Building Services Director

NOW CFO is working with a client in the commercial mechanical and plumbing contracting industry to hire a Building Services Director. The company is a well-established, $140M contractor specializing in sustainable mechanical and plumbing systems design-build, new construction, remodels, retrofits, service, and preventative maintenance. They operate using the EOS/Traction framework and report to the CEO.

This is a senior leadership role with full ownership of the Building Services department. Service is a lifecycle business here every customer interaction either builds equity or erodes it. The ideal candidate leads through direct reports, not as a player-coach, and focuses their time on customer relationships, growth strategy, financial performance, and team development.

This is a primarily in-person role based in Salt Lake City, with remote flexibility and travel limited to planned events. Hybrid scheduling is available after performance benchmarks are established.

• Real ownership reporting directly to the CEO as a peer to Construction, Operations, Sales, and Centralized Services leaders. Full authority over pricing, compensation structure, process design, and hiring.
• Three focused service lanes: preventative maintenance, time-and-materials, and pull-through no sprawling portfolio.
• Steady pipeline from a $135M construction operation that continuously converts new long-term service customers.
• Significant growth runway deeper PM relationships, regional expansion, and an energy-management growth lane.

• Financial performance gross margin, revenue growth, revenue per technician, and department P&L.
• Execution excellence standardized field execution, ticket quality, documentation standards, and billing accuracy.
• Pricing discipline establishing margin floors, pricing guardrails, and approval structures.
• Technician development performance management, compensation architecture, and career pathing for the field team.
• Customer strategy defining the ideal customer profile, optimizing revenue mix, and strengthening retention.
• Cross-functional partnerships aligning with Sales, Construction, Operations, and Centralized Services across every handoff.
• Safety culture reinforcing field safety behaviors, near-miss reporting, and 100% compliance on toolbox huddles.
• Technology & AI adoption applying practical tools to improve documentation, dispatch, training, and workflow efficiency.

• Day 90: Completed service-business assessment, baseline KPIs, weekly review cadence, and a 90-day priority plan delivered to the CEO.
• Month 6: Ticket-quality standards, billing-precision controls, and pricing guardrails installed; measurable gains in billing precision, technician utilization, and revenue per technician.
• Month 12: Blended gross margin trending toward 50% (45% floor), 30% YoY service growth, and a repeatable operating system that performs without you in the room.

• Leads through direct reports not a player-coach. This is the most important behavioral filter for the role.
• Service-business scale has led a service business with at least $2M in revenue ($5M strongly preferred).
• Commercial or industrial mechanical service leadership fluency in HVAC and plumbing to evaluate scope, field execution, and customer outcomes.
• Operating-system builders have built pricing guardrails, ticket QA, billing controls, KPI cadences, and accountability structures.
• Margin & revenue capture proven, measurable improvement in gross margin and billing precision in a service environment.
• Compensation design has designed or redesigned technician compensation to drive productivity and documentation quality.
• Technology fluency energized by practical tools that improve service outcomes.

• Experience leading a service business inside a larger construction or mechanical organization.
• Ability to grow a PM contract base and build a recurring-revenue engine.
• Background in EOS, Traction, or a similar structured operating framework.
• Familiarity with service field-management platforms (ServiceTitan, FieldConnect, FieldEdge, BuildOps, or comparable).
• Experience presenting financial and operational performance to executive leadership.

• Base salary: $160,000–$180,000; total target compensation (base performance bonus): $227,000–$256,000. Variable pay tied to departmental and company net margin with no ceiling above target.
• 3 weeks PTO 6 paid holidays
• 401(k) with 4% company match
• Medical & dental: 100% of premiums paid for employees and family
• Optional: vision, short- and long-term disability, accident insurance, hospital indemnity
• Employer-paid life insurance
• Vehicle allowance cell phone reimbursement
• Uncapped professional development budget executive education, leadership programs, industry conferences
• Loyalty bonus program

#IND2

Salary : $160,000 - $180,000