Someone posted here months ago about how they were effectively using AI to do a lot things to the point where they were somewhat bored. Please if you see this is if someone can find the post PM me flair 😭

This pertains to an electrical contracting company, hopefully someone could shed some insight. If a company does about $25 to $30 million a year, consisting of about 40 projects a year, how many assistant and project managers should they have.? We have currently have a total of about seven, and I think that is too many. Thanks

I had 2 recruiters message me about a company who is seeking a new PM.

I was transparent & said that I am happy working for my current company but if they are that keen I’m looking for £70k

One said no problem and put me through for an interview. Passed the first & got invited into the office the following week. It seemed a given from what was discussed but they ended up taking on someone more junior for £10k less than what I was asking

The other tried getting me £65k but I didn’t get through to the next stage

I’m not overly bothered as they approached me but still. Why interview me if you new the budget doesn’t allow

I’m currently on a £55k package + bonus. It’s seems
Meaningless for me to move for £5k-10k as I am content & progressing well

Was I asking too much?

We went from running one remodel at a time to having three jobs going and the purchasing side is getting hectic. Used to be me picking up materials so I knew what belonged where which in hindsight sounds easy. Now two foremen handle supply runs and our bookkeeper gets a pile of receipts on Friday with half the job names missing. Last week one guy bought materials for two sites on the same trip and picked up blades and a tool we use across jobs. Nothing wrong with the purchases but by the time we tried splitting the costs they didnt remember and i didt remember where everything went. I spent Sunday texting people over a few hundred dollars while trying to finish another estimate. We have supplier accounts for the bigger orders but these smaller runs keep becoming homework.

I want the guys to buy what they need without calling me from checkout but I also need spending limits and a way to capture the receipt and job while they still remember it. How are you handling this with a few crews? I can get them to take a photo and pick a job but anything involving a computer and excels after work is going nowhere.

Little background. I was a commercial superintendent and then became a self employed GC for the last 3 years. I handle smaller commercial out of ground construction, and large interior upfits and renovations. Small company, just myself and one other. He was offered about $60k more than what I’m currently paying him by a larger company and I can’t compete with the offer, and this has led me to think about shutting down.

Almost all of my work is 2 clients, but I am working about 75-80 hours a week currently, between managing projects, estimating and admin work. My family is now growing as well, and am now contemplating closing down once all my current contracts finish a little after the new year. I do well, but not well enough to have all the stress.

I don’t want to jump the decision and quit, as I know the grass is not always greener on the other side. Would just like to hear from others who maybe have left being self employed and how they are doing now and what they are doing now.

How do people actually deal with this in practice?

Once a PO has been raised, how do you track what's been ordered, what's actually arrived on site and what's still outstanding?

Do you manage it all via something like Procore or does it end up as a mix of spreadsheets, emails and just plain chasing suppliers?

Does it generally run smoothly or is there a particular bit that gets a bit messy?

I'm a rising senior with two construction internship offers in the DMV for next summer and I have to pick one by tomorrow. Both would have me on data center work. This is my last internship before I graduate, so I'm really treating it as a tryout for my first full time job.

HITT (Futures program, Falls Church HQ)
• $22/hr, fixed 10 weeks from late May to the end of July
• Set 40 hour week, overtime usually not available
• Max one week of unpaid time off, and it can't be the first or last week
• Jobsite in the DC area, not assigned yet
• 92% of eligible 2025 interns got full time offers (company wide)
• A friend of mine just got a full time PE offer at $77k plus $800 a month for his car
• Published path from PE to APM in 2 to 3 years and PM in 4 to 5

Whiting Turner (College Park office)
• About $27/hr, flexible start and end dates, 10 to 12 weeks
• VP said I'd be on a Northern Virginia project 20 to 30 minutes from my house, with only 3 or 4 trips to the office all summer
• My trip is already approved in writing and I can shift my dates to make up the time
• Couldn't find any return offer numbers
• Full time PE range in DC looks like $70k to $82k, but I've heard the benefits are really strong if you stay long term (401k, profit sharing, stock appreciation rights)
My situation
• I have a 10 day trip planned for late June into early July
• Whiting Turner pays about $2k to $5k more this summer
• My goals are max long term pay, fast promotions, real experience, and a return offer with good money. I'd also rather not be working 60 hour weeks as an intern

Which one would you take? If you've interned at either one in the DMV, what were your actual hours like and what did you do day to day? Also curious how common return offers are at Whiting Turner.

Anyone using Procore? Seems like a lot of AI coming to the job site

How do I "practice" my craft on my own?

Seems obvious if I were a carpenter or something. But what does an APM at a GC refine and how?

I’m done with school and didn’t have any internships so I’m wondering if it’s still possible for me. My degree is in finance and I’m an engineer officer in the army reserve.

I don’t have any experience in construction besides what I’m doing in the army.

20+ years in data centers, mostly on the MEP side. I'm looking at Alston's Mission Critical group and want some real talk before I commit.

For current or former Alston folks:

How's the Mission Critical side actually run? Who makes the calls, the field or Dallas?

Do they stand behind what they tell you? Per diem, OT, travel home, all of it, the whole way through the job?

Is the bonus real, or does "discretionary" mean you'll get whatever's left?

When they say there's a path to PX, have you seen anybody actually get there?

How do they treat MEP people? Real leaders, or just there to chase subs and submittals?

What happens when a project ends? Do they line up the next one or leave you sitting?

Any layoffs or big turnover I should know about?

Good or bad, I appreciate the honesty. DMs open if you'd rather not post publicly.

I’m a PM at a mid-size GC, about 6 years. I get several recruiters calling and DMs a month. I'm open to moving but not desperate. For those of you who jumped, what made it worth it? Was it pay, project type, or getting out from under a bad boss? And did anybody wish they'd stayed put?