Day Two

• Learn how Consigli attracts thousands of applications annually and combines executive-level involvement, AI-enabled video screening, and targeted campus engagement to identify and secure the industry’s highest-potential early-career talent.
• Explore the end-to-end strategy behind a program supporting 200 summer interns annually, where hands-on project ownership, structured mentoring, and exposure to senior leaders transform interns into future business-critical hires.
• Uncover how Consigli consistently converts more than 50% of eligible interns into full-time employees and achieves approximately 80% offer acceptance rates, creating a scalable pipeline of future project managers, field leaders, and construction professionals.

• Learn how McCarthy transformed a decentralized internship and graduate recruiting model into a national early careers program, building the structure, governance, and specialist program management capability required to support rapid business growth.
• Explore how McCarthy balances national consistency with regional innovation, identifying which elements of the candidate and intern experience should be standardized and where experimentation drives better hiring outcomes and stronger workforce insights.
• Uncover how a data-driven approach to intern experience design, workforce planning, and program measurement has enabled McCarthy to scale to 400 interns and 250 graduate hires annually while maintaining conversion rates above 90% and NPS scores in the 90s.

Join both speakers for an interactive audience-led Q&A designed to unpack the strategies, challenges, and lessons behind their approaches to campus recruiting, internship design, and early-career development. Ask your questions, compare perspectives, and gain deeper insight into what it takes to attract, engage, and convert high-potential talent into long-term contributors to the business.

Work alongside your peers to reflect on the ideas shared throughout this section and build a practical action plan for improving your internship, university recruiting, and early-career programs. Discuss potential barriers, exchange experiences, and identify the first steps needed to create a more predictable pipeline of future talent for your organization.

• Learn how Crossland identified a critical disconnect between office and field employees and launched a company-wide recognition program that empowers every employee to celebrate contributions across the business.
• Explore how linking recognition, onboarding, employer branding, and culture has helped Crossland attract talent at scale while reinforcing the promise it makes to candidates from day one.
• Uncover how a stronger employee experience contributed to a nearly 6% improvement in recognition scores, a sixfold increase in annual applications, and retention levels on track to become the strongest in company history.

• Learn how Baker Construction developed its innovative “Legacy Buckets” framework to uncover what candidates value most and turn recruiting conversations into meaningful discussions about purpose, growth, impact, and belonging.
• Explore how Baker consistently wins sought-after talent in a fiercely competitive market by aligning opportunities with the motivations that matter most, rather than competing on compensation alone.
• Uncover the candidate engagement, storytelling, and retention strategies helping Baker attract the right people for the right reasons, fuel record-breaking growth, and build teams that stay and succeed long term.

Join both speakers for an interactive audience-led Q&A designed to unpack the strategies, challenges, and lessons behind their approaches to employee recognition, candidate engagement, and retention. Ask your questions, compare perspectives, and gain deeper insight into how culture can shape the candidate experience, strengthen employer reputation, and improve long-term workforce outcomes.

Work alongside your peers to reflect on the ideas shared throughout this section and build a practical action plan for strengthening culture, employee engagement, and talent retention. Discuss potential barriers, exchange experiences, and identify the first steps needed to create an employee experience that attracts the right people and encourages them to stay and grow within your organization.