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Tag: 2025

SnapDragon Associates Hire Two New Dynamic Recruiters

SnapDragon Associates Expands Team with Two Dynamic New Recruiters Amid Rapid Growth

Written by Sarah Lucas on . Posted in Press Releases.

Bedford, NH – August 2025 – SnapDragon Associates, the premier executive search firm serving the building materials industry, is thrilled to announce the addition of two experienced recruiters to its growing team: Rebecca Ardagna and Shannon Urato.

As SnapDragon experiences a period of accelerated growth, these strategic hires mark an exciting milestone in our mission to deliver top-tier recruitment services to our clients nationwide.

Becki Ardagna brings with her over a decade of experience in consultative sales, customer success, and strategic account management. Most recently serving as a National Account Executive in the building solutions space, where she closed over $1M in revenue in just six months. She is known for her empathetic, relationship-first approach, which aligns seamlessly with SnapDragon’s commitment to meaningful and lasting placements.

Shannon Urato joins the team with five years of success in sales and marketing recruitment, specializing in the solar industry. Her ability to blend operational insight with a human-centered search strategy has made her a trusted partner to both clients and candidates navigating high-growth hiring.

These new additions emphasize SnapDragon’s commitment to providing exceptional service and driving transformation for clients through strategic hiring.

About SnapDragon Associates:
SnapDragon Associates is the premier executive recruiting firm exclusively serving the building materials industry. With deep-rooted industry expertise and a relationship-first approach, we connect top-performing talent with best-in-class companies across North America. Trusted by top industry leaders, we deliver hiring solutions that fuel growth and drive results. Learn more at www.SnapDragonAssociates.com

Click here to learn more about our team and how we deliver high-impact recruiting solutions:

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Why the Best Executives in Building Materials Aren’t Applying to Your Jobs

Written by Sarah Lucas on . Posted in News & Insights.

Why the Best Executives in Building Materials Aren’t Applying to Your Jobs — And How to Reach Them

When it comes to how to recruit executive leadership in the building materials industry, many companies still rely on traditional methods: job postings, LinkedIn ads, or internal referrals. But here’s the truth: the leaders you want to hire aren’t browsing job boards.

They’re heads down, focused on leading teams, growing market share, solving real-world problems, and protecting what they’ve built.

They’re not applying. But they are listening for the right conversation.

At SnapDragon Associates, we speak with high-level professionals in building materials every day: Presidents, General Managers, VPs of Sales and Operations, and even future CEOs. And we’ve learned that the most important conversations in executive hiring don’t start with résumés.

They start with trust.

The Silent Search: Why Top Leaders Don’t Apply But Still Want to Be Found

If you’re trying to understand how to recruit executive leadership in the building materials industry, it’s important to recognize this:

  • They’re not actively job hunting.
  • They’re selective about who they talk to.
  • They value confidentiality above all.
  • And most importantly, they want to be aligned with a company that truly understands them.

These professionals aren’t waiting around. They’re already delivering results. But for many of them, something has shifted, and they’re wondering what’s next.

A better leadership opportunity.
A bigger challenge.
A chance to leave a legacy.

And that moment, that quiet curiosity, rarely leads them to a job post.
It leads them to a conversation with someone they trust.

Why Industry-Specific Recruiting Firms Have the Strongest Access to Hidden Executive Talent

If you’re wondering how to recruit executive leadership in the building materials industry, the answer often lies in working with a recruiting partner who understands your world.

Top leaders want to be represented by someone who speaks their language. That’s why so many executives in building materials choose to work with SnapDragon Associates.

We’ve been immersed in this industry for over two decades. We understand the challenges of the channel, the complexity of supply chain shifts, and the urgency of margin pressures. We know what makes a great sales leader in decking versus siding, as well as how a plant manager can significantly impact an operation’s efficiency.

And just as importantly, we know which companies are worth a confidential introduction.

We don’t just “source candidates.”
We build long-term relationships with the people who are shaping this industry.

Why Great Companies Miss Out Without the Right Partner

Many building materials companies are growing rapidly or looking to rebuild and scale more efficiently. But they struggle with how to recruit executive leadership in the building materials industry in a way that actually works.

Here’s the catch:
The people you want won’t reach out on their own.

That’s why companies turn to SnapDragon Associates, not just for talent acquisition, but for trusted access.

We don’t flood inboxes. We don’t pitch résumés.
We make the right calls. We protect confidentiality. And we bring forward leaders who wouldn’t engage otherwise.

Executive Search in Building Materials Is About More Than Filling a Role

At SnapDragon Associates, we live in that quiet space where timing, trust, and alignment matter.

And most importantly, we understand that a senior hire can change the direction of an entire business.

If you’re still asking how to recruit executive leadership in the building materials industry, the answer isn’t a wider net.
It’s a smarter, more targeted conversation, and the right recruiter to lead it.

Ready to find the leadership that can transform your business? Contact us today or learn more about our client partnerships to start the conversation.

Plant Manager Role Tacoma WA

SnapDragon Associates to Lead Confidential Search for Plant Manager in Tacoma, WA

Written by Sarah Lucas on . Posted in Press Releases.

Strategic opportunity to manage plant operations for a premier building materials manufacturer.

Tacoma, WA – SnapDragon Associates has been exclusively retained to lead a confidential search for a Plant Manager in the Tacoma, Washington market. This key operational role comes at a time of transition following the resignation of the former Plant Manager in June.

About the Role

The selected Plant Manager will lead daily operations at a vertically integrated manufacturing facility. Key responsibilities include ensuring workplace safety, maximizing production efficiency, maintaining product quality, and managing a high-performing team. The ideal candidate will implement lean manufacturing principles and create continuous improvement across the plant.

This position requires a hands-on, leadership style to ensure smooth operations and strong employee engagement.

About the Company

Our client is a well-established name in the building materials industry, known for prioritizing employee development, innovation, and operational excellence. The company offers a dynamic work environment with a strong emphasis on leadership, accountability, and team collaboration.

Why This Opportunity Stands Out

  • Lead a major manufacturing plant in the Tacoma market
  • Be part of a company that values leadership and innovation
  • Drive operational excellence in a vertically integrated facility
  • Confidential placement supported by an industry-leading search firm

Inquiries and Referrals

This Plant Manager job in Tacoma, WA is being managed with full confidentiality. To learn more, apply, or refer a qualified candidate, please contact Cassie Fosher at cassie@snapdragonassociates.com or 603-323-0957.

About SnapDragon Associates

SnapDragon Associates is the premier executive recruiting firm exclusively serving the building materials industry. With deep-rooted industry expertise and a relationship-first approach, we connect top-performing talent with best-in-class companies across North America. Trusted by top industry leaders, we deliver hiring solutions that fuel growth and drive results. Learn more at www.SnapDragonAssociates.com

Discover how we’ve helped other leading building materials companies fill key roles the one above. Click here to read our executive search success stories!

A Positive Hiring Outlook for 2025

Written by Mark Barnard on . Posted in News & Insights.

What can we expect in 2025 for the building materials industry? The answer is optimism, opportunity, and growth! With fewer election-related hiring slowdowns and an improving market, companies in the sector are well-positioned to seize competitive advantages. For organizations focused on executive recruitment for the building materials industry, 2025 offers both challenges and opportunities to secure top-tier talent.

Key Hiring Trends Shaping 2025

Three main factors will dominate the conversation around hiring trends in 2025, particularly in the building materials sector. These trends emphasize the importance of strategic planning and adaptability in recruitment efforts.

1. Enhancing Bench Strength

2025 presents a unique opportunity to build stronger leadership teams. Professionals who may have previously been hesitant to explore new roles are now more open to considering fresh opportunities. By partnering with experts in executive recruitment for the building materials industry, businesses can strategically focus on enhancing bench strength, ensuring their leadership pipeline is optimized and future-ready.

2. Driving Growth Through Expansion

Expansion remains a primary driver in the sector. From launching innovative product lines to opening new facilities, growth initiatives are creating a heightened demand for skilled leadership. Recruitment aligned with these goals ensures businesses have the right executives in place to lead critical projects and foster sustained success.

3. Focusing on Succession Planning

An aging workforce continues to impact the industry, underscoring the need for proactive succession planning. Organizations must prioritize identifying future leaders and ensuring effective knowledge transfer before key talent exits. Those who solve this puzzle will maintain operational excellence while paving the way for innovation.

Overcoming Hiring Challenges in 2025

Every challenge presents an opportunity. To stay ahead in the hiring landscape, businesses must fine-tune their strategies by focusing on these critical areas:

  • Competitive Offerings: Talented professionals expect more than just a paycheck. Competitive salaries paired with strong benefits and flexible work options have become non-negotiable. Offering clear paths for growth and development enhances retention.
  • Relocation Support: Candidates are more likely to accept offers if relocation challenges are addressed creatively. Solutions such as relocation packages or remote onboarding processes can break through this barrier.
  • Expert Partnerships: Navigating the complexities of executive recruitment for the building materials industry requires seasoned partners. Specialized recruiters can deliver proven results, providing access to leaders who align with your company’s vision and goals.

Lessons from 2024 and a Roadmap for 2025

The lessons from 2024 were clear. Companies that acted quickly to enhance their teams leveraged their strengths to build a resilient workforce. Those who invested in succession planning tackled workforce transitions with precision, ensuring business continuity and sustained leadership strength. These strategies remain just as essential in 2025, where agility and foresight will define success.

Your Path to 2025 Success

Don’t allow hiring challenges to hold your organization back. SnapDragon Associates’ expertise in executive recruitment for the building materials industry positions your business to thrive. Our proven methods have helped countless organizations tackle issues like enhancing bench strength, scaling leadership for growth, and creating strong succession plans.

Take Action Today

Make 2025 the year your team not only meets expectations but exceeds them. Contact SnapDragon’s team of recruiters to take the first step in building a strong leadership pipeline. Together, we’ll help your organization secure the talent it needs to succeed.

Contact Us Now to start a conversation!

The Career Landscape for 2025: What Professionals Are Prioritizing

Written by Mark Barnard on . Posted in News & Insights.

2025 is just around the corner, and if our recent LinkedIn poll is anything to go by, professionals are laser-focused on growth, development, and redefining success. We asked the SnapDragon community about their top career priorities for the New Year and uncovered some fascinating trends that shed light on the mindset of the 2025 candidate pool. Here’s what we found and what it means for businesses ready to tap into this evolving talent market.

The Focus on Upskilling and Career Growth

An overwhelming 44% of respondents emphasized upskilling and career progression as their top priority. This comes as little surprise in a rapidly evolving world, where staying ahead means continuously sharpening your skills. For businesses, the message is loud and clear: candidates want opportunities to learn, grow, and advance. If your organization isn’t already creating pathways for skill development, whether through mentorship programs, learning platforms, or leadership tracks—it’s time to catch up.

Investing in professional development doesn’t just attract top talent; it also creates loyalty. When candidates see a clear trajectory for growth within your organization, they’re likely to invest back in your business with their best performance.

The Drive to Crush Performance Goals

Coming in at 26%, many professionals remain highly results-driven, focusing on exceeding performance metrics and delivering tangible achievements. These candidates are motivated by challenges and thrive in environments that reward ambition. For businesses, this signals a need to set clear, ambitious targets and create frameworks that recognize and reward outstanding contributions.

Has your company developed a culture that celebrates wins—both big and small? Whether it’s leaderboards, awards, or public recognition, professionals striving to hit (and exceed) goals want to feel that their hard work doesn’t go unnoticed.

The Demand for Work-Life Balance

Another 26% of respondents tapped into a topic that has dominated discussions in the workforce over recent years, work-life balance. The pandemic reshaped how we think about flexibility and well-being, and these priorities aren’t going anywhere. Professionals today value organizations that allow them to thrive both at work and in their personal lives.

To attract this growing segment of the workforce, businesses should double down on flexible policies like remote work options, mental health support systems, and adaptive schedules. Not all candidates are chasing a corner office; some are prioritizing fulfillment and harmony in every aspect of life.

Networking Falls Behind—but Don’t Count it Out

Perhaps the most surprising insight? Only 5% of respondents highlighted growing their professional network as a top focus for 2025. While it might seem like networking has lost its sparkle, it’s worth considering how modern professionals are redefining connections. Traditional face-to-face events might feel out of sync with today’s digital-first landscape, but that doesn’t mean professionals aren’t connecting, it’s just happening differently.

Forward-thinking organizations can lean into tools for enhancing digital connections, such as virtual mentorship platforms, online community-building events, and collaborations that build authentic relationships. While networking may not be top-of-mind, creating opportunities for meaningful connections can still add immense value to your workplace culture.

What This Means for Employers

The results of this poll are more than just numbers—they’re a roadmap for how businesses can align themselves with the aspirations of 2025’s most motivated candidates. To recap:

  • Upskilling and Career Growth should be top priorities, with clear programs to enhance professional progression.
  • Performance-driven incentives matter more than ever—create a culture where excellence is rewarded.
  • Flexibility and balance aren’t perks; they are expectations. Businesses must evolve to offer work environments that support all types of well-being.
  • Networking flexibly could help you stand out and facilitate seamless ways for professionals to connect and grow relationships.

By understanding the motivations and goals of the workforce, your business can position itself as the employer of choice for 2025 and beyond. At SnapDragon Associates, we’re here to help you stay one step ahead in recruiting exceptional talent that aligns with your vision for the future.

2025 is not just a year, it’s an opportunity to lead, innovate, and grow. Are you ready to seize it? Let’s talk about how we can help you get there. 🚀

Why the Building Materials Industry Must Prioritize Succession Planning: Part One

Written by Mark Barnard on . Posted in News & Insights.

Introduction

I was on the phone with a long-time friend and colleague headed to the NRLA Show this week. He said, “This is my 20th trip to that show, and man, the number of old guys like us keeps growing every year.” As an official “Old Guy” in the industry, I have become increasingly aware of our industry’s need to create succession plans. 2024 has proven to be the year where I have seen more retirements than ever before. At first, I thought I was noticing this because I am in the beginning stages of succession and retirement planning for myself. But over the last 11 months, I can definitively say that retirements have grown this year more than in any of my last 20 years as a recruiter in the building materials industry. This is part one of a three-part blog series.

Why Succession Planning Is Critical

The building materials industry’s success relies heavily on its workforce’s expertise and dedication. Yet, a concerning trend demands urgent attention—the aging of this valuable workforce. Did you know the median age of workers in the building materials industry is 42 years old? This figure is higher than the average across the national labor force and signals an impending challenge for businesses. With many employees nearing retirement, succession planning is no longer optional—it’s essential.

The Impact of an Aging Workforce

An aging workforce introduces significant risks for the building materials industry. With decades of acquired skills and knowledge, senior employees are a business’s most vital asset. But without proactive planning, this expertise could vanish as they retire, jeopardizing operations. Let’s break down the key risks:

  1. Loss of Expertise Experienced professionals bring a depth of technical knowledge and problem-solving skills. Without a plan for transferring this expertise, businesses risk knowledge gaps that disrupt productivity and innovation.
  2. Operational Disruptions Departures without prepared successors can create voids in leadership and efficiency, leaving organizations scrambling to recover.
  3. Leadership Instability The sudden absence of key figures often disrupts long-term planning and strategic alignment, impairing future growth.

Time to Act

The aging workforce presents challenges that must be addressed sooner rather than later. Without taking action, companies face increasing vulnerabilities both in operations and competitiveness. Stay tuned for part two, where we’ll dive into actionable strategies for effective succession planning in the building materials industry.

How to Retain Top Talent in the Building Materials Industry in 2025

Written by Mark Barnard on . Posted in News & Insights.

How to Retain Top Talent in the Building Materials Industry in 2025

In 2025, retaining top talent in the building materials industry will require a strategic and employee-focused approach. As competition for skilled professionals intensifies, companies must adopt proactive retention strategies to keep their best employees engaged and motivated. Here’s how businesses in the building materials sector can excel at employee retention and build a workforce that drives growth.

1. Invest in Employee Development

One of the most effective ways to retain skilled professionals in the building materials industry is to invest in their growth. Offering opportunities for professional development, such as certifications in sustainability or advanced training in emerging technologies, demonstrates your commitment to their success. Clear career progression paths and mentorship programs are critical for improving employee engagement and loyalty.

2. Promote Work-Life Balance

Work-life balance initiatives have become non-negotiable for employees in 2025. Flexible work policies, hybrid schedules, and wellness programs not only reduce burnout but also foster loyalty among top talent. Companies in the construction and building materials sectors that prioritize employee mental and physical health will see a significant boost in retention.

3. Strengthen Company Culture

An inclusive, positive company culture is essential to improving employee loyalty in construction and related fields. Encourage open communication and regularly recognize achievements. Feedback sessions, team-building activities, and creating an environment where employees feel valued will enhance engagement. A strong company culture can be a deciding factor for employees choosing to stay.

4. Embrace Sustainability and Purpose

Sustainability in the building materials industry is not just a business priority—it’s also a key to retaining top talent. Employees today want to align with companies that prioritize environmental and social responsibility. Showcase your green initiatives and give your workforce opportunities to contribute to projects that make a difference. This connection to purpose strengthens employee commitment to your organization.

5. Stay Competitive with Pay and Benefits

To retain top talent in the building materials industry, competitive compensation strategies are essential. Regularly review salaries to ensure they meet or exceed industry standards. Offering creative benefits—such as education reimbursement, wellness perks, or enhanced retirement plans—can set your organization apart. A robust benefits package shows employees you value their contributions.

A Holistic Approach to Retaining Top Talent

By addressing employee needs holistically—through development, flexibility, culture, purpose, and compensation—companies in the building materials industry can not only retain top talent but also create a workforce that drives unlimited growth in 2025.

Are you ready to elevate your employee retention strategies and stay ahead in the building materials industry? Let SnapDragon Associates help you build a team that lasts.

Trade Policies Take Center Stage in Building Materials Market Predictions for 2025

Written by Mark Barnard on . Posted in News & Insights.

Trade Policies Take Center Stage in Building Materials Market Predictions for 2025

A recent SnapDragon Associates poll revealed that trade policies and tariffs are poised to dominate the building materials market trends in the coming year, with 73% of respondents identifying them as the most influential factor. Environmental regulations, tax policies, and labor policies also contribute to shaping the landscape, but to a lesser extent.

Trade Policies & Tariffs: Reshaping the Building Materials Landscape

The profound impact of trade policies on the building materials sector cannot be overstated. Shifting tariffs on essential

materials like steel and lumber disrupts global supply chains, elevates costs, and injects uncertainty into the market. These challenges can be daunting for manufacturers and importers but also present opportunities. Strategies such as diversifying suppliers and bolstering domestic production are key to mitigating risks and maintaining competitiveness.

As we look ahead to 2025, changes in trade policies and tariffs will continue to define the market, requiring industry leaders to remain agile and proactive. Staying informed about evolving regulations is essential to capitalize on emerging opportunities and avoid costly disruptions.

Environmental Regulations: The Push for Sustainability

With 10% of survey respondents identifying environmental regulations as a critical factor, the demand for sustainable solutions in the building materials market remains strong. Stricter compliance standards and shifting consumer preferences are encouraging manufacturers to innovate. Green materials and sustainable production processes not only reduce environmental impact but also enhance brand value, offering a competitive edge in a market that increasingly prioritizes eco-conscious practices.

Tax & Labor Policies: Long-Term Market Drivers

While tax policies and labor issues garnered less attention in the survey, their role in shaping building material market trends remains relevant. Tax incentives for sustainable practices and localized production can drive investment while addressing workforce challenges—such as skilled labor shortages—will be crucial for sustaining growth.

Building Materials Market Trends for 2025: Challenges and Opportunities

The global building materials market, valued at $1.5 trillion, continues to evolve with a CAGR of approximately 4% projected through 2030. From navigating the complexities of trade policies to embracing environmental and technological advancements, the industry is at a pivotal moment. Companies that adapt to these shifts will not only weather challenges but also lead innovation in the sector.