots and deep fenestration sector knowledge to reverse three years of losses. With only 27 viable candidates nationwide, the assignment demanded a precise, insight‑driven headhunt. Three candidates progressed to client stage.

Key Strategic Takeaways:

Critical leadership gap: the European board needed an MD capable of leading the board while driving operational performance across multiple sites
A highly restrictive brief meant only 27 suitable individuals existed nationally, requiring a strategic expansion of the search beyond the region.

MGH Research Desk

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Case Studies

3 min read•September 2027

Sales Director – When the obvious hire isn’t available

Sadly, budget ruled out attracting a readymade Sales Director from a larger manufacturer. Although the Managing Director wanted to bring in someone from the same product background, the research phase proved we were hunting in a shallow regional talent pool. However, working together, we ensured the optimium conclusion was achieved.

Key Strategic Takeaways:

Based on turnover, complexity of the role, or prospects, attracting the ideal candidate isn't always an option. Here's how you can ensure success
Working with a retained headhunter that genuinely understands to nuances of the Building Product market makes the difference

MGH Research Desk

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Case Studies

3 min read•September 2027

Finance Director – driving financial rigour back to Group

The European parent Group discovered that the UK manufacturer’s financial reporting, stock analysis, and margin control had become inaccurate and inconsistent, leaving the business operating in the red and at risk of further redundancies. With fewer than 40 viable candidates regionally, the brief demanded a Finance Director with manufacturing expertise and proven experience reporting into an international Group. After a targeted headhunt and six interviews, three were recommended for first stage

Key Strategic Takeaways:

The UK manufacturer’s financial reporting had become unreliable, leaving the Group unable to make informed decisions
A highly constrained talent pool meant only a small number of regional manufacturing Finance Directors were available

MGH Research Desk

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Introduction to me

2 min read•September 2027

Mark Goldsmith – behind the scenes

Within Building Products and Construction, building personal and personable relationships are imperative. Let me introduce you to me and why I do what I do.

Key Strategic Takeaways:

What makes Mark Goldsmith tick and why he loves the industries he serves

MGH Research Desk

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Executive Search

4 min read•September 2027

Retained vs Contingency: The most expensive free decision you'll make

Boards often trip up when deciding which type of recruitment model to use before going to market with a leadership vancancy. With experience on both sides, Mark Goldsmith explores the key differences and what a client can expect from both.

Key Strategic Takeaways:

'Fee on placement only' has its place but, unless you understand how a contingency agency works, it rarely creates the value of a retained alternative
Contingency recruiters frequently manage high volumes of assignments. They drop any that are proving hard to fill

4 min read•September 2027

When using Contingency Recruitment over a Retained Headhunter makes more sense

This article outlines when contingency recruitment is more appropriate than a retained executive search, despite Mark's background in retained headhunting. Contingency works best when commitment is low, speed is essential, or the role is a tactical gap‑fill rather than a strategic hire. Conversely, retained search is the superior choice for roles that shape long‑term business direction, require rigorous market insight, and demand close collaboration between client and headhunter.

Key Strategic Takeaways:

Contingency recruitment is more suitable when a business is not fully committed to hiring, needs a quick sweep of the market, or is simply plugging a short‑term gap.
Retained search is the better option when the role is strategic, requires deep market understanding, or demands ongoing collaboration between client and headhunter throughout the process.

MGH Research Desk

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