Targeted Talent Pools:
Developed a focused list of regional and division presidents, as well as senior-level homebuilding executives, from both national and large regional builders with a history of successful market entries, division launches, and consistent revenue and unit growth.

Candidate Profile Focus:
Targeted senior homebuilding professionals with experience in ground-up regional growth, including market selection, land acquisition, regulatory navigation, and team recruitment. Looked for candidates with an entrepreneurial mindset who had thrived within a corporate, publicly traded environment.

Key Competency Areas:

• Proven experience launching or scaling new divisions or regions with full operational accountability
• Strong land acquisition and entitlement expertise, with deep relationships across local markets, municipalities, and developers
• Track record of building and leading cross-functional teams including sales, construction, operations, and customer service
• Excellent financial acumen, with a strong understanding of P&L management, forecasting, and investment return
• Reputation for culture-building, leadership development, and employee engagement

Experience Requirements:
15+ years of progressive leadership experience in homebuilding, with at least 5 years in a Division President or comparable leadership role. Preferred candidates with prior success launching a new market or turning around underperforming regions. Familiarity with the target geography was a plus.

Evaluation Criteria:
Candidates were assessed on entrepreneurial agility, leadership presence, operational rigor, and the ability to drive rapid yet sustainable growth while aligning with the company’s national brand and standards.

• Assembled a comprehensive target list of over 80 senior homebuilding executives from public and large privately held homebuilders operating in high-growth and emerging U.S. housing markets.
• Conducted targeted outreach and market mapping in the Southeast and Sunbelt regions, identifying candidates with strong regional knowledge and a history of successfully entering or expanding new markets.
• Evaluated over 35 candidates through a structured assessment framework that measured startup execution, team-building capabilities, and alignment with corporate values and vision.
• Presented a ranked slate of 8 finalists, including candidates with strong track records in launching greenfield divisions, doubling regional revenues, and maintaining strong builder satisfaction scores.
• Successfully placed a Division President with prior experience launching two high-performing divisions for a top 5 homebuilder. The executive brought deep local knowledge, strong land and trade relationships, and a performance-driven, people-first leadership style.
• Within 12 months of hire, the new division secured multiple land deals, established a leadership team across key functions, and successfully closed its first homes—exceeding first-year projections in both revenue and unit volume.