Building Construction Careers for the Workforce of Tomorrow

How HITT is igniting talent and shaping the next generation of builders

In the past decade, the construction industry has nearly doubled in size, with the top 400 contractors reporting $600 billion in revenue last year, as compared to $344 billion in 2015, according to Engineering News-Record. Across the U.S., demand for construction is soaring, but finding the skilled workforce is more challenging than ever. Associated Builders and Contractors estimates that by 2027, the industry will need to add more than 500,000 new workers to keep pace with the industry’s growth.

The labor shortage in construction is not driven by business cycles or economic conditions: the causes are structural and persistent and won’t be solved by economic recovery or time. The war for talent can be traced to the 2008 financial crisis, when the industry shed more than 2 million jobs by 2010. Over the next 10 years, as demand recovered and job openings mounted, the gap in available talent widened. Baby Boomers, the largest workforce generation in history, are retiring in record numbers, creating an influx of job openings, especially in field roles that require years of on-the-job experience. With fewer experienced mentors, apprenticeship-style training is impacted, further widening the gap.

Today, labor challenges are amplified by booming demand from markets such as advanced manufacturing due to onshoring and mission critical needs, thanks to AI adoption. From the hospitals of tomorrow to the data centers powering our digital lives, America’s future depends on the next generation of builders.

At HITT, we’re not waiting for a solution—we’re building one.

Reimagining the Talent Pipeline
We believe the future will be built by people who are adaptable, forward-thinking, and excited by what’s possible. That’s why we’re making long-term investments in the next generation through programs that connect early talent to tangible opportunities, build digital fluency, and ensure long and rewarding career paths.  

Our award-winning HITT Futures program is a talent pipeline model that blends cohort-style education, field experience, and technology tools with hands-on mentors. Through externships, construction internships, and apprenticeship-style learning, the program will produce our next generation of builders. Celebrating its 20th year in 2025, the HITT Futures program has grown into a comprehensive early-career ecosystem that meets people where they are, whether they’re in high school, earning a college degree, or transitioning into the industry from a different path. More than 25% of participants have joined through non-traditional routes, reflecting our commitment to accessibility.

Creating Early Access Through Internships and Externships
This summer, we welcomed 140 interns from more than 60 universities—our largest class yet—with 30% returning from the prior year. From day one, interns join active project teams, working in field operations, project administration, preconstruction, and technology. They contribute meaningfully by managing submittals, using digital field tools, attending coordination meetings, and working with robotics in our research and development facility, Co|Lab. The skills they build over the summer translate into real-world readiness, setting them up for success as future project managers, superintendents, and roles that may not exist today but will be crucial in the near future. At the end of 10 weeks, 94% of eligible interns received full-time offers.

For high school students, our externship program provides early exposure to construction careers. Students participate in an immersive experience that includes jobsite tours, professional development workshops, and engagement with project teams. In 2025, 23 students participated, and many will return as interns next summer.

Career Tracks That Scale with Talent
Our full-time entry-level roles, project engineer and site engineer, are designed as launchpads for long-term careers. In 2025, we welcomed more than 200 early-career professionals into these roles. Project engineers rotate across the project lifecycle, from budgeting to closeout, building both technical and leadership skills. Site engineers split time between the jobsite and associate degree programs, gaining hands-on experience in scheduling, safety, and quality control.

All engineers have a dedicated manager who provides their development through coaching, reviews, and project-based growth plans, with options to specialize in MEP, virtual construction, safety, and preconstruction.

Career development in the field requires flexibility and mobility, so in 2025, we developed a proprietary iOS app. The HITT Experience app features dynamic skill checklists, training insights, and review preparation. It’s designed to help engineers excel and enable managers in the field.  

Embracing Technology on the Jobsite
Construction is evolving, and so are the roles that make it happen. From reality capture and robotics to digital coordination platforms, today’s roles blend traditional construction knowledge with digital fluency. As a company rooted in innovation, HITT actively integrates emerging technology across our operations.

Construction professionals must be fluent in the tools and technology shaping the industry’s future. While early career professionals are typically digital natives, often exposed early to technology tools, we’re committed to ensuring all team members are well prepared for the future. Through HITT University coursework, we deliver training and development to upskill our existing workforce, ensuring continual learning so our seasoned team members have the right skillset for the jobsite of the future.

Professional development is for everyone. Our team annually curates 60+ HITT University training roadmaps reflecting industry trends and role requirements. With a catalog of more than 300 courses, HITT University isn’t just checking the box on training; it’s charting the course.

Cohort-based learning is key to continuing career education. In-person cohorts bring team members together to solve challenges, integrate technology, and strengthen relationships. More than 90% of HITT cohort participants recommend the experience, and our internal retention rate holds steady at 92% year-over-year, a testament to the investment in this internal talent pipeline.

A Commitment to People and Purpose
The labor shortage is more than numbers—it’s about inspiring and growing the people who will lead our industry. HITT Futures reflects our belief that construction careers are meaningful, dynamic, and available to all. We’ve expanded partnerships with schools, community colleges, workforce boards, and veteran transition programs. Many of our leaders began in Futures after military service.

Gen Z, the newest generation in the workforce, is motivated by purpose, a desire to make the world a better place, and a desire to belong. HITT is deeply invested in meaningful corporate responsibility, allowing team members to connect with our core value of Be the Good. We’re attracting more workers into our industry by sharing our commitment to bringing positive impact to the world and the ability to build tangible, lasting work that shapes communities.

Building What’s Next
Our investment in talent is intentional and focused on the long game. By scaling programs like HITT Futures, we’re:

• Meeting growing client demand with a ready, capable workforce
• Embedding innovation and digital fluency across every project team
• Expanding entry points to the industry, making construction careers more accessible
• Building a more resilient, future-ready company

The next generation of construction leaders is waiting in the wings. It’s our most important responsibility to recruit them, train them, and ensure they’re ready to lead when the time comes.

To apply for your next construction role, visit our Careers page.

Learn more about how HITT is igniting progress here.