Pro.com is a venture-backed, technology-based residential General Contractor in the home improvement, remodeling and new construction market. Headquartered in Seattle, WA, we are a rapidly growing with solid product market fit.  Our vision is to be the most technologically-enabled, convenient and reliable, customer-centric provider of services for the home.  This is a key leadership role with extensive growth potential near the ground floor of our launch.  Our executive team is highly respected and keen to make an investment in this key role.

The role will be focused on managing rapid revenue and construction organization growth in established, emerging and new markets.  This includes oversight and strategy that pertains to process, internal tooling, and hiring for our construction operations.  You will oversee financial performance: revenue, burn, margins, etc for all construction projects.    

You’ll likely thrive here if:

  • You relentlessly pursue what is best for your and our customers.
  • You are inclusive and transparent in your actions and communications as you work collaboratively toward a common purpose
  • You start with why and let the data be your guide
  • You are one who seeks ownership; your first reaction to a problem is, “How can I solve it?”
  • You move quickly, fail fast, prioritize & execute.
  • You work smarter not harder by being efficient, tenacious, and thoughtful.

As the Vice President of Construction, you will be responsible for:

  • Managing rapid revenue and size growth in established, emerging and new markets
  • Overseeing a large residential construction organization including personnel, process, internal tooling, vendors, safety, revenue, and customer relationships 
  • Revenue, burn and margins for all jobs under management
  • Developing, implementing and enforcing policies and procedures that will improve effectiveness of the organization and ultimate experience of the customer
  • Identifying, formulating, measuring, and leveraging key organizational metrics to improve performance
  • Providing key insights and feedback into the software development process to increase the efficiency of construction delivery 
  • Determining key hires, developing role descriptions and hiring employees who fit the Pro.com vision
  • Overseeing the employee performance program - reviews, advancement, discipline and termination
  • Overseeing the construction organization employee training regimine and career development program
  • Developing and implementing strategic growth plans to accommodate corporate goals
  • Overseeing and personally assisting in customer escalations and VIP customer projects
  • Routinely meeting with other company stakeholders to influence changes on all levels that improve bottom line performance, brand reputation and customer experience
  • Developing and presenting accomplishments, progress, and ongoing work to members of the board of directors on a quarterly basis
  • Serving as the “voice” of construction (subject matter expert) on technical, strategic and procedural issues
  • Evaluating operational issues to determine how competitive and current the organization is with the latest trends in the industry
  • Overseeing quality of construction work and opportunities for improvement
  • Modeling positive and proactive communication skills in working with peers, employees, and customers in a highly collaborative environment
  • Ensuring that all processes and work complies with all relevant state, municipal, and company policies, specifications, codes, and standards

 

What Does Success Look Like:

  • Increased ability to execute projects - better employees, better training, better tools, better process leads to larger capacity and faster project completion
  • Increased customer satisfaction - deliver on time and under budget and find ways to delight each customer on every project
  • Increased bottom line - streamline, organize create efficiency of process and organization in order to increase overall margins
  • Increased footprint - capability to replicate efficient and stable construction structure and process to new cities and states with immediate results
  • Visible leadership - confident and engaging leadership style that models positive interpersonal relationship skills and inspires action through trust

Qualifications:

  • College Degree(s) – preference for construction management and business administration
  • Minimum of 15 years of experience in the construction industry with significant time in senior positions directing construction operations at a large company (>200 employees)
  • Experience leading a large organization
  • Experience in both residential and commercial construction
  • Obsession for providing a best-in-class experience for the customer
  • Out of the box thinker who is willing to consider new solutions to longstanding construction problems
  • Ability to travel to sites around the country

Perks:

  • Competitive salary
  • Open PTO (No Cap or Accrual)
  • Paid Flex Holidays
  • Employer subsidized benefits (Medical, dental, vision, etc)
  • Employer paid life, disability and more!
  • 401(k)
  • Company laptop
  • Stock options based on experience
  • Office kitchen stocked with complimentary food and beverages and weekly office lunches

Interested and qualified?  Let's start a conversation!  Please take a second to share more about you and your experience below.

 

Notice to third party agencies:

Please note that Pro.com does not accept unsolicited resumes from recruiters or employment agencies. In the absence of a signed Recruitment Fee Agreement, Pro.com will not consider or agree to payment of any referral compensation or recruiter fee.

Apply for this Job

* Required

  
  


U.S. Equal Opportunity Employment Information (Completion is voluntary)

Individuals seeking employment at Pro.com are considered without regards to race, color, religion, national origin, age, sex, marital status, ancestry, physical or mental disability, veteran status, gender identity, or sexual orientation. You are being given the opportunity to provide the following information in order to help us comply with federal and state Equal Employment Opportunity/Affirmative Action record keeping, reporting, and other legal requirements.

Completion of the form is entirely voluntary. Whatever your decision, it will not be considered in the hiring process or thereafter. Any information that you do provide will be recorded and maintained in a confidential file.

Race & Ethnicity Definitions

If you believe you belong to any of the categories of protected veterans listed below, please indicate by making the appropriate selection. As a government contractor subject to Vietnam Era Veterans Readjustment Assistance Act (VEVRAA), we request this information in order to measure the effectiveness of the outreach and positive recruitment efforts we undertake pursuant to VEVRAA. Classification of protected categories is as follows:

A "disabled veteran" is one of the following: a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs; or a person who was discharged or released from active duty because of a service-connected disability.

A "recently separated veteran" means any veteran during the three-year period beginning on the date of such veteran's discharge or release from active duty in the U.S. military, ground, naval, or air service.

An "active duty wartime or campaign badge veteran" means a veteran who served on active duty in the U.S. military, ground, naval or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense.

An "Armed forces service medal veteran" means a veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985.


Form CC-305

OMB Control Number 1250-0005

Expires 1/31/2020

Voluntary Self-Identification of Disability

Why are you being asked to complete this form?

Because we do business with the government, we must reach out to, hire, and provide equal opportunity to qualified people with disabilities1. To help us measure how well we are doing, we are asking you to tell us if you have a disability or if you ever had a disability. Completing this form is voluntary, but we hope that you will choose to fill it out. If you are applying for a job, any answer you give will be kept private and will not be used against you in any way.

If you already work for us, your answer will not be used against you in any way. Because a person may become disabled at any time, we are required to ask all of our employees to update their information every five years. You may voluntarily self-identify as having a disability on this form without fear of any punishment because you did not identify as having a disability earlier.

How do I know if I have a disability?

You are considered to have a disability if you have a physical or mental impairment or medical condition that substantially limits a major life activity, or if you have a history or record of such an impairment or medical condition.

Disabilities include, but are not limited to:

  • Blindness
  • Deafness
  • Cancer
  • Diabetes
  • Epilepsy
  • Autism
  • Cerebral palsy
  • HIV/AIDS
  • Schizophrenia
  • Muscular dystrophy
  • Bipolar disorder
  • Major depression
  • Multiple sclerosis (MS)
  • Missing limbs or partially missing limbs
  • Post-traumatic stress disorder (PTSD)
  • Obsessive compulsive disorder
  • Impairments requiring the use of a wheelchair
  • Intellectual disability (previously called mental retardation)
Reasonable Accommodation Notice

Federal law requires employers to provide reasonable accommodation to qualified individuals with disabilities. Please tell us if you require a reasonable accommodation to apply for a job or to perform your job. Examples of reasonable accommodation include making a change to the application process or work procedures, providing documents in an alternate format, using a sign language interpreter, or using specialized equipment.

1Section 503 of the Rehabilitation Act of 1973, as amended. For more information about this form or the equal employment obligations of Federal contractors, visit the U.S. Department of Labor's Office of Federal Contract Compliance Programs (OFCCP) website at www.dol.gov/ofccp.

PUBLIC BURDEN STATEMENT: According to the Paperwork Reduction Act of 1995 no persons are required to respond to a collection of information unless such collection displays a valid OMB control number. This survey should take about 5 minutes to complete.