The construction workforce is changing faster than job descriptions can keep up. Superintendents are managing drones and reality-capture systems. Estimators are working with AI-assisted cost models. Project managers are navigating BIM coordination platforms alongside traditional schedule and budget responsibilities. And entirely new roles—BIM managers, VDC coordinators, sustainability managers, data center specialists—are emerging to meet the demands of digital transformation and climate-conscious building.
Table of Contents
This guide breaks down the construction job titles and descriptions you need to know in 2025, from entry-level laborers to senior leadership, including emerging roles driven by technology adoption, updated salary ranges with current market data, and clear career progression pathways across multiple tracks.
Common construction job titles and descriptions
The construction industry organizes around a clear hierarchy of roles, each with distinct responsibilities, required skills, and compensation. Understanding these titles helps you recruit effectively, set competitive salaries, and build teams with the right mix of experience and specialization.
General laborer
What they do: Entry-level role handling basic tasks on jobsites—material transport, site cleanup, equipment setup, debris removal, and assisting skilled trades. Laborers are the foundation of field operations.
What they need: Physical stamina, basic safety training, and willingness to learn. No formal education required, though OSHA 10 certification is common. Many laborers use this role as a pathway to skilled trades or equipment operation.
Compensation (2025): Median annual salary is approximately $40,500, with entry-level positions starting around $32,000 and experienced laborers in high-cost markets earning $50,000+. Union laborers typically earn higher wages with benefits packages.
Career progression: Laborer → Skilled trade apprentice or equipment operator → Journeyman or lead operator → Foreman → Superintendent.
Skilled trade workers
What they do: Specialize in specific construction disciplines requiring technical training and certifications. Core trades include carpenters, electricians, plumbers, HVAC technicians, welders, masons, roofers, painters, and ironworkers. Skilled trades execute the detailed work that brings projects to life.
What they need: Formal apprenticeship (typically 3-5 years combining classroom instruction and on-the-job training) or vocational school credentials, plus relevant licenses and certifications. Electricians and plumbers often require state licensing. Continuous learning is expected as building codes, materials, and methods evolve.
Compensation (2025): Varies significantly by trade and region. Electricians average $62,200, plumbers $61,500, carpenters $52,400, HVAC technicians $57,300, and welders $49,200. Union trades typically command 15-30% premium over non-union equivalents, especially in metropolitan areas. Solar PV installers and wind turbine technicians—among the fastest-growing construction trades through 2033—earn median salaries of $48,800 and $64,300 respectively.
Career progression: Apprentice → Journeyman → Lead mechanic or master tradesperson → Foreman → Trade contractor or superintendent.
Equipment operator
What they do: Operate heavy machinery including excavators, bulldozers, cranes, loaders, graders, backhoes, and specialized equipment. Operators are responsible for safe, precise machine use, daily inspections, basic maintenance, and coordination with site supervisors.
What they need: Equipment-specific certifications (crane operators require NCCCO certification), commercial driver’s license (CDL) for certain roles, and hands-on training. Apprenticeship programs and equipment schools provide pathways into the profession.
Compensation (2025): Median salary for heavy equipment operators is approximately $52,700, with crane operators earning higher wages (often $65,000-$85,000) due to specialized licensing and safety requirements. Union operators in major metro areas can exceed $90,000 with overtime.
Career progression: Trainee or oiler → Certified operator → Lead operator → Equipment supervisor → Equipment or operations manager.
Health and safety specialist
What they do: Develop, implement, and enforce safety programs on jobsites. Conduct safety training, perform site inspections, investigate incidents, ensure OSHA compliance, manage safety documentation, and coordinate with project teams to identify and mitigate hazards. In 2025, many safety specialists also use AI-enabled monitoring systems that analyze video feeds and sensor data to detect unsafe conditions in real time.
What they need: OSHA 30 certification at minimum, often plus specialized credentials like Certified Safety Professional (CSP) or Construction Health and Safety Technician (CHST). Bachelor’s degree in occupational health, construction management, or related field increasingly preferred. Strong communication skills and ability to influence behavior without direct authority.
Compensation (2025): Median annual salary is approximately $78,000, with senior safety managers at large contractors earning $90,000-$120,000+. Safety directors overseeing multi-project portfolios can exceed $140,000.
Career progression: Safety technician → Safety specialist → Safety manager → Safety director or VP of safety.
Architect
What they do: Design buildings and coordinate with engineers, contractors, and clients to ensure constructability, code compliance, and design intent. Architects produce drawings, specifications, and construction documents. They also provide construction administration, reviewing submittals, answering RFIs, and conducting site visits.
What they need: Professional architecture degree (B.Arch or M.Arch), completion of Architect Registration Examination (ARE), and state licensure. Experience with BIM software (Revit, ArchiCAD) and collaboration platforms is standard.
Compensation (2025): Median salary for architects is approximately $89,000, with licensed architects at established firms earning $75,000-$110,000. Senior architects and principals at design firms can exceed $150,000, especially in specialized markets like healthcare or high-rise commercial.
Career progression: Intern architect → Licensed architect → Project architect → Senior architect → Principal or partner.
Estimator
What they do: Analyze project plans, specifications, and site conditions to develop accurate cost estimates for bidding and budgeting. Estimators quantify materials, labor, equipment, and subcontractor costs, assess risk, and collaborate with preconstruction teams. Modern estimators increasingly use BIM-based quantity takeoff tools and AI-assisted cost modeling to automate calculations and improve accuracy.
What they need: Construction management or engineering degree preferred, or equivalent field experience combined with estimating training. Proficiency in estimating software (Sage Estimating, HCSS HeavyBid, On-Screen Takeoff), spreadsheet modeling, and increasingly 5D BIM platforms. Strong analytical skills and understanding of construction methods, means, and materials.
Compensation (2025): Median salary for construction estimators is approximately $71,500, with senior estimators and chief estimators at general contractors earning $85,000-$120,000+. Preconstruction directors overseeing estimating and VDC functions can exceed $150,000.
Career progression: Junior estimator → Estimator → Senior estimator → Chief estimator or preconstruction manager.
Surveyor
What they do: Establish precise measurements and locations for construction projects. Surveyors conduct boundary surveys, topographic surveys, construction staking, and as-built documentation. They use total stations, GPS equipment, laser scanning, and increasingly drone-based reality capture for volumetric analysis and site monitoring.
What they need: Associate’s or bachelor’s degree in surveying or geomatics, plus state licensure (Professional Land Surveyor or PLS). Proficiency with survey instruments, CAD software, and data processing tools.
Compensation (2025): Median annual salary for surveyors is approximately $68,000, with licensed surveyors earning $75,000-$95,000. Party chiefs and survey managers at large civil or infrastructure contractors can exceed $110,000.
Career progression: Survey technician → Surveyor → Party chief → Survey manager or licensed PLS.
Inspector
What they do: Conduct inspections during construction to ensure work meets plans, specifications, codes, and quality standards. Inspectors may work for owners, municipalities, or third-party firms, reviewing structural, MEP, fire protection, and specialty systems. They document deficiencies, approve work for payment, and coordinate with contractors to resolve issues.
What they need: Deep knowledge of building codes and construction methods, often gained through trades background or civil engineering degree. Certifications vary by specialty (ICC certifications for building inspectors, AWS for welding inspection, ACI for concrete). Strong attention to detail and ability to communicate technical findings clearly.
Compensation (2025): Median salary for construction inspectors is approximately $66,500, with senior inspectors and chief inspectors earning $75,000-$95,000. Third-party special inspection firms may pay $80,000-$110,000 for senior roles.
Career progression: Inspector → Senior inspector → Chief inspector or quality assurance manager.
Civil engineer
What they do: Design and oversee infrastructure projects including roads, bridges, water systems, utilities, and site development. Civil engineers analyze site conditions, develop grading and drainage plans, coordinate with architects and contractors, perform structural calculations, and ensure projects meet safety and regulatory standards.
What they need: Bachelor’s degree in civil engineering, Professional Engineer (PE) license for stamping plans and leading projects, and proficiency in design software (AutoCAD Civil 3D, MicroStation). Specialized knowledge in geotechnical, structural, transportation, or environmental engineering depending on focus area.
Compensation (2025): Median salary for civil engineers is approximately $95,000, with licensed PEs earning $90,000-$125,000. Senior engineers and project managers at engineering firms can exceed $140,000.
Career progression: EIT (engineer in training) → Licensed PE → Project engineer → Senior engineer → Department manager or principal.
Project manager
What they do: Lead construction projects from contract award through closeout, managing cost, schedule, quality, safety, and client relationships. PMs coordinate subcontractors, resolve issues, track budgets, manage change orders, oversee submittals and RFIs, and ensure projects are delivered on time and within budget. In 2025, project managers are increasingly expected to work within integrated digital platforms that connect field operations, financial systems, and business intelligence.
What they need: Bachelor’s degree in construction management, engineering, or related field preferred, though some PMs advance from field supervision roles. PMP certification valuable but not always required. Strong leadership, communication, problem-solving, and financial management skills essential. Proficiency in project management software (Procore, CMiC, Viewpoint), scheduling tools (Primavera P6, Microsoft Project), and BIM coordination platforms increasingly expected.
Compensation (2025): Median salary for construction project managers is approximately $104,000, with experienced PMs at general contractors earning $95,000-$140,000. Senior project managers overseeing large or complex projects can exceed $160,000, and project executives managing portfolios earn $180,000-$250,000+.
Career progression: Project engineer or assistant PM → Project manager → Senior PM → Project executive → VP of operations or COO.
Superintendent
What they do: Direct day-to-day field operations, coordinating trades, managing schedules, enforcing safety protocols, and ensuring quality work. Superintendents are the on-site leaders who translate plans into built reality. They conduct daily huddles, resolve conflicts, troubleshoot problems, and maintain relationships with subcontractors and inspectors.
What they need: Extensive field experience, often 10+ years, typically rising through trades or foreman roles. Deep knowledge of construction methods, sequencing, and means and means. Strong leadership and communication skills. In 2025, superintendents are also expected to use digital tools including progress tracking apps, drone-based site monitoring, and BIM viewers.
Compensation (2025): Median salary for construction superintendents is approximately $98,000-$110,000, with experienced superintendents at commercial general contractors earning $100,000-$145,000. General superintendents overseeing multiple projects or large teams can exceed $160,000.
Shortage context: Superintendents are among the hardest positions to fill in 2025, with 76% of contractors reporting difficulty hiring qualified candidates due to retirements and insufficient pipeline of experienced field leaders.
Career progression: Skilled trade or foreman → Superintendent → Senior superintendent or general superintendent → Operations manager or VP of construction.degree in architecture along with relevant experience and licensing (the latter depends on your location).
Use your workforce data to create a competitive advantage
Download our white paper to see how effective workforce planning can help stay ahead of labor demands and create a strategic project pipeline.
Emerging construction roles driven by technology
The construction industry is experiencing rapid technology adoption, creating entirely new job categories and expanding the skill requirements for existing roles. These emerging positions reflect how AI, automation, BIM, and sustainability are reshaping project delivery.
BIM manager and VDC coordinator
What they do: Oversee Building Information Modeling (BIM) and Virtual Design and Construction (VDC) processes, coordinating digital models across architecture, structure, and MEP disciplines. BIM managers establish modeling standards, lead clash detection, facilitate coordination meetings, and increasingly link models to AI-powered progress tracking, scheduling (4D), and cost analysis (5D). They ensure that digital models serve as the single source of truth from preconstruction through closeout.
What they need: Bachelor’s degree in construction management, architecture, or engineering. Proficiency in BIM authoring tools (Revit, Navisworks), coordination platforms (BIM 360, Autodesk Build), and data management. Understanding of construction sequencing, fabrication, and how models translate to field execution.
Compensation (2025): BIM managers and VDC coordinators typically earn $75,000-$105,000 at general contractors and specialty trade firms, with senior VDC directors at large contractors earning $110,000-$145,000+.
Career progression: BIM modeler → BIM coordinator → BIM manager or VDC lead → Director of VDC or technology.
Sustainability manager and green building specialist
What they do: Lead sustainability initiatives, manage LEED and green building certifications, track embodied and operational carbon, source sustainable materials, and ensure projects meet environmental performance targets. In 2025, sustainability managers increasingly use digital tools and AI to quantify carbon footprints, optimize material choices, and produce ESG reporting for owners and investors.
What they need: Bachelor’s degree in environmental science, engineering, or construction management. LEED AP or similar green building credential. Knowledge of building energy modeling, life-cycle assessment, and sustainability frameworks (LEED, WELL, Living Building Challenge).
Compensation (2025): Sustainability managers at general contractors and engineering firms typically earn $70,000-$100,000, with senior sustainability directors and consultants earning $105,000-$135,000.
Career progression: Sustainability coordinator → Sustainability manager → Director of sustainability or ESG.
Data center construction specialist
What they do: Oversee mission-critical construction projects for data centers, managing the unique demands of power density, cooling systems, security infrastructure, and 24/7 uptime requirements. Data center specialists coordinate MEP systems, commissioning, and integration with digital monitoring platforms. This role has exploded in demand due to AI infrastructure buildout driving a data center construction boom.
What they need: Mechanical or electrical engineering background preferred, or extensive MEP coordination experience. Understanding of critical power systems (UPS, generators, switchgear), cooling infrastructure (CRAC, CRAH, liquid cooling), and commissioning protocols. Familiarity with Tier standards (Uptime Institute) and data center design.
Compensation (2025): Data center construction specialists and commissioning managers earn $95,000-$140,000, with senior project managers and construction executives specializing in mission-critical work earning $145,000-$200,000+.
Career progression: MEP coordinator or engineer → Data center specialist → Senior project manager (mission-critical) → Director of critical facilities.
Construction AI and digital transformation roles
What they do: Design, deploy, and manage AI tools and digital platforms for construction operations. Roles include Construction AI Engineers who build and deploy AI for scheduling, cost estimation, quality control, and risk prediction; AI Integration Managers who select vendors, measure ROI, and drive adoption; and Digital Transformation Leads who oversee portfolio-wide implementation of AI, robotics, BIM, and cloud platforms. These roles bridge IT, operations, and project delivery.
What they need: Technical background in construction, engineering, or computer science. Understanding of AI/ML concepts, data workflows, and construction processes. Strong change management and communication skills to drive adoption across traditionally non-technical teams.
Compensation (2025): Construction AI engineers and digital product managers typically earn $90,000-$130,000, with heads of AI, digital transformation directors, and technology executives earning $140,000-$200,000+.
Career progression: Digital coordinator or analyst → AI integration specialist or digital PM → Director of digital transformation or chief technology officer.
Robotics and automation technicians
What they do: Operate, maintain, and troubleshoot construction robots and automation systems used for tasks including rebar tying, bricklaying, layout printing, welding, and prefabrication. Robotics technicians work on-site and in off-site manufacturing facilities, ensuring uptime, safety compliance, and coordination with traditional trades. The role addresses a critical shortage of approximately 40,000 technicians needed to support automation adoption.
What they need: Electro-mechanical training, often through vocational programs or apprenticeships that now emphasize robotics alongside BIM and drone operation. Troubleshooting skills, basic programming knowledge, and comfort working with emerging technology.
Compensation (2025): Robotics technicians in construction earn $50,000-$75,000, with senior technicians and automation coordinators earning $75,000-$95,000. Prefabrication plant managers overseeing automated production lines can exceed $110,000.
Career progression: Automation technician → Robotics coordinator → Automation manager or prefab production engineer.
Technology skills now expected across traditional roles
Digital transformation isn’t just creating new titles—it’s fundamentally changing what’s expected of existing roles. In 2025, proficiency in BIM, drones, data platforms, and AI-assisted tools is moving from “nice to have” to “required” for many mid-level and senior positions.
What’s changing by role
Project managers now work within integrated ERP and project management platforms that connect financial data, schedules, field operations, and business intelligence. 69% of construction firms plan technology-related hires in 2025, with digital fluency a core requirement for PM roles.
Superintendents use AI-powered progress tracking that compares 360-degree site captures to BIM models and schedules, flagging variances and preventing rework. Drone-based reality capture and IoT safety monitoring have become standard tools for field leadership.
Estimators leverage BIM-based quantity takeoff and AI-assisted cost modeling to automate calculations and improve bid accuracy, shifting focus from data entry to strategic analysis and risk assessment.
Safety managers deploy video analytics, wearable sensors, and AI platforms that detect unsafe conditions in real time, moving from reactive incident response to predictive risk mitigation.
Schedulers work with 4D BIM that links schedules to three-dimensional models, enabling visual sequencing, clash detection, and what-if scenario planning tied to resource availability.
The upskilling imperative
Contractors can’t simply hire their way out of the skills gap. With 439,000 net new workers needed in 2025 and persistent shortages of experienced superintendents and project managers, firms must invest in upskilling existing teams. Successful companies pair technology adoption with structured training programs that teach BIM, drones, AI tools, and data platforms to mid-career professionals who bring deep construction knowledge but need digital fluency.
Salary ranges and compensation trends (2025)
Understanding current market compensation helps you recruit competitively and retain talent in a tight labor market.
| Role | Entry Level | Mid-Career | Senior/Leadership |
|---|---|---|---|
| General Laborer | $32,000 | $40,500 | $50,000+ |
| Skilled Trades (Carpenter) | $35,000 | $52,400 | $70,000+ |
| Skilled Trades (Electrician) | $40,000 | $62,200 | $85,000+ |
| Skilled Trades (Plumber) | $38,000 | $61,500 | $82,000+ |
| Equipment Operator | $40,000 | $52,700 | $75,000+ |
| Crane Operator | $50,000 | $70,000 | $95,000+ |
| Safety Specialist | $55,000 | $78,000 | $120,000+ |
| Architect | $60,000 | $89,000 | $150,000+ |
| Estimator | $55,000 | $71,500 | $120,000+ |
| Surveyor | $50,000 | $68,000 | $110,000+ |
| Inspector | $50,000 | $66,500 | $95,000+ |
| Civil Engineer | $65,000 | $95,000 | $140,000+ |
| BIM Manager / VDC Coordinator | $65,000 | $85,000 | $145,000+ |
| Sustainability Manager | $60,000 | $85,000 | $135,000+ |
| Project Manager | $75,000 | $104,000 | $180,000+ |
| Superintendent | $75,000 | $105,000 | $160,000+ |
| Construction AI / Digital Lead | $80,000 | $110,000 | $200,000+ |
Compensation varies significantly by region, project type, union status, and firm size. Union wages typically run 15-30% higher than non-union equivalents. Metropolitan markets (New York, San Francisco, Boston, Seattle) command premium salaries. Data compiled from Bureau of Labor Statistics 2025 data and industry surveys.
Factors driving 2025 compensation
Labor shortages across all skill levels. 76% of contractors report difficulty filling positions, with 306,000 unfilled construction jobs as of mid-2025. Demand is especially acute for superintendents, project managers, and skilled trades.
Technology premiums. Roles requiring BIM, AI, automation, or data skills command 10-20% higher salaries than equivalent positions without digital requirements.
Regional variation. Cost of living and market activity create significant geographic differences. Union labor in the Northeast averages $77/hour compared to $50/hour in the South for equivalent trades.
Renewable energy and infrastructure growth. Solar installers (+26.4% projected growth) and wind turbine technicians (+56.3%) are among the fastest-growing construction occupations through 2033, driven by federal infrastructure spending and clean energy investment.
Career progression pathways in construction
Construction offers multiple pathways to advance from entry-level roles to leadership positions, with progression typically based on experience, skill development, and demonstrated leadership rather than formal degrees alone.
Skilled trades pathway
Entry: Laborer or apprentice → Mid-career: Journeyman tradesperson → Advanced: Lead mechanic or master tradesperson → Supervision: Foreman → Management: Superintendent → Leadership: Operations manager or trade contractor owner.
Timeline: 10-20 years from apprentice to superintendent, depending on aptitude, work ethic, and opportunities. Many superintendents and operations leaders started in the trades, bringing deep field knowledge and credibility with crews.
Key skills for advancement: Technical mastery, leadership and communication, ability to read plans and coordinate across trades, safety mindset, eventually digital literacy (BIM viewers, scheduling apps, progress tracking tools).
Equipment operations pathway
Entry: Trainee or oiler → Mid-career: Certified operator → Advanced: Lead operator or specialist (crane, precision grading) → Supervision: Equipment supervisor → Management: Equipment manager or regional operations leader.
Timeline: 8-15 years from trainee to management, with specialized certifications (NCCCO for cranes) opening higher-paid opportunities.
Key skills for advancement: Machine proficiency and safety, preventive maintenance knowledge, coordination with site teams, eventually fleet management and telematics data analysis.
Project management pathway (degree track)
Entry: Project engineer or assistant PM → Mid-career: Project manager → Advanced: Senior PM or project executive → Leadership: VP of operations, regional manager, or COO.
Timeline: 10-15 years from entry to senior PM, 15-25 years to executive leadership. Progression depends on project complexity, performance, and leadership capability.
Key skills for advancement: Financial management and cost control, contract knowledge, scheduling and sequencing, client relationship management, team leadership, digital platform fluency, strategic thinking.
Project management pathway (field track)
Entry: Skilled trade or foreman → Mid-career: Superintendent → Advanced: Senior superintendent or general superintendent → Crossover: Project manager → Leadership: Operations manager or VP of construction.
Timeline: 12-20 years from trades to PM role, often longer because field experience must be deep before transitioning to management. This pathway produces PMs with exceptional construction knowledge and crew relationships.
Key skills for advancement: Deep field expertise, ability to translate between field and office, problem-solving under pressure, eventually financial and contract literacy, digital tools adoption.
Specialized technical pathway
Entry: Junior estimator, BIM modeler, or junior engineer → Mid-career: Estimator, BIM manager, or project engineer → Advanced: Chief estimator, VDC director, or senior engineer → Leadership: Preconstruction director, technology director, or principal.
Timeline: 8-15 years to senior specialist roles, 15-20+ years to director or principal level.
Key skills for advancement: Technical depth in specialty (estimating, BIM, engineering), ability to see how specialty supports broader project delivery, teaching and mentoring capability, strategic thinking about how technology or methods improve outcomes.
Building teams with the right mix
Successful construction teams balance experience levels, skills, and personalities. A project staffed entirely with rookies will struggle, just as a team of all senior leaders creates mentorship gaps and succession risk. Smart workforce planning means tracking who has worked together successfully before, who brings specific client or market-sector relationships, and who is ready for stretch assignments that develop the next generation of leadership.
Modern workforce planning tools let you track Internal Resumes—the project history, build types, certifications, architect relationships, and team collaborations that make someone qualified for a role, not just available. Staffing decisions shift from “who’s free?” to “who’s the right fit based on experience and development goals?”
Addressing the construction workforce shortage
The numbers are stark. The U.S. construction industry needs to attract 439,000 net new workers in 2025 just to meet demand, on top of normal hiring to replace turnover. 76% of contractors report difficulty filling positions, with superintendents, project managers, and skilled trades especially hard to find.
The shortage isn’t just about volume—it’s about the right skills. Retirements are pulling experienced field leaders and tradespeople out of the industry faster than new workers are arriving. And the workers entering construction need training not just in traditional methods but in digital tools, BIM, automation, and data platforms that didn’t exist a decade ago.
What firms are doing
Apprenticeships and training programs. Apprenticeships are up 22% recently, with programs now teaching BIM, drones, and robotics alongside traditional trade skills. Contractors partnering with vocational schools and community colleges are building pipelines of workers trained in both craft and technology.
Career visibility and progression. Making clear pathways from laborer to leadership helps with retention. When workers see how experience translates to higher responsibility and pay, they’re more likely to stay in the industry.
Retention through variety and development. Project variety and opportunities to learn new skills are retention drivers, especially for younger workers. Firms that can show team members different project types, clients, and building sectors—and track that experience for future advancement—reduce turnover.
Workforce planning visibility. You can’t manage what you can’t see. Contractors moving beyond spreadsheets to purpose-built workforce planning platforms gain real-time visibility into who is available, what they’re working on, and when they’ll be free, enabling better utilization, proactive hiring, and informed decisions about which projects to pursue based on actual capacity.
Building workforce intelligence, not just filling positions
Understanding construction job titles and compensation is foundational. But the contractors winning larger projects and managing growth successfully are those who treat workforce planning as a strategic capability, not an administrative task.
They know who on their team has experience with specific architects, market sectors, and building types. They track who has worked together successfully before. They see five years ahead, running scenarios to understand how winning a major bid would affect capacity and hiring needs. And they make staffing decisions based on experience and fit, not just availability.
That level of intelligence requires moving beyond spreadsheets to purpose-built workforce planning software that treats people as individuals with unique skills and histories, not interchangeable units of capacity.
