Command Alkon Blog

Contributor, T.J. Crosby

Expanding the Talent Pool: Why Concrete Companies Should Consider Seasoned Leaders and Professionals from Outside the Industry

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by

Karli Langner
in ,

Karli Langner

Last month’s article from T.J. Crosby, CEO of Concrete Careers, shared that the concrete industry faces a shortage of available talent entering the workforce each year. While internships are critical for organizations to ensure they have fresh talent to fill front-line roles (and future leadership pipelines), there is still a broader challenge to solve.

The question that remains is: how do companies fill mid-level positions and other roles which require a certain level of professional experience when the industry’s talent pool is shrinking?

Companies are experiencing turnover at all levels, but it is especially painful in key mid- level and front-line management positions – including plant management, quality control, project managers, foreman, and even sales. While demand for infrastructure and commercial projects continues to grow, companies are left struggling to increase or maintain operational capacity to meet these demands. Replacing these leaders is critical but can be exacerbated when recruitment efforts tend to focus solely on candidates with prior concrete industry experience.

One of the most strategic and sustainable ways to address this challenge is by recruiting mid-career professionals from other labor-intensive industries who already possess the leadership, problem-solving, and operational skills required to thrive in our sector.

For companies to keep up with demand, and ensure they guard against talent gaps, they should consider the following:

1.  Overcoming the “Industry Experience Required” Mindset

The idea that leaders must have concrete-specific experience will greatly limit your talent pipeline. Many of today’s most successful managers and professionals in our industry came from other sectors at some point in their careers, bringing fresh ideas, proven systems, and leadership approaches that improved performance. By hiring for core competencies, such as people leadership, operational excellence, and strategic decision-making, and then training for industry-specific technical skills, companies can build stronger, more adaptable leadership teams.

In light of the many resources are available through the various industry associations, including NRMCA, NPCA, PCI, and others – there is ample opportunity to provide these transferring leaders with the base-level knowledge needed to learn key aspects of concrete-specific production and requirements early on in their new career. Association staff, board members, and workforce committee members within these organizations can provide guidance, making the barrier to entry lower than most companies assume.

2.  Transferable Skills from High-Performance Industries

There are several industries which produce leaders who excel in fast-paced, high- pressure environments; conditions which mirror the operational realities of concrete- product production and delivery.

  • Hospitality: Experts at customer service, managing large teams, and driving operational efficiency.
  • Logistics/Shipping: Skilled in scheduling precision, supply chain coordination, and fleet oversight.
  • Manufacturing: Experienced in safety compliance, equipment management, and process optimization.
  • Utilities/Energy: Seasoned in managing dispersed crews, safety-critical operations, and regulatory compliance.

While these candidates may not know concrete on day one, these skill sets are directly transferable to leadership and operations roles in ready-mix production, precast/prestress, quality control, project management, customer service, sales, and delivery. With the right onboarding, they will quickly become valuable assets.

3.  Military Talent as a Leadership Pipeline

Veterans represent another exceptional source of leadership talent for the concrete industry. Military officers and senior enlisted personnel bring discipline, strategic thinking, and operational expertise that align perfectly with the demands of our field. Clearly, these leaders have learned to remain calm under pressure and are proven capable of withstanding rigorous expectations and demands.

There are two organizations in particular who have built strong reputations for connecting military talent with civilian careers:

  • Hire Heroes – Focused on supporting enlisted service members and junior officers in transitioning into technical, supervisory, and operations roles.
  • Uncommon Elite – Specializes in placing senior-level leaders, primarily former special forces and other military veterans, into executive and operational leadership roles in across various industries.

Veterans are proven to readily adapt, uphold safety and quality standards, and inspire teams. For companies seeking steady, resilient leaders, the military talent pool is one of the most reliable sources available.

4.  Strategic Steps for Attracting Cross-Industry Talent

To make the most of this approach, senior leaders should consider:

  • Revising job descriptions to focus on leadership and operational skills rather than only industry experience.
  • Partnering with specialized search firms like Concrete Careers, Uncommon Elite, and others.
  • Creating structured onboarding programs, such as a 90-day learning path, that accelerate industry-specific training and knowledge.
  • Highlighting success stories of professionals who successfully transitioned from other industries, to give others the confidence to take the leap.

Conclusion: A Competitive Advantage, not a Compromise

The future strength of the concrete industry depends on the leaders we bring in and build today. By expanding the search to include proven professionals from hospitality, logistics, manufacturing, and the military, companies can fill critical roles with capable leaders who bring new perspectives, operational discipline, and the ability to adapt in a dynamic environment.

The stability and longevity of our sector make it an attractive destination for top-tier talent. The real question is: are you ready to seize the opportunity and accept professionals from this broader talent pool?

The next open role is a great place to start. Review the job description and ask, “Does this emphasize industry-specific experience over proven capabilities?” If so, make that small change to expand your candidate base and accelerate your company’s success!

Recruiting outside the industry is not a compromise, it is a proven competitive advantage.

 

T.J. Crosby is CEO of Concrete Careers and President of EBS Consulting. As a seasoned talent leader, he has experience establishing and scaling recruiting, HR, and overall company operations, and is passionate about fostering a strong team culture and attracting the best talent. For the past 15 years, T.J. has held various HR leadership roles across startup, private-equity backed turnaround, and Fortune 500 organizations. Recently, T.J. was Chief Human Resources at Sylvan Road and prior to that, Head of Talent Experience at FirstKey Homes, where he implemented critical talent initiatives which enabled the organization to effectively scale from under 250 employees to over 1,000. T.J. holds a BS in Business Management from Jacksonville State University and an MBA from Auburn University. When not at work, he enjoys spending time with his wife, Valerie, and his two young children.