Senior Full Stack Java Developer

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Added - 16 hours ago Job Captain/Project Architect Construction & Real Estate Milwaukee, WI | Direct Hire Job Title: Project Architect/Job Captain Location: Milwaukee, WI – Onsite (4 days per week)

Type

Direct-Hire, Full-Time Compensation

Competitive salary ($90-105K depending on years of experience) + plus discretionary annual bonus, Parking, Access to Healthcare, Dental, and Vision Insurance Plan of Choice, and 401K Summary Chamberlain Advisors is partnering with a nationally recognized design-build architecture firm specializing in financial institutions, retail environments, and corporate spaces to identify a Project Architect / Job Captain to support the design and execution of commercial building projects nationwide. This role serves as a critical bridge between architectural design and construction execution, supporting projects from schematic design through construction administration. The Project Architect works closely with Lead Designers, Interior Designers, and Construction Project Managers to translate architectural concepts into coordinated construction documentation while maintaining quality, schedule, and client expectations. This role is ideal for a technically strong architectural professional who enjoys balancing design development, production leadership, and project coordination within a collaborative design-build environment. Click Now to Apply! What You Will Be Accountable For Lead architectural process, supporting project from schematic design through construction administration Assist Lead Designers in developing conceptual and schematic architectural designs Translate design concepts into design development and construction documents Apply architectural techniques to interpret design intent during project development Develop preliminary building plans and documentation for client review Research and evaluate building materials, systems, and technical solutions Lead architectural coordination during the design development phase Assist with delegation and oversight of tasks across the architecture and engineering production team Coordinate closely with architects, interior designers, engineers, and external consultants Manage design documentation quality and ensure alignment with project schedules Guide production teams through design development and construction documentation phases Serve as a point of contact with clients during the design development process Participate in owner meetings to review design progress and plan development Attend and present at plan commission or municipal review meetings Provide design recommendations that align with client goals and project budgets Review due diligence materials, including surveys, soils reports, and environmental documentation Evaluate building systems and assist with material selection Review submittals, RFIs, and substitution requests Conduct construction observation through site visits or project documentation Coordinate with consultants and external partners to maintain documentation accuracy Provide mentorship and technical guidance to less experienced architectural staff Support collaborative design and technical problem-solving across project teams Assist leadership in maintaining quality control across project deliverables What Qualifications You Need Bachelor’s degree in Architecture or related field 5+ years of architectural experience with progressive project responsibility Strong proficiency in AutoCAD and Revit (production experience in an office environment) Demonstrated ability to translate architectural concepts into construction-ready documentation, interpret technical documentation such as ALTA surveys, soils reports, safety rules, and product specifications, Manage multiple projects while maintaining strong attention to detail, and communicate effectively with clients, consultants, and internal teams. Strong organizational, time management, and problem-solving abilities Experience working within commercial, retail, office, or financial institution project environments Preferred (Not Required) Architectural Registration (Licensed Architect) Experience within design-build environments Familiarity with SketchUp, Adobe Photoshop, and Microsoft Project Experience coordinating consultants, vendors, and multidisciplinary project teams Exposure to construction administration and site observation Why Work with Chamberlain? Chamberlain Advisors is a veteran-owned business that provides human capital solutions across a wide range of industries and engagement types. Chamberlain candidates benefit from our unique hiring and interviewing process which has been designed to increase the likelihood that they will be successful in their job searches. This is achieved through our 5-step recruitment process, ensuring a top-of-the-line candidate experience. Find out what makes us different; apply to Chamberlain today. Equal Employment Opportunity Chamberlain Advisors provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, or genetics. In addition to federal law requirements, Chamberlain Advisors complies with applicable state and local laws governing nondiscrimination in employment in every location in which the company has facilities. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training. Chamberlain Advisors expressly prohibits any form of workplace harassment based on race, color, religion, gender, sexual orientation, gender identity or expression, national origin, age, genetic information, disability, or veteran status. Improper interference with the ability of Chamberlain Advisors employees to perform their job duties may result in discipline up to and including discharge. #LI-SP1 #LI-HYBRID

Added - 09/03/26 Senior Associate Attorney, Business Immigration Legal Phoenix, AZ | Direct Hire Position: Senior Associate Attorney, Business Immigration Reports To: Partner, U.S.

Immigration Practice Location

Phoenix, Arizona, hybrid and flexible within Arizona. Arizona residency is required, either at hire or through a prompt relocation, and relocation is supported with a lump-sum allowance.

Travel

10-15%, periodic client engagement alongside the Practice Partner and association presence (AILA, Worldwide ERC) Compensation: Competitive base salary and full company benefit package, with compensation reviewed as the practice scales. Chamberlain Advisors is conducting a search on behalf of CIBT, Inc. and its global immigration consultancy Newland Chase for the first practitioner attorney of the firms new Arizona-based Alternative Business Structure, the first captive U.S. employment-based corporate immigration practice in the companys history. This is the most consequential growth initiative the company has undertaken, and it is now live: the U.S. Immigration Practice Partner is in seat owning client development and firm strategy, and the platform, the case management system, and the first client onboardings are being completed now. This role is the substantive legal engine beneath that mandate. The attorney who takes it will carry the caseload that establishes the practices reputation, founder and self-petition matters, new-office expansions, and the full nonimmigrant and immigrant stack, held to the white-glove standard the firm is building its U.S. brand on, inside a private-equity-backed platform operating in twenty-three countries.

Core Profile

alignment with the following is required to get you in the conversation Arizona Licensure s framework is not recognized, and the discipline to raise a scope question early rather than absorb it. You will support the Practice Lead through the semiannual ABS audit and the two-year redesignation review; you will not own that perimeter alone.

Employment-Based Immigration Practice

You will bring hands-on depth across the U.S. employment-based system, with real repetition behind it rather than exposure. Your nonimmigrant background covers H-1B (cap, cap-exempt, transfers), L-1A and L-1B including new-office petitions, O-1A and O-1B, TN, and E-3; your immigrant background covers PERM, I-140 across EB-1A and EB-2 National Interest Waiver, EB-2 and EB-3, I-485, and consular processing. Breadth across case types matters more here than raw case count, because the early book runs to self-petition, new-office, and green-card work rather than one high-count lane.

The craft a high-volume practice teaches transfers directly

batching PERM filings, running a clean cap season under e-registration, and holding a deadline-driven docket without dropping a date. You will be named attorney of record on your own filings and own your docket from intake through adjudication. This practice needs a practitioner who does the work, not one who reviews it. Practice Craft s twenty-four-hour response standard across APAC, LATAM, and EMEA time zones, staying proactive rather than reactive, so clients are never in the dark and never surprised. Senior leadership owns the revenue number, the pipeline, and the pitch; you are introduced once the work is won, join the client cadence as the legal voice, and grow into client ownership as the book matures. This seat carries no revenue target at hire, and the path into one is real for the attorney who wants it. Leadership, Partnership, s global immigration consulting practice, Immigration Co-Chairs in London and Brazil, a Regional Lead in Houston, and a CHRO: a small, distributed senior group with no appetite for hierarchy or sharp elbows. Because the practice is early and the firm is small, your voice carries: how it operates as volume grows is a conversation you are part of, not one handed to you. The attorney who expects inherited big-firm infrastructure, treats quasi-legal or operational work as beneath them, needs a finished playbook before moving, or wants to be the face of the practice rather than the engine behind it will not succeed here. Core Responsibilities diagnose LCA defects and other procedural failures quickly and remediate them without status interruption to the beneficiary.

Docket Ownership

Manage a high-volume, deadline-driven caseload independently from intake through adjudication, holding accuracy and timeliness at the standard that will define the practices early reputation.

Volume Craft

Apply the working discipline that a high-volume practice teaches, batching PERM filings, sequencing cap-season work under e-registration, and protecting the calendar so a deadline never depends on a good week. Founder, Self-Petition s twenty-four-hour client response standard across APAC, LATAM, and EMEA time zones, building the workflow discipline that absorbs off-hours volume without a service breach.

Client Cadence Support

Join client business reviews, scoping conversations, and new-business pursuits alongside the Practice Lead and commercial leadership as the substantive legal voice, once the work is won.

White-Glove Standard

Deliver the elevated, boutique service standard the practice is competing on at launch, where responsiveness and judgment are the differentiators against higher-volume incumbents. Practice Craft s case management platform (INSZoom or comparable), including intake templates, expiration tracking, and templates for repeat petition types. The platform is configured before you arrive; you improve it rather than own it.

Paralegal Partnership

Work day to day with a paralegal based with you in Phoenix, delegating H-1B, standard L-1, and routine nonimmigrant work while reserving attorney time for O-1, National Interest Waiver, PERM strategy, and procedural defense. Additional support scales in from the firms Americas and offshore hubs as the caseload grows. Template maintain any additional admissions the client book requires.

ABS Compliance Support

Support the Practice Lead on the semiannual ABS audit response, the two-year redesignation review with the Arizona Supreme Court, and the working relationship with outside ethics counsel.

Regulatory Horizon Scanning

Monitor USCIS and DOL rulemaking and broader U.S. immigration policy developments, flagging material changes that affect client matters proactively rather than reactively.

Growth Path

Grow into mentorship and supervision of junior legal and paralegal staff, expanded client ownership, and a larger leadership role in the practice as the book scales.

Qualifications

Juris Doctor (J.D.) from an accredited U.S. law school, in good standing with all bar admissions and a clean disciplinary record. Five to ten years of post-bar experience in U.S. employment-based business immigration. Five years is a firm floor and roughly seven is the target profile, with hands-on reps across both the nonimmigrant and immigrant categories. Active Arizona bar admission at hire strongly preferred. Candidates admitted elsewhere with five or more years of practice are eligible for Rule 34(f) admission on motion, which runs roughly four months and permits practice on a pending basis, and will be considered where practice depth is strong. Direct, high-volume command of the nonimmigrant stack, H-1B (cap, cap-exempt, and transfers), L-1A and L-1B including new-office petitions, O-1A and O-1B, TN, and E-3. Working command of the immigrant lifecycle, PERM, I-140, EB-2 and EB-3, I-485 adjustment of status, and consular processing. Demonstrated experience with self-sponsored and self-petition green card matters, particularly EB-1A and EB-2 National Interest Waiver. Demonstrated experience advising founders and early-stage companies on new-office L-1 petitions and cross-border expansion. Strong drafting skills and the ability to independently manage a high-volume, deadline-driven docket without close supervision. Experience serving corporate clients as a peer-level advisor to mobility leaders, HR executives, and in-house counsel. Client size and firm pedigree are not filters in this search; breadth across case types is what matters. Experience within a multinational legal or immigration services firm, or a corporate immigration practice at a national firm, preferred. Familiarity with global mobility programs, cross-border immigration issues, and immigration technology or legal practice management platforms. Comfort operating inside a practice that is still early, where process is improved in flight rather than inherited, and where quasi-legal and operational contribution is part of the job. High EQ, low-ego operator, responsive across time zones, credible with both senior practitioners and corporate buyers, and direct about problems without defensiveness. Self-directed enough to run a small Arizona footprint inside a globally distributed firm, without an office of colleagues alongside you. Arizona residency at hire, or a firm willingness to relocate to Arizona promptly, with relocation supported. This is the first requirement we screen on. About Our Client CIBT, Inc. is a global immigration and corporate travel services platform serving multinational employers and government clients through more than 1,300 employees across 23 countries worldwide. Newland Chase, CIBTs global corporate immigration consultancy, supports cross-border talent strategies for some of the worlds largest corporations, delivering visa, work authorization, and mobility services across Europe, Asia-Pacific, Latin America, and the Middle East. With more than three decades of operating history, the firm holds long-standing relationships with the multinational mobility, HR, and in-house counsel buyers who govern global workforce strategy at scale. With Arizonas approval of the firms Alternative Business Structure designation, CIBT / Newland Chase has launched its first dedicated U.S. legal practice, the most ambitious growth initiative in the companys history and the operating thesis behind the next chapter of platform value creation. The practice is led by a U.S. Immigration Practice Partner who also heads the firms global immigration consulting business, and it will compete first on elevated, white-glove service to a boutique client base before scaling toward volume. This attorney is the first practitioner hire into that practice, the person who will carry the caseload that builds its reputation and shape the way the work gets done. Because the practice is new and the firm is not large, the seat carries unusual influence over how it grows, from service model to support structure to where the practice builds capacity next. For an attorney five to ten years into a corporate immigration career, it offers the substance and sophistication of a top-tier practice, the ground-floor upside of a new one, and the institutional backing of one of the largest names in global mobility, without the administrative burden of running the business. #LI-BT1

Added - 09/03/26 Associate Attorney, Business Immigration Legal Phoenix, AZ | Direct Hire Position: Associate Attorney, Business Immigration Reports To: Partner, U.S.

Immigration Practice Location

Phoenix, Arizona, hybrid and flexible within Arizona. Arizona residency is required, either at hire or through a prompt relocation, and relocation is supported with a lump-sum allowance.

Travel

10-15%, periodic client engagement alongside the Practice Partner and association presence (AILA, Worldwide ERC) Compensation: Competitive base salary and full company benefit package, with compensation reviewed as the practice scales. Chamberlain Advisors is conducting a search on behalf of CIBT, Inc. and its global immigration consultancy Newland Chase for the first practitioner attorney of the firm's new Arizona-based Alternative Business Structure, the first captive U.S. employment-based corporate immigration practice in the company's history. This is the most consequential growth initiative the company has undertaken, and it is now live: the U.S. Immigration Practice Partner is in seat owning client development and firm strategy, and the platform, the case management system, and the first client onboardings are being completed now. This role is the substantive legal engine beneath that mandate. The attorney who takes it will carry the caseload that establishes the practice's reputation, founder and self-petition matters, new-office expansions, and the full nonimmigrant and immigrant stack, held to the white-glove standard the firm is building its U.S. brand on, inside a private-equity-backed platform operating in twenty-three countries.

Core Profile

alignment with the following is required to get you in the conversation

Arizona Licensure Regulatory Discipline

Living in Arizona, or relocating there promptly, is the first requirement in this search: several case types still file on paper and need a wet signature from the attorney of record on the ground. Active Arizona admission at hire is the fastest path and the preferred profile. Admitted elsewhere with five or more years of practice, you qualify for admission on motion under Arizona Supreme Court Rule 34(f), roughly four months, and may practice on a pending basis meanwhile. The firm supports the admission and the relocation. You will practice inside a newly designated Arizona Alternative Business Structure under live regulatory oversight, which asks for a clean disciplinary record, working awareness of unauthorized-practice limits where Arizona's framework is not recognized, and the discipline to raise a scope question early rather than absorb it. You will support the Practice Lead through the semiannual ABS audit and the two-year redesignation review; you will not own that perimeter alone.

Employment-Based Immigration Practice

You will bring hands-on depth across the U.S. employment-based system, with real repetition behind it rather than exposure. Your nonimmigrant background covers H-1B (cap, cap-exempt, transfers), L-1A and L-1B including new-office petitions, O-1A and O-1B, TN, and E-3; your immigrant background covers PERM, I-140 across EB-1A and EB-2 National Interest Waiver, EB-2 and EB-3, I-485, and consular processing. Breadth across case types matters more here than raw case count, because the early book runs to self-petition, new-office, and green-card work rather than one high-count lane.

The craft a high-volume practice teaches transfers directly

batching PERM filings, running a clean cap season under e-registration, and holding a deadline-driven docket without dropping a date. You will be named attorney of record on your own filings and own your docket from intake through adjudication. This practice needs a practitioner who does the work, not one who reviews it.

Practice Craft Operating Contribution

You will join a practice whose platform is already standing: the case management system is configured, the first clients are onboarded, and your first day is a live matter, not a setup project.

What you contribute is refinement, not architecture

the exhibit and RFE-response template libraries, the intake and quality-control routines, and the improvements that keep the process sound as the caseload grows. You will work alongside a paralegal based with you in Phoenix, delegating H-1B, standard L-1, and routine nonimmigrant work and reserving your time for the O-1, National Interest Waiver, PERM strategy, and procedural defense that genuinely requires an attorney. You will also sit closer to case preparation than a large-firm attorney does, since there is no overnight prep bench behind you at launch.

Client Service Commercial Contribution

You will be the practitioner clients trust, in a practice competing on elevated, white-glove service rather than volume. You will work directly with mobility leaders, HR executives, in-house counsel, founders, and self-petitioning individuals, contributing the substantive legal view while the Practice Lead carries strategy, pricing, and the relationship. You will hold the firm's twenty-four-hour response standard across APAC, LATAM, and EMEA time zones, staying proactive rather than reactive, so clients are never in the dark and never surprised. Senior leadership owns the revenue number, the pipeline, and the pitch; you are introduced once the work is won, join the client cadence as the legal voice, and grow into client ownership as the book matures. This seat carries no revenue target at hire, and the path into one is real for the attorney who wants it.

Leadership, Partnership, Culture

You will bring high EQ, low ego, the versatility to partner with senior practitioners one hour and sophisticated corporate clients the next, and genuine self-direction. This is a small Arizona footprint inside a globally distributed firm, so you will work with real independence rather than inside an office of colleagues, far enough along to run your own day unsupervised. Your group is a Practice Lead who is also running the firm's global immigration consulting practice, Immigration Co-Chairs in London and Brazil, a Regional Lead in Houston, and a CHRO: a small, distributed senior group with no appetite for hierarchy or sharp elbows. Because the practice is early and the firm is small, your voice carries: how it operates as volume grows is a conversation you are part of, not one handed to you. The attorney who expects inherited big-firm infrastructure, treats quasi-legal or operational work as beneath them, needs a finished playbook before moving, or wants to be the face of the practice rather than the engine behind it will not succeed here.

Core Responsibilities Scope of Work

Employment-Based Immigration Casework Nonimmigrant Visa Filings

Draft and file the full nonimmigrant stack, H-1B (cap, cap-exempt, and transfers), L-1A and L-1B including new-office petitions, O-1A and O-1B, TN, and E-3, as named attorney of record on every Form G-28 you sign.

Immigrant Lifecycle

Manage PERM, I-140 across EB-1A, EB-1B, EB-1C and EB-2 National Interest Waiver, EB-2 and EB-3, I-485 adjustment of status, and consular processing across the EU, APAC, and LATAM.

RFE NOID Response

Author responses to Requests for Evidence and Notices of Intent to Deny; diagnose LCA defects and other procedural failures quickly and remediate them without status interruption to the beneficiary.

Docket Ownership

Manage a high-volume, deadline-driven caseload independently from intake through adjudication, holding accuracy and timeliness at the standard that will define the practice's early reputation.

Volume Craft

Apply the working discipline that a high-volume practice teaches, batching PERM filings, sequencing cap-season work under e-registration, and protecting the calendar so a deadline never depends on a good week. Founder, Self-Petition Complex Matters New-Office Cross-Border Expansion: Advise founders and early-stage companies on new-office L-1 petitions and the cross-border expansion strategy surrounding them, from entity structure through beneficiary eligibility.

Self-Petition Immigrant Matters

Handle self-sponsored and self-petition matters end-to-end, particularly EB-1A and EB-2 National Interest Waiver cases, which the practice expects to carry a meaningful share of its early caseload.

Nonstandard Case Strategy

Develop tailored strategies for higher-complexity matters that fall outside routine processing, including cases where the evidentiary record must be constructed rather than collected.

Transactional Immigration Support

Support employee populations affected by corporate transactions, entity changes, counsel transitions, and cross-border deployment, preserving employment authorization and minimizing disruption to the workforce and the client relationship.

Client Service Delivery Client Advising Support

Contribute the substantive legal view on immigration strategy, timelines, risk management, and regulatory compliance, working alongside the Practice Lead, who carries the consultative and advisory relationship overall.

Service-Level Discipline

Uphold the firm's twenty-four-hour client response standard across APAC, LATAM, and EMEA time zones, building the workflow discipline that absorbs off-hours volume without a service breach.

Client Cadence Support

Join client business reviews, scoping conversations, and new-business pursuits alongside the Practice Lead and commercial leadership as the substantive legal voice, once the work is won.

White-Glove Standard

Deliver the elevated, boutique service standard the practice is competing on at launch, where responsiveness and judgment are the differentiators against higher-volume incumbents.

Practice Craft Operations Case Management Contribution

Offer suggestions and continuous-improvement recommendations on the firm's case management platform (INSZoom or comparable), including intake templates, expiration tracking, and templates for repeat petition types. The platform is configured before you arrive; you improve it rather than own it.

Paralegal Partnership

Work day to day with a paralegal based with you in Phoenix, delegating H-1B, standard L-1, and routine nonimmigrant work while reserving attorney time for O-1, National Interest Waiver, PERM strategy, and procedural defense. Additional support scales in from the firm's Americas and offshore hubs as the caseload grows.

Template Exhibit Libraries

Build and maintain exhibit libraries, RFE response templates, and drafting standards that make quality repeatable as the caseload grows.

Quality Control

Maintain rigorous quality control and uphold ethical and professional standards across every filing, flagging re-work risk and capacity constraints to leadership early rather than absorbing them quietly.

Compliance, Licensure Professional Growth Arizona Licensure

Hold Arizona bar admission at hire, or complete Arizona Supreme Court Rule 34(f) admission on motion from a reciprocal jurisdiction with firm support, practicing on a pending basis during the roughly four-month process; maintain any additional admissions the client book requires.

ABS Compliance Support

Support the Practice Lead on the semiannual ABS audit response, the two-year redesignation review with the Arizona Supreme Court, and the working relationship with outside ethics counsel.

Regulatory Horizon Scanning

Monitor USCIS and DOL rulemaking and broader U.S. immigration policy developments, flagging material changes that affect client matters proactively rather than reactively.

Growth Path

Grow into mentorship and supervision of junior legal and paralegal staff, expanded client ownership, and a larger leadership role in the practice as the book scales.

Qualifications

Juris Doctor (J.D.) from an accredited U.S. law school, in good standing with all bar admissions and a clean disciplinary record. Five to ten years of post-bar experience in U.S. employment-based business immigration. Five years is a firm floor and roughly seven is the target profile, with hands-on reps across both the nonimmigrant and immigrant categories. Active Arizona bar admission at hire strongly preferred. Candidates admitted elsewhere with five or more years of practice are eligible for Rule 34(f) admission on motion, which runs roughly four months and permits practice on a pending basis, and will be considered where practice depth is strong. Direct, high-volume command of the nonimmigrant stack, H-1B (cap, cap-exempt, and transfers), L-1A and L-1B including new-office petitions, O-1A and O-1B, TN, and E-3. Working command of the immigrant lifecycle, PERM, I-140, EB-2 and EB-3, I-485 adjustment of status, and consular processing. Demonstrated experience with self-sponsored and self-petition green card matters, particularly EB-1A and EB-2 National Interest Waiver. Demonstrated experience advising founders and early-stage companies on new-office L-1 petitions and cross-border expansion. Strong drafting skills and the ability to independently manage a high-volume, deadline-driven docket without close supervision. Experience serving corporate clients as a peer-level advisor to mobility leaders, HR executives, and in-house counsel. Client size and firm pedigree are not filters in this search; breadth across case types is what matters. Experience within a multinational legal or immigration services firm, or a corporate immigration practice at a national firm, preferred. Familiarity with global mobility programs, cross-border immigration issues, and immigration technology or legal practice management platforms. Comfort operating inside a practice that is still early, where process is improved in flight rather than inherited, and where quasi-legal and operational contribution is part of the job. High EQ, low-ego operator, responsive across time zones, credible with both senior practitioners and corporate buyers, and direct about problems without defensiveness. Self-directed enough to run a small Arizona footprint inside a globally distributed firm, without an office of colleagues alongside you. Arizona residency at hire, or a firm willingness to relocate to Arizona promptly, with relocation supported. This is the first requirement we screen on. About Our Client CIBT, Inc. is a global immigration and corporate travel services platform serving multinational employers and government clients through more than 1,300 employees across 23 countries worldwide. Newland Chase, CIBT's global corporate immigration consultancy, supports cross-border talent strategies for some of the world's largest corporations, delivering visa, work authorization, and mobility services across Europe, Asia-Pacific, Latin America, and the Middle East. With more than three decades of operating history, the firm holds long-standing relationships with the multinational mobility, HR, and in-house counsel buyers who govern global workforce strategy at scale. With Arizona's approval of the firm's Alternative Business Structure designation, CIBT / Newland Chase has launched its first dedicated U.S. legal practice, the most ambitious growth initiative in the company's history and the operating thesis behind the next chapter of platform value creation. The practice is led by a U.S. Immigration Practice Partner who also heads the firm's global immigration consulting business, and it will compete first on elevated, white-glove service to a boutique client base before scaling toward volume. This attorney is the first practitioner hire into that practice, the person who will carry the caseload that builds its reputation and shape the way the work gets done. Because the practice is new and the firm is not large, the seat carries unusual influence over how it grows, from service model to support structure to where the practice builds capacity next. For an attorney five to ten years into a corporate immigration career, it offers the substance and sophistication of a top-tier practice, the ground-floor upside of a new one, and the institutional backing of one of the largest names in global mobility, without the administrative burden of running the business. #LI-BT1

Added - 09/01/26 VP of Accounting, Corporate Controller Executive Search Brea, CA | Direct Hire Position: Vice President of Accounting / Corporate Controller Reports To: Chief Financial Officer Location: On-site five days per week in Brea, California; local or California-based candidates strongly preferred, with relocation considered for the right individual

Travel

Limited; occasional travel to brand and branch locations as acquisition integration requires

Compensation

Competitive base salary and bonus; medical, dental, vision, and 401(k) benefits; and meaningful equity upside Chamberlain Advisors is conducting an executive search for Champions Group Holdings, a leading residential home-services platform delivering essential HVAC, plumbing, and electrical services to homeowners across the United States. Operating a portfolio of established, locally rooted regional brands across seven states, supported by more than 1,800 field technicians and a base of roughly 150,000 active members, Champions Group pairs the local reputations of its brands with a centralized “home office” shared-services model. Backed by Blackstone through an approximately $2.5 billion transaction in 2026 and executing an active buy-and-build acquisition strategy, Champions Group is building a multi-service residential home-services platform positioned to set a new standard for the industry, through organic growth, acquisitions, and new service verticals. It is scaling its accounting function and control environment toward institutional, public-company-grade rigor.

Core Profile

alignment with the following is required to get you in the conversation Branch-Based, Multi-Entity Accounting this is the single most important criterion for the role, and experience confined to a single-entity environment, or to an organization that has been centralized and run that way for years, does not translate to this platform, while a leader who has taken an organization from decentralized to centralized is exactly the profile. Site and entity count weigh more heavily than revenue here: a thirty-location, multi-state platform qualifies where a larger single-site operator does not. You will operate as a trusted extension of the Chief Financial Officer, owning the platforms centralized accounting function and giving the CFO numbers he can take to the board and sponsor with confidence. You will move beyond recording transactions to interpreting them: owning the reporting output, telling the story behind the numbers, and constructively challenging FP prior public-company execution is not required, but the capability to get the organization there is. You will make the month-end close efficient and dependable (today a reliable but not-yet-streamlined seven-day cycle) and own the balance sheet, and you will run a complex, high-volume payroll operation spanning multiple pay codes across seven states, with California wage-and-hour complexity underneath it (the platforms single largest accrual), and a high-transaction accounts-payable function, bringing a bias toward systems standardization and automation across the shared-services organization.

Repeatable Acquisition Integration

You will serve as the accounting owner of the companys active acquisition program, integrating newly acquired brands onto the platform, harmonizing charts of accounts, establishing opening balance sheets, and onboarding each business onto the close, A/P, Payroll, Banking, and controls model. You will migrate acquired brands off founder-run or legacy books onto the platforms systems and close calendar and convert diligence assumptions into disciplined post-close true-ups. You will bring a repeatable playbook, executed at the pace of a company completing multiple tuck-in acquisitions each year, partnering with Corporate Development and the sponsor on financial diligence and purchase accounting, including closing statements and quality-of-earnings findings calls, while owning what happens after each deal closes. Field-First Influence this was the most consistent theme across the leadership team. The divisional controllers report to divisional presidents rather than to you, so change in the field is earned rather than directed. You will build credibility with branch leaders and division presidents by being visible, translating the numbers into decisions they can act on, and running the function as a service to the field rather than a check on it. In a people-first, field-led culture, a leader who defaults to “because I said so,” creates an “us-and-them” dynamic with operations, or hides behind the reporting will not succeed. People Leadership, Development s capability as the platform scales. You will set clear standards and accountability, coach and elevate the people already in seat while hiring selectively, and build the bench strength and succession the function needs as each acquisition adds volume and headcount. You will establish a culture of ownership and continuous improvement, and you will bring the temperament the environment demands: resilient in the specific sense of sustaining momentum through the first round of friction rather than letting initiatives stall, urgent, hands-on, oriented to the long term, and a genuine builder rather than a maintainer of the steady state. Core Responsibilities CPA strongly preferred and a meaningful differentiator given the companys public-company ambitions, though not a hard requirement and with no expectation of a Big Four background; an advanced degree is a plus. Capability is still weighted over credentials, and between two comparable candidates the CPA holds the stronger position. Fifteen or more years of progressive accounting leadership experience, culminating in a Corporate Controller, VP of Accounting, or equivalent senior role. Direct experience leading accounting for a branch-based, multi-site services business managing multiple operating entities, the single most important qualification for this role. Experience gained inside genuine multi-site complexity, which is the gate for this search: site, branch, and entity count weigh more heavily than revenue, so a thirty-location, multi-state platform qualifies where a larger single-site operator does not. Company scale preferably in excess of $500 million in revenue, and ideally $1 billion or more, though revenue alone will not exclude a candidate whose multi-site complexity is strong. Experience within HVAC, plumbing, electrical, or adjacent residential and field-services businesses is a plus; comparable multi-brand, multi-site consumer-services platforms are weighted equally. Demonstrated track record operating with external stakeholders inside an acquisition-driven platform, comfortable in a fast-paced, buy-and-build environment. Private-equity sponsorship is the most common form of this experience, though a family office, lender group, or public shareholder base serves equally well. Proven success centralizing a decentralized accounting function into a shared-services or “home office” model. Having led that transition is what matters here; a background inside an organization that was already centralized throughout does not carry the same weight. Demonstrated ability to make a month-end close efficient while maintaining close discipline, reconciliations, and a reliable reporting cadence. Deep command of high-volume payroll (multiple pay codes) and accounts-payable operations, with exposure to treasury, banking, and cash management, or the judgment to bring in a specialist where depth is needed. Experience building internal controls toward Sarbanes-Oxley-level rigor and audit- or IPO-ready reporting, including working directly with external auditors and leading remediation; prior public-company (IPO) execution is not required, though grounding in public-company standards, whether through public accounting or time inside a public company, materially strengthens a candidacy. Hands-on experience owning accounting and consolidation systems and driving systems standardization; familiarity with multi-entity ERP (e.g., Sage Intacct) and field-service platforms (e.g., ServiceTitan) preferred. Demonstrated M local or California-based candidates strongly preferred, with relocation considered for the right individual. About Our Client Champions Group Holdings is home to a family of trusted, locally rooted HVAC, plumbing, and electrical brands that have served homeowners in their communities, in several cases for more than fifty years. The company pairs the local reputations, names, and relationships its brands have built with the scale, purchasing power, technology, and talent of a national platform, delivering essential home services to a base of roughly 150,000 membership customers across seven states. Its model preserves what makes each brand exceptional in its market while professionalizing the shared infrastructure behind them. Backed by Blackstone through an approximately $2.5 billion transaction in 2026 and executing an active buy-and-build acquisition strategy, Champions Group is entering a defining chapter of scale and professionalization, building toward a multi-service residential home-services platform that sets a new standard for the industry. The Vice President of Accounting / Corporate Controller is a pivotal hire in that chapter: the leader who will centralize and modernize the platform’s accounting function, build the controls and reporting infrastructure required for the company’s next stage, and integrate a growing portfolio of acquired brands. For the right builder, the role offers meaningful ownership, executive visibility, and equity participation in one of the fastest-scaling platforms in residential home services. #LI-BT1

Added - 09/01/26 Learning Strategy Instructional Designer Human Resources Chicago, IL | Contract Title: Learning Strategy Instructional Designer Location: Hybrid – Willis Tower (In-Office, 2-3 Days per

Week) Hours

9am – 5pm CST Duration apply to Chamberlain today. Equal Opportunity Employer Chamberlain Advisors provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, or genetics. In addition to federal law requirements, Chamberlain Advisors complies with applicable state and local laws governing nondiscrimination in employment in every location in which the company has facilities. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training. Chamberlain Advisors expressly prohibits any form of workplace harassment based on race, color, religion, gender, sexual orientation, gender identity or expression, national origin, age, genetic information, disability, or veteran status. Improper interference with the ability of Chamberlain Advisors employees to perform their job duties may result in discipline up to and including discharge. #LI-BS1 #LI-HYBRID

Added - 08/31/26 Accounts Payable Specialist (Construction Accounting) Information Technology Cudahy, WI | Direct Hire Job Title: Accounts Payable Specialist Location: Milwaukee, WI Type: Direct-Hire, Full-Time Compensation: Competitive salary ($53K-58K+, plus discretionary annual bonus), Parking, Access to Healthcare, Dental, and Vision Insurance Plan of Choice, and 401K Summary Chamberlain Advisors is currently seeking an experienced Accounts Payable Specialist for our client, a nationally recognized design-build organization specializing in commercial construction and renovation projects. This position plays a critical role in supporting project financial operations by managing the full accounts payable process for construction projects and corporate overhead expenses. The ideal candidate will ensure invoices are accurately coded, approved, and processed while maintaining compliance with subcontractor documentation requirements and supporting Project Managers throughout the project lifecycle. This role requires strong organizational skills, attention to detail, and the ability to manage multiple priorities in a fast-paced design-build construction environment. Success in this position depends on accuracy, communication, and a customer-service mindset when working with internal teams, vendors, and subcontractors. Click Now to Apply! What You Will Be Accountable For Review, code, and enter vendor invoices into Sage Intacct while ensuring costs are allocated to the appropriate project budgets and cost codes. Verify invoice accuracy and ensure all required approvals are obtained prior to payment. Monitor invoice workflow and proactively follow up with internal stakeholders to maintain timely processing. Maintain organized electronic records of invoices and supporting documentation. Partner closely with Project Managers to prepare and review monthly subcontractor payment applications and project payouts. Ensure invoices remain within committed project cost values and assist with job cost reporting. Monitor and reconcile project expenditures to support accurate financial reporting. Track subcontractor change orders and ensure documentation remains current.

Maintain vendor records, including

Certificates of Insurance (COIs), Contracts, Change Orders, W-9s and 1099 documentation, Affidavits, Waivers of Lien Prepare lien waivers and required payment documentation before issuing subcontractor payments. Communicate directly with subcontractors regarding invoice status, payment inquiries, documentation requirements, and statement reconciliation. Process bi-weekly check runs for both project-related and corporate overhead expenses. Monitor Accounts Payable Aging reports and identify outstanding invoices requiring attention. Ensure timely payment processing while maintaining company policies and accounting controls. Administer the Concur expense management system. Train new employees on expense report submission procedures. Audit expense reports for policy compliance and proper coding. Reconcile company credit card transactions and post approved expenses. Collect and maintain project closeout documentation. Assist with electronic document filing and archival. Support special accounting projects as assigned. Provide general administrative support to the Accounting Department. What Qualifications You Need Associate degree in Accounting, Finance, Business Administration, or a related field preferred. Equivalent combination of education and relevant experience will be considered. 2–4 years of Accounts Payable, preferably in a construction environment. Experience within the construction industry strongly preferred. Experience supporting project-based accounting environments.Experience processing high-volume invoices with multiple approval workflow Sage Intacct Microsoft Excel (Intermediate) Microsoft Office Suite (Microsoft Word, Microsoft Outlook) Concur Expense Management Electronic document management systems

Adobe Preferred

Familiarity with subcontractor payment processes. Knowledge of lien waivers and construction compliance documentation. Understanding of job costing principles. Experience supporting Project Managers Experience administering employee expense reimbursement programs. Why Work with Chamberlain? Chamberlain Advisors is a veteran-owned business that provides human capital solutions across a wide range of industries and engagement types. Chamberlain candidates benefit from our unique hiring and interviewing process which has been designed to increase the likelihood that they will be successful in their job searches. This is achieved through our 5-step recruitment process, ensuring a top-of-the-line candidate experience. Find out what makes us different; apply to Chamberlain today. Equal Employment Opportunity Chamberlain Advisors provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, or genetics. In addition to federal law requirements, Chamberlain Advisors complies with applicable state and local laws governing nondiscrimination in employment in every location in which the company has facilities. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training. Chamberlain Advisors expressly prohibits any form of workplace harassment based on race, color, religion, gender, sexual orientation, gender identity or expression, national origin, age, genetic information, disability, or veteran status. Improper interference with the ability of Chamberlain Advisors employees to perform their job duties may result in discipline up to and including discharge. #LI-SP1 #LI-ONSITE

Added - 08/31/26 Contract Management Analyst III Human Resources Chicago, Illinois | Contract Title: Technology Contracts Analyst Location: Chicago, IL – Hybrid (2-3 days onsite)

Schedule

Monday – Friday | 8:30 AM – 5:00 PM CT Duration apply to Chamberlain today. Equal Opportunity Employer Chamberlain Advisors provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, or genetics. In addition to federal law requirements, Chamberlain Advisors complies with applicable state and local laws governing nondiscrimination in employment in every location in which the company has facilities. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training. Chamberlain Advisors expressly prohibits any form of workplace harassment based on race, color, religion, gender, sexual orientation, gender identity or expression, national origin, age, genetic information, disability, or veteran status. Improper interference with the ability of Chamberlain Advisors’ employees to perform their job duties may result in discipline up to and including discharge. #LI-BS1 #LI-HYBRID

Added - 08/31/26 Recruiter 4 Human Resources Houston, TX | Contract Title: Recruiter – Field Leadership Talent Acquisition Location: Remote, US Only Duration: 3-Month Contract with Strong Potential for Extension or Full-Time Conversion Compensation: Competitive hourly W2 rate ($61–$63 p/h), Access to Healthcare prior BrassRing experience is beneficial but not required, as training will be provided. Excellent written, verbal, and remote communication skills. Strong relationship-building and stakeholder-management capabilities. Exceptional time-management and organizational skills. Ability to work independently in a fully remote environment while maintaining consistent communication and recruiting momentum. Ability to adapt quickly to changing priorities and support hiring needs across multiple U.S. regions. Why Work with Chamberlain? Chamberlain Advisors is a veteran-owned business that provides human capital solutions across a wide range of industries and engagement types. Chamberlain candidates benefit from our unique hiring and interviewing process which has been designed to increase the likelihood that they will be successful in their job searches. This is achieved through our 5-step recruitment process, ensuring a top-of-the-line candidate experience. Find out what makes us different; apply to Chamberlain today. Equal Employment Opportunity Chamberlain Advisors provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, or genetics. In addition to federal law requirements, Chamberlain Advisors complies with applicable state and local laws governing nondiscrimination in employment in every location in which the company has facilities. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training. Chamberlain Advisors expressly prohibits any form of workplace harassment based on race, color, religion, gender, sexual orientation, gender identity or expression, national origin, age, genetic information, disability, or veteran status. Improper interference with the ability of Chamberlain Advisors employees to perform their job duties may result in discipline up to and including discharge. #LI-SP1 #LI-REMOTE

Added - 08/27/26 Chief/Director of Estimating Construction & Real Estate Chicago, Illinois | Direct Hire Position: Chief of Estimating Reports To: Chief Executive Officer Location: Chicago, Illinois — in-seat leadership presence required

Travel

Periodic travel to regional offices and project pursuits as needed

Compensation

Competitive and commensurate with experience (Director through Vice President level). The total-rewards package includes base salary, an annual performance bonus, and employee stock ownership (ESOP). Chamberlain Advisors is conducting an executive search on behalf of Richard Group, a fast-growing, employee-owned national general contractor delivering vertical construction across a diversified set of sectors, including federal, civic, education, healthcare and wellness, advanced technology and industrial, and residential and multifamily. Founded and led by Jed Richard, the firm is scaling rapidly toward multiple billions in annual construction volume and is centralizing its estimating function into a single, technology-enabled source of truth. The Chief of Estimating is a foundational leadership hire charged with building that centralized cost cell, mentoring a young and talented estimating team, and instilling the discipline and systems that will support the firm's next chapter of growth.

Core Profile

alignment with the following is required to get you in the conversation Master Communicator, High EQ Empathetic In-Seat Mentor (Go / No-Go): You will be a crystal-clear communicator with exceptionally high emotional intelligence — this is the single explicit, non-negotiable requirement for the role. You will serve as a physical, in-seat leader and empathetic mentor to a team of eight to nine early-career estimators who have operated without strong in-seat leadership, checking in weekly, putting an arm around a shoulder, and consistently building people up. You will translate cost intelligence cleanly and confidently to your team, to peers in operations, and directly to the CEO. This role calls for a leader who brings a team along as naturally as they command the numbers — estimating skill alone will not carry it without the steadiness, openness, and generosity to elevate the people around you.

Estimating Mastery Across Building Types Trades

You will bring deep, hands-on estimating mastery and the ability to render a defensible opinion of cost anywhere in the country, across building types and trades — steel, carpentry, MEP systems, and ductwork — rather than merely relaying subcontractor pricing, and you will carry the independent cost sense to challenge the subcontractor market and push back on numbers that do not hold up. You will teach junior estimators to calculate a widget of steel, a mechanical system, or a run of ductwork from first principles, multiplying cost specialists across the team and establishing yourself as the technical authority the department has lacked.

Dual Bid-Type Experience — Hard-Bid Negotiated

You will have lived on both sides of the pursuit: the hard-bid public side — rip-and-read war-room bid days, taking twenty subcontractor numbers into the sheet in the final seconds, and knowing large-business and small-business calculations cold — and the negotiated, owner-directed private side where most private work sits. Public experience need not be federal specifically; municipal work such as City of Chicago, CTA, or FAA counts. Genuine exposure to both sides is what this role calls for.

Scalable Estimating Technology Systems Architecture

You will own the modern estimating technology stack, moving the team off siloed, individually owned spreadsheets and onto scalable, open-API, off-the-shelf systems — the estimating equivalent of Procore — spanning digitized and AI-assisted takeoff, an estimating platform such as Sage Timberline, a nationalized invite-to-bid platform, and a national cost database, all integrated to the ERP. You will act as a systems architect who configures out-of-the-box tools and understands how they interconnect, forecasting a five- to ten-year technology horizon rather than pursuing bespoke innovation for its own sake.

Disciplined Win-Rate Track Record, Scale Pedigree Cultural Fit

You will bring a disciplined, high-win-rate track record and the scale pedigree of a firm large enough to have built the systems Richard is standing up, along with an entrepreneurial, team-first temperament suited to an employee-owned firm operating with autonomy under direct CEO line-of-sight. You will commit to a consistent in-seat Chicago presence and orient to the firm's long-term ownership and incentive horizon. You will stay in the costing lane and master the number, sharing your work and knowledge openly, scaling the people around you, and partnering behind a unified leadership team.

Core Responsibilities Scope of Work

Centralized Estimating Leadership Executive Partnership Single Source of Truth: Lead and centralize the estimating function as a single, defensible source of truth for cost intelligence, pricing accuracy, and budget development across all sectors and building types.

CEO Partnership

Partner directly with the Chief Executive Officer and operations leadership to align budgets with project strategy, providing clear cost reporting, win-rate analytics, and recommendations that support confident, profitable growth.

Standards Integrity

Set, standardize, and continuously improve estimating standards, tools, templates, and processes to ensure consistency, pricing integrity, and defensible opinions of cost across the organization.

Cost, Not Preconstruction

Own the assembly of the number — quantity takeoffs, cost modeling, pricing, subcontractor analysis, bid leveling, and budget development — distinct from preconstruction, which remains embedded with the program managers in operations. Estimating Execution Across Conceptual, Negotiated Hard-Bid Pursuits Full-Spectrum Pricing: Oversee quantity takeoffs, cost modeling, and pricing analysis for conceptual, negotiated, and hard-bid pursuits, providing defensible opinions of cost across building types and geographies.

Conceptual Budgeting

Develop early-stage conceptual budgets alongside developers and owners using benchmarks and historical data, delivering the cost clarity that guides feasibility and early decisions.

Subcontractor Analysis

Direct subcontractor pricing analysis, bid leveling, and estimate validation, holding an informed self-perform opinion of trade pricing that challenges the subcontractor market rather than passing through numbers that do not make sense.

Multi-Sector Coverage

Run hard bids and negotiated pursuits across the firm's multi-sector model — federal, civic, education, healthcare and wellness, advanced technology and industrial, and residential and multifamily.

Clean Handoff to Operations

Deliver each number to operations in a usable, defensible format — a clear account of exactly what scope is captured, what was discussed with the estimating team, and what the price truly represents — so program managers can compare it against their own scope build and write subcontractor contracts with confidence.

Estimating Technology, Systems Architecture Cost Data Stack Ownership

Lead the selection, implementation, and integration of scalable, open-API estimating technology — takeoff, estimating, invite-to-bid, and cost-database platforms — that connect to one another and to the ERP.

Off Excel, Onto Systems

Move the team off siloed, individually owned spreadsheets and onto connected systems, sequencing the rollout tool-by-tool with a disciplined change-management and communication cadence rather than a bulldoze-everything approach.

Cost Databases

Establish and maintain cost databases, templates, and estimating systems, and track estimate results versus actuals — capturing data from losses as well as wins in a usable, organized form — to drive continuous improvement in estimating intelligence.

Future-Proofing

Forecast a five- to ten-year technology horizon so systems are not re-torn-up in short order, configuring out-of-the-box solutions to minimize manual intervention while securing buy-in from leadership and internal technologists. Bidding Discipline, Win-Rate Growth Subcontractor Analytics Bid Less, Win More: Rebuild bidding discipline and improve win rate — pursuing a “bid less, win more” philosophy of fewer, better-chosen pursuits rather than volume for volume — moving the function toward a materially higher win rate over time.

Analytics Prize

Build subcontractor performance analytics — who bids, who is genuinely competitive, and who wins — to inform invite-to-bid strategy and sharpen the firm's trade-partner engagement.

Cost Tracking

Establish direct and indirect cost tracking tied to each estimate to strengthen accuracy, enable post-bid analysis, and connect estimates to actual project outcomes.

Post-Bid Discipline Miss Detection

Run a true post-mortem on every pursuit — completing the analysis on a lost bid within roughly a week rather than letting ego or embarrassment close the book on it, and surfacing missed numbers on won work during buyout, within two to three months, rather than during construction when it is too late to recover — and capture what is learned so it strengthens future bids.

Volume Forecasting

Forecast future estimating volume and resourcing needs, advising leadership on where to invest and where to add regional cost and subcontractor resources. On pursuit selection, serve as a trusted influencer rather than the decision-maker — quickly bracketing the likely cost range and flagging when an owner's budget ceiling or a thin subcontractor market would preclude a win, so the CEO and program managers can decide what is worth chasing.

Team Leadership, Mentorship Governance In-Seat Mentorship

Develop, mentor, and lead a team of estimators — senior estimators, estimators, conceptual estimators and cost planners, and cost-database analysts — providing in-seat coaching and a disciplined communication cadence.

Teach From First Principles

Teach estimators to calculate trade costs from first principles across steel, carpentry, MEP systems, and ductwork, growing the next generation of senior estimators and cost specialists.

Career Pathways

Provide career coaching to direct reports in support of the firm's career pathways, and develop and deliver estimating orientation and training that scales talent as the company grows.

Discipline Cadence

Instill a culture of accuracy, discipline, and continuous improvement, establishing the communication cadence, reviews, and governance that make the centralized function reliable to operations — driving depth of estimate coverage rather than surface-level coverage.

Qualifications

Minimum of fifteen years of progressive estimating experience in commercial and vertical construction, with roughly fifteen to twenty-plus years preferred and a profile in the vicinity of a proven best-athlete leader. Demonstrated leadership of a team of at least five true estimators running cost databases and estimating software rather than siloed spreadsheets. Estimating mastery across building types and trades — steel, carpentry, MEP systems, and ductwork — with the ability to render a defensible opinion of cost anywhere in the country. Proven ability to teach junior estimators to calculate trade costs from first principles rather than relaying subcontractor pricing. Hands-on experience across BOTH hard-bid work (public, federal, and municipal — including war-room bid days and large-business/small-business calculations) AND negotiated, owner-directed private work. Fluency in scalable, open-API, off-the-shelf estimating technology — takeoff, estimating, invite-to-bid, and cost-database platforms — and a track record of moving a team off siloed spreadsheets onto connected systems. Experience integrating estimating platforms with an ERP (for example, Sage Timberline/Estimating, on-screen takeoff, and invite-to-bid platforms). Demonstrated record of disciplined, high-win-rate bidding and of leading process and systems change with a strong communication cadence. Conceptual-cost command — the ability to quickly bracket a defensible cost range and speak to the primary cost drivers and owner budget expectations across sectors (for example, multifamily by door and data centers by megawatt) — that informs pursuit selection. Background at a large, top-tier construction organization with the scale to have built and operated scalable estimating systems and databases. Crystal-clear communicator with exceptionally high emotional intelligence — an empathetic, in-seat mentor who builds people up. Experience across multiple sectors, such as federal, civic, education, healthcare and wellness, advanced technology and industrial, and residential and multifamily. Chicago-based, with a consistent in-seat leadership presence (an exceptional out-of-market candidate may be considered with a strong majority in-seat presence). Bachelor's degree in Construction Management, Engineering, Architecture, Quantity Surveying, or a related field preferred. Command of both estimating and preconstruction (a “one-two punch”) a plus, though not required. About Richard Group Richard Group is an employee-owned national general contractor delivering vertical construction across a diversified portfolio of sectors, including federal, civic, education, healthcare and wellness, advanced technology and industrial, and residential and multifamily. Founded and led by Jed Richard, the firm has built its reputation on technical excellence, disciplined execution, and a genuine ownership culture in which every employee shares in the value they help create. Now scaling rapidly toward multiple billions in annual construction volume, the firm is centralizing its estimating function into a single, technology-enabled source of truth and rebuilding bidding discipline to win more of the right work. The Chief of Estimating represents one of the most significant leadership hires the organization has made. For the right leader, the role offers the rare opportunity to build a centralized cost cell from the ground up, mentor a talented young team, and operate with direct line-of-sight to a hands-on CEO for whom estimating is a personal passion — all within an employee-owned firm at an inflection point in its growth.

Added - 08/27/26 Director, Quality Control Construction & Real Estate Chicago, Illinois | Direct Hire Position: Director of Quality Control (title flexes to Executive Director or Vice President for the right leader)

Reports To

Senior Vice President of Operations Location

Flexible; candidate may be based anywhere with strong connectivity to a major airport. Relocation is not required.

Travel

National role with travel to active project sites approximately three weeks per month.

Compensation

Competitive compensation commensurate with experience, including base salary, annual bonus, participation in the company's employee stock ownership plan (ESOP), 401(k) match, and eligibility for a long-term incentive program for select leaders. Chamberlain Advisors is conducting an executive search on behalf of Richard Group, a fast-growing national general contractor recognized among the country's leading builders. Operating a core federal portfolio for the Department of Defense and other federal agencies under U.S. Army Corps of Engineers (USACE) standards, alongside a rapidly expanding commercial practice spanning healthcare, housing, and industrial markets, the firm has built a reputation for disciplined field execution and a people-first culture. Recently employee-owned through a newly established ESOP and led by a founder-CEO whose current mandate is a return to the fundamentals of building well, the company is investing deliberately in its field-operations leadership. The Director of Quality Control is the capstone of that investment.

Core Profile

alignment with the following is required to get you in the conversation

Strategic Leadership Executive Partnership

You will own quality as a corporate function rather than a project-by-project responsibility, partnering directly with the Senior Vice President of Operations and standing peer to the General Superintendent and the Executive Director of Safety as one field-operations leadership team. You will define the national quality standard, hold both direct authority and cross-functional influence over field Quality Control Managers, and represent the function with the credibility of a program owner rather than an administrator of paperwork.

Hands-On Program Builder Field Credibility

You will build in an open lane, converting quality from a set of contract-specific practices into an ingrained corporate program and culture. You will establish the roughly eighty percent of the standard that travels to every job and define the remaining twenty percent that flexes by contract without ever falling below that floor. You will earn credibility on the ground in your first weeks, engaging superintendents, foremen, and Quality Control Managers directly rather than directing from a distance.

Systems Infrastructure Ownership

You will personally architect a Jacobs-caliber, multi-volume quality program that runs from an employee's first day to their last, integrating quality and safety into a single corporate culture rather than two parallel ones. This is a build you will own directly and drive to completion, not delegate; you will design the systems, documentation, and cadence that make the program portable, consistent, and durable across every job in the country.

Commercial Translation Quality Discipline

You will extend USACE three-phase discipline into the company's growing commercial work, where a dedicated quality inspector is often absent, by pushing the same rigor down to superintendents and foremen without the federal certification wrapper. You will ensure quality is instilled through the entire building process rather than inspected at the end, and you will diagnose any program — the company's or a project's — and name precisely what is missing and why.

Mission-Aligned Temperament Cultural Fit

You will bring both existing staff and new hires genuinely onto the program, leading change through the temperament this leadership team is known for: coming alongside people, mentoring, and delivering hard feedback without diminishing anyone. You align with a founder-led, growth-oriented culture and thrive in a national role anchored to a major airport. The executor who can implement a program handed to them but cannot conceptualize, originate, or diagnose one will not succeed in this seat; neither will an owner-side quality professional accustomed to a fundamentally different discipline.

Core Responsibilities Scope of Work

Corporate Quality Program Executive Partnership Program Ownership

Own the design, build-out, and stewardship of a national corporate quality program, converting today's contract-by-contract implementation into an ingrained, portable standard that reaches every project in the company.

Standard Architecture

Define the roughly eighty percent corporate baseline that travels to every job and the roughly twenty percent that flexes per contract, ensuring the flexing layer never drops below the corporate floor.

Executive Partnership

Partner directly with the Senior Vice President of Operations and operate as a peer to the General Superintendent and the Executive Director of Safety, functioning as a unified field-operations leadership team across project delivery.

Culture Integration

Fuse quality and safety into a single corporate culture rather than two parallel programs, so that consistency and portability travel with every field employee moving between jobs.

Federal Quality USACE Three-Phase Discipline Federal Standard

Uphold and codify USACE three-phase quality discipline across the company's federal portfolio, which applies the USACE benchmark used across NAVFAC, the Department of State, the VA, and most federal agencies.

Quality Control Managers

Provide functional leadership to the Quality Control Managers staffed on every federal project, who report straight-line to their project superintendent and program manager with a dotted line to this role; assess, develop, and hire into that team.

Program Diagnosis

Evaluate quality programs and active projects to identify precisely what is missing and why, applying the judgment of a leader who has built or rolled out a program rather than merely executed one.

Field Support Model

Establish a well-supported quality function, including provision for second or roving Quality Control Managers at peak load and administrative support for submittal, specification, and drawing reviews.

Commercial Translation Field Execution Commercial Discipline

Translate USACE-grade quality discipline to the company's growing commercial work — including multifamily and other non-federal projects — where a dedicated quality inspector is often absent.

Process Ownership

Push the three-phase logic down to superintendents and foremen without the federal certification wrapper, ensuring quality is instilled throughout the building process rather than checked only at the end.

Field Credibility

Engage directly at the ground level across active projects, earning the trust of field leadership so that Quality Control Managers and supervisors view the function as help rather than oversight.

Consistency Across Jobs

Ensure any field employee can move from one job to another and, with light adjustment, remain effective and consistent under a common corporate standard.

Systems, Documentation Program Infrastructure Program Documentation

Build the multi-volume documentation, standards, and procedures that constitute a comprehensive corporate quality program running from an employee's first day to their last.

Systems Tools

Establish the systems, cadence, and infrastructure that make the program repeatable and portable, coordinating with operations and technology leadership to embed quality into project workflows.

Onboarding Rollout

Design the rollout and onboarding approach that brings existing staff and new hires onto the program, so the standard is understood and adopted rather than merely published.

Continuous Improvement

Institute review and feedback mechanisms that surface recurring quality issues, close program gaps corporately, and prevent problems that persist today because no one owns them company-wide.

Team Leadership, Mentorship Governance Talent Development

Assess, mentor, and develop the field quality organization, coming alongside team members and delivering feedback and criticism constructively and without diminishing anyone.

Change Leadership

Bring both tenured staff and new hires mentally on board with a new program, building the buy-in required for a corporate quality culture to take hold.

Cross-Functional Governance

Coordinate with program managers and regional operations leadership on project delivery, aligning quality expectations across the federal and commercial portfolios.

Standard of Care

Model and enforce the company's standard of quality with authority and influence, serving as the corporate owner of a function that has historically lived at the project level.

Qualifications

Approximately twenty years of overall construction experience, with a fifteen-year floor; typically ten to fifteen years in quality management and at least five years in a leadership capacity. Significant federal and Department of Defense construction experience with fluency in USACE standards is required and treated as a go/no-go criterion. CQMC (USACE) certification, or a NAVFAC or DOE equivalent, is a required knockout qualification. Demonstrated experience developing or rolling out a corporate quality program across at least a division or region — not merely executing an existing one — with the ability to diagnose what a program is missing and why. Contractor-side quality leadership background; owner-side quality experience is not a fit for this role. Background at an organization with real, company-wide rigor and uniformity, ideally at a $300M-plus (and realistically $500M-plus) contractor; traditional major contractors and strong upper-middle-tier firms are ideal sources. Command of USACE three-phase quality discipline and the ability to extend that discipline to commercial work without the federal certification wrapper. Adjacent rigor from heavy DOE, pharmaceutical, or industrial environments is a valued complement when paired with meaningful federal experience. Master communicator with high emotional intelligence — treated as a go/no-go temperament — who delivers hard feedback well and earns respect across the organization. Empathetic, in-seat mentor who comes alongside the team, teaches, and advocates for people while holding a high standard.

Builder's temperament

conceptualizes and originates rather than only executing, and is comfortable building a national program while it is already in motion. Stable tenure and cultural fit; military, trade, or foreman roots are valued as meaningful experience. Genuine fit for a national role requiring travel to active project sites roughly three weeks per month, anchored near a major airport; relocation is not required. About Richard Group Richard Group is a national general contractor delivering complex federal and commercial construction, from Department of Defense projects built to USACE standards to a growing portfolio in healthcare, housing, and industrial markets. Recognized among the country's leading builders and repeatedly honored for its growth, the firm has earned its reputation on disciplined field execution and a culture that invests deliberately in its people. Under its founder-CEO's current mandate — a return to the fundamentals of building well, done faster, simpler, and more enjoyably — the company is strengthening its field-operations leadership with a defined trio of a General Superintendent, an Executive Director of Safety, and this Director of Quality Control. Now employee-owned through a newly established ESOP and executing a deliberate expansion from a federal core into commercial markets, the company is entering a consequential chapter in its growth. The Director of Quality Control is one of the most significant field-operations hires the organization has made. For the right leader, the role offers a genuinely open lane to build a national quality program from tent poles to a company-wide standard, to shape one integrated culture of quality and safety, and to join a close-knit field-operations leadership team at a builder on a clear upward trajectory. #LI-BT1

Added - 08/20/26 Superintendent Construction & Real Estate Milwaukee, WI | Direct Hire Job Title: Field Superintendent Location: Milwaukee, WI – Office-Based with Frequent Travel Throughout the U.S.

Type

Direct-Hire, Full-Time Compensation

Competitive salary ($110-$130K, plus discretionary annual bonus), Parking, Access to Healthcare, Dental, and Vision Insurance Plan of Choice, and 401K Summary Chamberlain Advisors is currently seeking an experienced Field Superintendent for our client, a nationally recognized design-build organization specializing in commercial construction and renovation projects. This highly visible field leadership position will serve as the companys primary onsite representative for assigned commercial construction projects, overseeing daily field operations from project startup through final closeout. The Field Superintendent will coordinate subcontractors and trades, manage jobsite logistics and construction schedules, enforce safety and quality standards, resolve field and design issues, maintain project documentation, and collaborate closely with Project Managers, architects, engineers, owners, inspectors, and regulatory agencies to ensure projects are completed safely, on schedule, within budget, and in accordance with contract documents. This is a traveling field position. Depending on project location, assignments may require extended stays away from home. The company provides a structured travel and per diem program for qualifying project assignments, including lodging and meal allowances, mileage reimbursement, and company-paid/reimbursed scheduled travel home in accordance with company policy. The ideal candidate is a seasoned commercial construction professional who is comfortable taking ownership of an active jobsite, leading multiple subcontractors and trades, maintaining aggressive construction schedules, enforcing OSHA requirements, and proactively resolving field challenges while maintaining strong relationships with project stakeholders. Click Now to Apply! What You Will Be Accountable For Serve as the companys primary onsite leader for assigned commercial construction projects and direct day-to-day field operations throughout the project lifecycle. Coordinate and direct subcontractors, trades, vendors, and other field personnel to maintain productivity, proper sequencing, and overall project progress. Establish and maintain jobsite logistics, including temporary utilities, fencing, dumpsters, trailers, sanitation facilities, site access, and overall jobsite organization. Review construction drawings, specifications, contracts, addenda, shop drawings, construction bulletins, and other project documentation before and throughout construction. Identify drawing discrepancies, design conflicts, constructability concerns, and other field issues; prepare and coordinate Requests for Information (RFIs) with architects, engineers, Project Managers, and other stakeholders. Develop, maintain, and communicate construction schedules and two-week look-ahead schedules, coordinating subcontractor sequencing and adjusting field activities as necessary to maintain project milestones. Monitor subcontractor manpower, progress, and field execution while proactively addressing scheduling conflicts, delays, and other conditions that could impact project delivery. Schedule, lead, and document jobsite meetings involving subcontractors, owners, consultants, inspectors, and other project stakeholders. Coordinate required inspections, testing, permitting, and compliance activities with local municipalities and outside regulatory agencies, including OSHA, DNR, DOT, and other governing authorities as applicable. Monitor workmanship and construction quality to ensure work is completed in accordance with plans, specifications, applicable building codes, contract requirements, and company quality standards. Maintain a safe and organized jobsite by enforcing OSHA requirements, reviewing subcontractor safety plans, maintaining required safety documentation and SDS logs, conducting safety observations, identifying hazards, and correcting unsafe conditions. Maintain comprehensive and accurate project documentation, including daily reports, meeting minutes, weather logs, progress photographs, testing results, inspection documentation, and field records, utilizing Procore and other company systems. Authorize field work orders and coordinate closely with Project Managers regarding project changes, field conditions, schedule impacts, and other issues affecting cost or execution. Collaborate with Project Managers, Project Coordinators, Safety Managers, owners, architects, engineers, consultants, inspectors, and other stakeholders to support successful project execution. Participate in preconstruction meetings, owner meetings, project planning, billing coordination, and other project-related meetings as required. Lead field closeout activities, including pre-punch inspections, final punch lists, closeout documentation, owner manuals, record forms, warranty coordination, and callback activities. Complete accurate weekly time and expense reports and maintain all other required field documentation. Perform additional responsibilities and special projects assigned. What Qualifications You Need High school diploma or GED required; a degree in Construction Management, Construction Engineering, or a related discipline is preferred. Minimum of 10 years of related commercial construction experience and/or training, or an equivalent combination of education and experience. Significant experience leading field operations and serving as the onsite Superintendent or field leader for commercial construction projects. Demonstrated ability to coordinate and direct multiple subcontractors and trades while maintaining project schedules, quality standards, and safe field operations. Strong knowledge of commercial construction means and methods, trade sequencing, jobsite logistics, scheduling, quality control, and project closeout. Ability to read and interpret construction drawings, specifications, contracts, addenda, shop drawings, RFIs, construction bulletins, and other contract documents. Experience identifying field and design conflicts and coordinating resolutions with Project Managers, architects, engineers, subcontractors, and consultants. Working knowledge of OSHA requirements, construction safety practices, hazard identification, subcontractor safety coordination, and required jobsite safety documentation. Experience coordinating building inspections, testing, permitting, and applicable municipal or regulatory requirements. Strong leadership, organization, communication, decision-making, conflict-resolution, and problem-solving skills. Ability to maintain detailed construction records, daily reports, progress documentation, schedules, meeting documentation, and closeout records. Proficiency with Microsoft Office, including Outlook and basic Excel, along with general computer and internet-based software proficiency. Experience with Procore or comparable construction/project management software strongly preferred. OSHA 10-hour certification required; OSHA 30-hour certification preferred. Current First Aid and CPR certification. Valid drivers license and reliable transportation. Ability and willingness to travel to assigned commercial construction projects and stay overnight away from home when project location requires it.

Preferred

Bachelors degree in Construction Management, Construction Engineering, or a related field. OSHA 30-hour certification. Experience utilizing Procore for daily logs, project documentation, RFIs, progress reporting, and other field activities. Experience with construction scheduling and digital plan/document review tools. Experience leading complex, ground-up and/or renovation commercial construction projects. Bilingual communication skills. Additional construction management, safety, or field leadership training and certifications. Travel s home, employees who stay overnight near the project are eligible for the companys Superintendent per diem program.

Current standard per diem includes

$180/day lodging allowance while working at the assigned project. $60/day meal allowance while at the project or traveling to/from the project. Mileage reimbursement for qualifying travel in accordance with company policy. Structured scheduled trips home during extended project assignments. For qualifying projects located more than approximately 350 miles/5 hours from home, company-paid air travel home and eligible rental vehicle expenses are provided for scheduled weekend travel in accordance with company policy. Per diem is provided to offset eligible living expenses associated with working away from home and is separate from standard base compensation. Travel and per diem eligibility are subject to the companys Superintendent Travel Policy. Why Work with Chamberlain? Chamberlain Advisors is a veteran-owned business that provides human capital solutions across a wide range of industries and engagement types. Chamberlain candidates benefit from our unique hiring and interviewing process which has been designed to increase the likelihood that they will be successful in their job searches. This is achieved through our 5-step recruitment process, ensuring a top-of-the-line candidate experience. Find out what makes us different; apply to Chamberlain today. Equal Employment Opportunity Chamberlain Advisors provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, or genetics. In addition to federal law requirements, Chamberlain Advisors complies with applicable state and local laws governing nondiscrimination in employment in every location in which the company has facilities. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training. Chamberlain Advisors expressly prohibits any form of workplace harassment based on race, color, religion, gender, sexual orientation, gender identity or expression, national origin, age, genetic information, disability, or veteran status. Improper interference with the ability of Chamberlain Advisors employees to perform their job duties may result in discipline up to and including discharge. #LI-SP1 #LI-ONSITE

Added - 08/18/26 AV Training & Support Specialist Information Technology Milwaukee, WI | Direct Hire Job Title: AV Training apply to Chamberlain today. Equal Employment Opportunity Chamberlain Advisors provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, or genetics. In addition to federal law requirements, Chamberlain Advisors complies with applicable state and local laws governing nondiscrimination in employment in every location in which the company has facilities. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training. Chamberlain Advisors expressly prohibits any form of workplace harassment based on race, color, religion, gender, sexual orientation, gender identity or expression, national origin, age, genetic information, disability, or veteran status. Improper interference with the ability of Chamberlain Advisors employees to perform their job duties may result in discipline up to and including discharge. #LI-SP1 #LI-ONSITE

Added - 08/18/26 Chief Financial Officer, PE-backed Vehicle Transportation Services Company Accounting & Finance Kansas City, Kansas | Direct Hire Position: Chief Financial Officer Reports To: Chief Executive Officer and Board of Managers Location: Kansas City metropolitan area (company headquarters) ~2-3 days per week on-site initially, scaling back over time.

Travel

Periodic travel to operating and acquired-entity locations across the U.S.

and Canada as integration activity requires Compensation

Competitive base salary, performance bonus, and equity participation, commensurate with experience Chamberlain Advisors is conducting a confidential executive search on behalf of a private equity-backed provider of services in the broader transportation and logistics sector, scaling across the United States and Canada through a disciplined roll-up strategy. Backed by institutional capital, the company is in a high-growth, acquisitive chapter, integrating newly acquired businesses while professionalizing its finance and accounting function for scale. Reporting to the Chief Executive Officer and serving as the lead finance business partner to management, the board, and the sponsor, the Chief Financial Officer will bring a hands-on, builder’s orientation — equally comfortable owning the close, breaking process bottlenecks, and telling the story behind the numbers — to establish a timely, reliable, and insight-rich finance function capable of absorbing acquisitions on repeat.

Core Profile

alignment with the following is required to get you in the conversation Hands-On Operational Builder you tell the story, pairing results with the margin drivers, cost-of-sales and revenue trends, SG this is a builder’s seat. Core Responsibilities deeper buy-side experience is a plus rather than a requirement.

Monitor returns

Track post-acquisition financial performance, trends, and synergy realization, raising concerns to the board and sponsor on a risk-based basis. Treasury, Leadership direct buy-side M familiarity with Canadian Accounting Standards for Private Enterprises (ASPE) and/or IFRS and multi-currency operations a plus, or a clear willingness to learn. Comfort operating in and earning credibility across a largely blue-collar, service-oriented workforce. Willingness to be on-site at company headquarters ~2-3 days per week initially, scaling back over time. Bachelor’s degree in accounting or finance required; MBA or equivalent experience desired. About Our Client Our client is a Kansas City based, private equity-backed provider of transportation services, scaling across the United States and Canada through a disciplined acquisition strategy. It is a service business in which its people are its product, and it is professionalizing the financial backbone — systems, processes, and reporting — required to grow with discipline. Backed by institutional capital and actively executing its roll-up strategy, with multiple acquisitions anticipated each year, the company is entering its most consequential growth chapter. The Chief Financial Officer is among the most important hires the organization will make: the opportunity is to build a timely, reliable, insight-rich finance function from a hands-on foundation and to create the repeatable integration engine that will carry the platform through its next phase. #LI-KS1

Added - 08/10/26 Business Program & Operations Analyst - Implementation & UAT * Uncategorized * | Contract Title: Business Program s degree preferred; equivalent relevant professional experience may be considered in lieu of a degree. Hands-on experience supporting User Acceptance Testing (UAT) and/or business process testing. Experience gathering, documenting, clarifying, and validating business requirements. Experience supporting implementation projects and validating that solutions meet established business and operational requirements. Experience identifying issues during testing or implementation and coordinating with cross-functional stakeholders through resolution. Exposure to SOP/process validation, operational readiness, training, or go-live activities strongly preferred. Strong analytical and problem-solving skills with the ability to identify process gaps, risks, and inconsistencies. Strong organizational skills and the ability to manage multiple activities, deadlines, and stakeholders within a fast-paced implementation. Strong written and verbal communication skills with the ability to work effectively across business, technical, vendor, facilities, and operational teams. Ability to work independently in a remote environment while remaining highly engaged with a cross-functional project team. Ability to maintain a strong focus on both implementation timelines and quality within a highly visible program. Must be available to work primarily during 8:00 AM–5:00 PM CST business hours, with some flexibility to start approximately one hour earlier or later. Ability and willingness to travel to Deerfield, IL up to approximately three times during the nine-month engagement. Preferred Qualifications Experience supporting retail, retail facilities, store operations, refrigeration, facilities operations, or other multi-site environments. Experience supporting large-scale program implementations or enterprise rollouts across multiple locations. Experience working with facilities or work-order management processes and platforms. Experience with Azure DevOps (ADO) for project, testing, issue, or implementation tracking. Exposure to ServiceChannel or similar facilities/work-order management systems. Experience with data collection tools or platforms used to support implementation and validation activities. Strong Microsoft Excel skills, including the ability to organize, review, validate, and analyze implementation or operational data. Proficiency with Microsoft Outlook and other Microsoft Office applications. Experience working with external vendors and cross-functional implementation teams. Exposure to sensor-based monitoring, automated workflows, refrigeration/HVAC, facilities technology, or similar operational technology environments is a plus but not required. Why Work with Chamberlain? Chamberlain Advisors is a veteran-owned business that provides human capital solutions across a wide range of industries and engagement types. Chamberlain candidates benefit from our unique hiring and interviewing process which has been designed to increase the likelihood that they will be successful in their job searches. This is achieved through our 5-step recruitment process, ensuring a top-of-the-line candidate experience. Find out what makes us different; apply to Chamberlain today. Equal Employment Opportunity Chamberlain Advisors provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, or genetics. In addition to federal law requirements, Chamberlain Advisors complies with applicable state and local laws governing nondiscrimination in employment in every location in which the company has facilities. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training. Chamberlain Advisors expressly prohibits any form of workplace harassment based on race, color, religion, gender, sexual orientation, gender identity or expression, national origin, age, genetic information, disability, or veteran status. Improper interference with the ability of Chamberlain Advisors employees to perform their job duties may result in discipline up to and including discharge. #LI-BS1 #LI-REMOTE

Added - 08/06/26 Program Operations Data Analyst – Automation & Vendor Coordination * Uncategorized * Chicago, IL | Contract Title: Program Operations Data Analyst – Automation s degree preferred; equivalent relevant professional experience may be considered in lieu of a degree. Experience reviewing operational or system data to identify issues, exceptions, inconsistencies, or trends. Experience validating system outputs, automated workflows, alerts, or business processes against defined requirements. Understanding of how data moves between systems and how automated workflows or system integrations are expected to function. Ability to investigate operational or system-related issues and determine the appropriate next steps for resolution. Experience coordinating issue resolution across vendors, business stakeholders, field teams, or technical partners. Strong follow-through with the ability to track issues from identification through closure. Strong analytical and problem-solving skills with the ability to work through ambiguous or incomplete information. Strong organizational skills and the ability to manage multiple issues, stakeholders, and deadlines simultaneously. Effective written and verbal communication skills for working across business, technical, facilities, and vendor teams. Ability to balance analytical responsibilities with hands-on program coordination and operational support. Ability to work independently in a remote environment while remaining highly engaged with a cross-functional project team. Must be available to work primarily during 8:00 AM–5:00 PM CST business hours, with some flexibility to start approximately one hour earlier or later. Ability and willingness to travel to Deerfield, IL up to approximately three times during the nine-month engagement. Preferred Qualifications Experience with system integrations, workflow automation, alerts, notifications, or automated business processes. Exposure to ServiceChannel or a comparable facilities/work-order management platform. Experience with CMMS or facilities management systems. Experience with field data collection tools such as LINK or similar platforms. Experience working with vendor-managed platforms or external technology providers. Strong Microsoft Excel skills, including data review, filtering, reconciliation, and issue analysis. Experience with Azure DevOps (ADO) for project, issue, defect, or implementation tracking is beneficial. Experience supporting installation closeout, operational handoff, or implementation validation. Experience with retail facilities, store operations, refrigeration, HVAC, or other equipment-intensive environments. Experience supporting multi-site or enterprise-wide implementations. Exposure to IoT devices, sensor-based monitoring, or automated equipment monitoring is beneficial but not required. Experience coordinating with installers, vendors, facilities teams, or field operations personnel. Why Work with Chamberlain? Chamberlain Advisors is a veteran-owned business that provides human capital solutions across a wide range of industries and engagement types. Chamberlain candidates benefit from our unique hiring and interviewing process which has been designed to increase the likelihood that they will be successful in their job searches. This is achieved through our 5-step recruitment process, ensuring a top-of-the-line candidate experience. Find out what makes us different; apply to Chamberlain today. Equal Employment Opportunity Chamberlain Advisors provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, or genetics. In addition to federal law requirements, Chamberlain Advisors complies with applicable state and local laws governing nondiscrimination in employment in every location in which the company has facilities. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training. Chamberlain Advisors expressly prohibits any form of workplace harassment based on race, color, religion, gender, sexual orientation, gender identity or expression, national origin, age, genetic information, disability, or veteran status. Improper interference with the ability of Chamberlain Advisors employees to perform their job duties may result in discipline up to and including discharge. #LI-SP1 #LI-REMOTE

Added - 08/06/26 Data Analyst – Data Quality & Governance * Uncategorized * Chicago, IL | Contract Title: Asset Data s degree preferred; equivalent relevant professional experience may be considered in lieu of a degree. Experience reviewing, validating, reconciling, or maintaining detailed business, equipment, or asset data. Strong attention to detail with the ability to identify missing, inconsistent, inaccurate, or duplicate information. Experience working with structured datasets and maintaining data accuracy across multiple records, locations, or systems. Understanding of data-quality, data-governance, naming-convention, or master-data principles. Ability to investigate data discrepancies and coordinate corrections with internal stakeholders, vendors, or field teams. Strong analytical and problem-solving skills with the ability to determine the root cause of data issues. Strong organizational skills and the ability to manage detailed information across a large-scale implementation. Effective written and verbal communication skills with the ability to work across business, facilities, technical, and vendor teams. Ability to work independently in a remote environment while collaborating closely with a cross-functional project team. Must be available to work primarily during 8:00 AM–5:00 PM CST business hours, with some flexibility to start approximately one hour earlier or later. Ability and willingness to travel to Deerfield, IL up to approximately three times during the nine-month engagement. Preferred Qualifications Experience with asset management, master data management, or equipment databases. Experience with CMMS, facilities management, or work-order management systems. Exposure to ServiceChannel or a comparable facilities/work-order management platform. Experience with field data collection tools such as LINK or similar platforms. Strong Microsoft Excel skills, including data review, reconciliation, filtering, lookups, and data-quality validation. Experience working with Azure DevOps (ADO) for project, issue, or implementation tracking is beneficial. Experience supporting retail facilities, store operations, refrigeration, HVAC, or other equipment-intensive environments. Experience working with multi-site or enterprise-scale asset data. Exposure to IoT devices, sensor-based monitoring, or equipment-to-sensor mapping is beneficial but not required. Experience collaborating with installers, vendors, field teams, or facilities professionals. Familiarity with warranty, equipment lifecycle, or preventive maintenance information is beneficial. Why Work with Chamberlain? Chamberlain Advisors is a veteran-owned business that provides human capital solutions across a wide range of industries and engagement types. Chamberlain candidates benefit from our unique hiring and interviewing process which has been designed to increase the likelihood that they will be successful in their job searches. This is achieved through our 5-step recruitment process, ensuring a top-of-the-line candidate experience. Find out what makes us different; apply to Chamberlain today. Equal Employment Opportunity Chamberlain Advisors provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, or genetics. In addition to federal law requirements, Chamberlain Advisors complies with applicable state and local laws governing nondiscrimination in employment in every location in which the company has facilities. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training. Chamberlain Advisors expressly prohibits any form of workplace harassment based on race, color, religion, gender, sexual orientation, gender identity or expression, national origin, age, genetic information, disability, or veteran status. Improper interference with the ability of Chamberlain Advisors employees to perform their job duties may result in discipline up to and including discharge. #LI-SP1 #LI-REMOTE

Added - 08/04/26 Data Scientist 3 Information Technology Deerfield, Illinois | Contract Title: Senior Data Reporting Engineer Location: Deerfield, IL – Hybrid (4 Days Onsite / 1 Day Remote) Duration flexibility may be considered for candidates demonstrating strong technical expertise. Strong hands-on experience with Databricks in an enterprise data environment. Advanced proficiency with SQL and relational data concepts. Hands-on experience developing, maintaining, and troubleshooting production-level data pipelines. Strong understanding of CI/CD pipelines, development practices, and DevOps methodologies. Experience developing automated and scalable data processing solutions. Experience working with large, complex datasets across multiple data sources and environments. Experience with cloud-based data platforms and modern enterprise data architectures. Strong analytical and troubleshooting skills with the ability to investigate data, identify patterns, and determine the root causes behind technical or business issues. Ability to balance technical engineering requirements with broader reporting, analytics, and business objectives. Strong communication skills with the ability to collaborate effectively across engineering, analytics, data science, and business teams. Preferred Qualifications Experience working within Microsoft Azure and Azure Databricks environments. Experience with Teradata, Snowflake, SaaS data platforms, Apache Spark, or comparable enterprise data technologies. Experience migrating or modernizing data pipelines and processing workflows from legacy environments into cloud-based platforms. Experience with Python or another programming language used for data processing, analytics, and automation. Experience supporting healthcare, pharmacy, medical, patient, claims, or related healthcare datasets. Background in healthcare analytics, pharmacy analytics, health informatics, or other analytically intensive healthcare environments. Experience supporting large-scale operational data processing, enrollment files, external data feeds, or automated batch processes. Experience with statistical analysis, analytical modeling, targeting, research, or advanced analytics. Experience developing KPIs, quality metrics, operational reporting, or analytical frameworks. Experience with Git, Azure DevOps, or comparable source-control and deployment technologies. Experience translating analytical findings or models into scalable, production-ready data solutions. Why Work with Chamberlain? Chamberlain Advisors is a veteran-owned business that provides human capital solutions across a wide range of industries and engagement types. Chamberlain candidates benefit from our unique hiring and interviewing process which has been designed to increase the likelihood that they will be successful in their job searches. This is achieved through our 5-step recruitment process, ensuring a top-of-the-line candidate experience. Find out what makes us different; apply to Chamberlain today. Equal Employment Opportunity Chamberlain Advisors provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, or genetics. In addition to federal law requirements, Chamberlain Advisors complies with applicable state and local laws governing nondiscrimination in employment in every location in which the company has facilities. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training. Chamberlain Advisors expressly prohibits any form of workplace harassment based on race, color, religion, gender, sexual orientation, gender identity or expression, national origin, age, genetic information, disability, or veteran status. Improper interference with the ability of Chamberlain Advisors employees to perform their job duties may result in discipline up to and including discharge. #LI-BS1 #LI-HYBRID

Added - 08/04/26 Data Scientist 3 Information Technology Chicago, IL | Contract Title: Senior Data apply to Chamberlain today. Equal Employment Opportunity Chamberlain Advisors provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, sex, national origin, age, disability, or genetics. In addition to federal law requirements, Chamberlain Advisors complies with applicable state and local laws governing nondiscrimination in employment in every location in which the company has facilities. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training. Chamberlain Advisors expressly prohibits any form of workplace harassment based on race, color, religion, gender, sexual orientation, gender identity or expression, national origin, age, genetic information, disability, or veteran status. Improper interference with the ability of Chamberlain Advisors employees to perform their job duties may result in discipline up to and including discharge. #LI-SP1 #LI-HYBRID

Added - 08/03/26 Associate Director, Talent Acquisition - Construction Human Resources Chicago, Illinois | Direct Hire Position: Associate Director, Talent Acquisition (Construction Industry) Reports To: Executive Leadership (People / HR Leadership) Location: Chicago (Hybrid) Travel: Occasional travel to project sites and affiliated entity locations to support field hiring

Compensation

Competitive base salary commensurate with experience, plus a performance-based bonus, participation in the company's Employee Stock Ownership Plan (ESOP), and a comprehensive benefits package. We're partnering with a rapidly growing Chicago-based general contractor with 200+ employees, and a clear trajectory to grow to more than 500 employees and over $1B in revenue to find an exceptional Sr. Manager of Talent Acquisition to join their HR team. This is a newly created role established to get ahead of that growth: the requisition load has moved from fewer than ten a year ago to roughly twenty to twenty-five today and is projected to reach thirty-five or more as additional awards land. The company is seeking a builder to own hiring end to end and to establish talent acquisition as a company-wide standard and Center of Excellence.

Core Profile

alignment with the following is required to get you in the conversation Function Ownership professional certification (SHRM-CP or SCP, PHR or SPHR, or AIRS) a plus but not required. Typically eight to twelve or more years of full-cycle talent acquisition experience with progressive growth in scope and responsibility. Three to five or more years leading, mentoring, or developing recruiters, or a demonstrated readiness to step into a first-time leadership and function-building role. Recruiting experience within construction or AEC firms of meaningful scale, such as heavy civil, general contracting, or design-build; closely adjacent industries that hire similar talent (for example civil or heavy engineering) are welcome. Experience recruiting across both high-volume project staffing and niche field roles, including superintendents, QC managers, safety and SSHO personnel, estimators, and project managers. Federal government-contracting (GovCon) recruiting experience strongly preferred, including the QC and safety (QCSSHO) hiring cadence tied to project awards; commercial recruiting experience a plus as that side of the business scales.

Command of award-driven staffing

building pipelines ahead of contract award, running kickoff and mobilization staffing, and forecasting a growing requisition load without a reactive posture. In-house or corporate TA experience preferred; an agency-plus-corporate blend is welcome, though pure-agency experience without in-house ownership is a weaker fit. Proven track record of building or standing up TA programs and infrastructure, including employer brand, candidate experience, structured interview guides, ATS and workforce-planning tools, and quality-of-hire calibration. Ability to establish TA as a company-wide standard, push structured hiring down to hiring managers and field leaders, and design recruiter incentives tied to quality of hire rather than volume alone. Comfort operating as a full-desk recruiter from day one while growing into a strategic Associate Director or Director role over a six to eighteen month horizon. Interest in owning adjacent programs, including internships and DoD SkillBridge and veteran-transition hiring, as part of a unified talent function. Strong communication, stakeholder-management, and influencing skills, with the ability to partner credibly with executives, project leaders, and field teams. About Our Client Our client is a rapidly growing general contractor based in Chicago. With a current team of 200 people, they have built a reputation for excellence through an unwavering commitment to quality and innovative project management. The company specializes in both commercial and residential projects and are on a mission to build the most dynamic and efficient spaces where people can work smarter, heal faster, and live happier. By harnessing the power of technology, they amplify human potential while nurturing a people-first culture. The company's core purpose, building to solve the world's greatest challenges, extends to their employees, with the company actively investing in their health and well-being. They have been consistently recognized as one of the most entrepreneurial, fastest growing and best places to work in the construction industry, reflecting their exceptional leadership, innovation, strong workplace culture and commitment to employee satisfaction. The company Values are Transparency, Gratitude, Resilience, Excellence & Adventure. #LI-KC1

Added - 08/03/26 Senior Manager, Talent Acquisition - Construction Human Resources Chicago, Illinois | Direct Hire Position: Senior Manager to Associate Director, Talent Acquisition (Construction Industry) Reports To: Executive Leadership (People / HR Leadership) Location: Chicago (Hybrid) Travel: Occasional travel to project sites and affiliated entity locations to support field hiring

Compensation

Competitive base salary commensurate with experience, plus a performance-based bonus, participation in the company's Employee Stock Ownership Plan (ESOP), and a comprehensive benefits package. We're partnering with a rapidly growing Chicago-based general contractor with 200+ employees, and a clear trajectory to grow to more than 500 employees and over $1B in revenue to find an exceptional Sr. Manager of Talent Acquisition to join their HR team. This is a newly created role established to get ahead of that growth: the requisition load has moved from fewer than ten a year ago to roughly twenty to twenty-five today and is projected to reach thirty-five or more as additional awards land. The company is seeking a builder to own hiring end to end and to establish talent acquisition as a company-wide standard and Center of Excellence.

Core Profile

alignment with the following is required to get you in the conversation

Function Ownership Executive Partnership

You will own talent acquisition end to end and serve as the single, all-encompassing owner of hiring across the organization, partnering directly with executive leadership, project executives, and field leaders. You will operate as a strategic advisor on workforce planning and go-to-market for talent rather than a transactional order-taker, establishing TA as a recognized company-wide standard and cultural attribute. Over a six to eighteen month horizon you will grow from hands-on operator into the leader of a Talent Acquisition Center of Excellence with runway across additional entities and future acquisitions.

Hands-On Full-Desk Builder

You will be a full-desk operator from day one, personally sourcing, screening, and closing high-touch and confidential searches while you build the function around you. You will earn credibility with hiring managers and field leaders by delivering results in the seat, not by delegating the work. You understand that this is a role that rewards rolling up your sleeves now in exchange for a clear path to a strategic Associate Director or Director seat.

TA Infrastructure Systems Ownership

You will stand up the infrastructure that a scaling TA function requires rather than execute an existing playbook, taking personal ownership of the build across the applicant tracking system and workforce-planning tools, structured interview guides, employer brand, candidate experience, and quality-of-hire calibration. You will push structured, criteria-based hiring down to hiring managers and field leaders, moving the organization away from gut-feel decisions toward defined behavioral and technical evaluation. You will treat these systems as your own initiatives to design and land, not projects to hand off.

Award-Driven Staffing Command

You will command award-driven staffing in a federal construction environment, building pipelines ahead of contract award, running kickoff and mobilization staffing, and forecasting a growing requisition load without falling into a reactive posture. You will recruit across both corporate roles and niche field roles, including superintendents, QC managers, safety and SSHO personnel, estimators, and project managers, and you will manage the mandatory QC and safety hiring cadence that federal awards require. You will build durable pipelines that anticipate demand rather than chase it.

Builder's Mindset Cultural Fit

You will bring an authentic builder's mindset and a genuine appetite for the growth trajectory this role offers, valuing the title and the path to leadership while embracing the hands-on work required to get there. You will thrive in a fast-moving, award-driven environment and take ownership of outcomes tied directly to project delivery. A candidate who wants only strategic oversight and will not personally carry a desk, or who operates reactively and waits for requisitions to arrive, will not succeed in this role.

Core Responsibilities Scope of Work

Talent Acquisition Strategy Executive Partnership Function Ownership

Serve as the single, all-encompassing owner of hiring across the organization, consolidating requisition recruiting, program hiring, and future entity needs under one accountable leader.

Executive Partnership

Partner with executive leadership, project executives, and field leaders to translate business strategy and contract wins into workforce plans and hiring priorities.

TA as a Standard

Establish talent acquisition as a recognized company-wide standard and cultural attribute, setting the operating rhythm, service levels, and expectations for how hiring is done.

Center of Excellence

Design and, over time, lead a Talent Acquisition Center of Excellence with the capacity to support additional company entities, self-performance operations, and future acquisitions.

Full-Cycle Award-Driven Recruiting Full-Desk Execution

Personally source, screen, and close candidates across high-touch, confidential, and hard-to-fill searches, carrying a live desk while building the broader function.

Corporate Field Hiring

Recruit across both corporate positions and niche field roles, including superintendents, QC managers, safety and SSHO personnel, estimators, and project managers.

Award-Driven Cadence

Build pipelines ahead of contract award, run kickoff and mobilization staffing, and manage the mandatory QC and safety hiring cadence tied to federal project awards.

Pipeline Forecasting

Forecast and manage a growing requisition load projected to move from roughly twenty to twenty-five today toward thirty-five or more, staying ahead of demand rather than reacting to it.

TA Infrastructure, Systems Process ATS Tools

Own the selection, implementation, and optimization of the applicant tracking system and workforce-planning tools that support pre-award and post-award staffing.

Structured Interviewing

Build structured interview guides and criteria-based scorecards, and push disciplined, criteria-driven hiring down to hiring managers and field leaders.

Quality of Hire

Design a quality-of-hire program, including calibration of hires against defined performance tiers, to improve top-of-funnel targeting and reduce mis-hires and early attrition.

Candidate Experience Brand

Develop the employer brand and candidate experience that position the company to compete for scarce construction and AEC talent in a full-employment market.

Program Ownership Talent Pipelines Internship Program

Absorb and elevate the existing internship program currently owned outside of TA, integrating it into a unified, TA-led early-talent pipeline.

Veteran SkillBridge Hiring

Own and build out the DoD SkillBridge and veteran-transition program, creating structured pathways for transitioning service members into field and corporate roles.

Early-Talent Strategy

Connect internships, SkillBridge, and veteran hiring into a coherent early-career and pipeline strategy that feeds the company's long-term workforce needs.

Community Sourcing Channels

Develop and maintain the sourcing channels, partnerships, and talent communities most relevant to federal construction and a scaling commercial business.

Leadership, Enablement Recruiter Development Team Leadership

Partner with and, over time, lead and grow the recruiting team, providing mentorship, coaching, and structure as the function scales.

Hiring Manager Enablement

Train and enable hiring managers and field leaders to interview against defined criteria, improving the quality and consistency of hiring decisions company-wide.

Incentives Metrics

Help design recruiter incentives and performance metrics tied to quality of hire rather than volume alone, and report on pipeline health and hiring outcomes.

Cross-Entity Scale

Build the processes and playbooks that allow talent acquisition to extend across additional entities, self-performance operations, and future acquisitions without loss of quality.

Qualifications

Bachelor's degree in HR, Business, or a related field, or equivalent experience; professional certification (SHRM-CP or SCP, PHR or SPHR, or AIRS) a plus but not required. Typically eight to twelve or more years of full-cycle talent acquisition experience with progressive growth in scope and responsibility. Three to five or more years leading, mentoring, or developing recruiters, or a demonstrated readiness to step into a first-time leadership and function-building role. Recruiting experience within construction or AEC firms of meaningful scale, such as heavy civil, general contracting, or design-build; closely adjacent industries that hire similar talent (for example civil or heavy engineering) are welcome. Experience recruiting across both high-volume project staffing and niche field roles, including superintendents, QC managers, safety and SSHO personnel, estimators, and project managers. Federal government-contracting (GovCon) recruiting experience strongly preferred, including the QC and safety (QCSSHO) hiring cadence tied to project awards; commercial recruiting experience a plus as that side of the business scales.

Command of award-driven staffing

building pipelines ahead of contract award, running kickoff and mobilization staffing, and forecasting a growing requisition load without a reactive posture. In-house or corporate TA experience preferred; an agency-plus-corporate blend is welcome, though pure-agency experience without in-house ownership is a weaker fit. Proven track record of building or standing up TA programs and infrastructure, including employer brand, candidate experience, structured interview guides, ATS and workforce-planning tools, and quality-of-hire calibration. Ability to establish TA as a company-wide standard, push structured hiring down to hiring managers and field leaders, and design recruiter incentives tied to quality of hire rather than volume alone. Comfort operating as a full-desk recruiter from day one while growing into a strategic Associate Director or Director role over a six to eighteen month horizon. Interest in owning adjacent programs, including internships and DoD SkillBridge and veteran-transition hiring, as part of a unified talent function. Strong communication, stakeholder-management, and influencing skills, with the ability to partner credibly with executives, project leaders, and field teams. About Our Client Our client is a rapidly growing general contractor based in Chicago. With a current team of 200 people, they have built a reputation for excellence through an unwavering commitment to quality and innovative project management. The company specializes in both commercial and residential projects and are on a mission to build the most dynamic and efficient spaces where people can work smarter, heal faster, and live happier. By harnessing the power of technology, they amplify human potential while nurturing a people-first culture. The company's core purpose, building to solve the world's greatest challenges, extends to their employees, with the company actively investing in their health and well-being. They have been consistently recognized as one of the most entrepreneurial, fastest growing and best places to work in the construction industry, reflecting their exceptional leadership, innovation, strong workplace culture and commitment to employee satisfaction. The company Values are Transparency, Gratitude, Resilience, Excellence Adventure. #LI-KC1

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