Explore the Agenda
7:30 am Registration & Networking
8:30 am What it Takes to Make a LEAP a Reality
8:40 am Chair’s Opening Remarks
Building Scalable Talent Models for a Stronger, Future-Ready Workforce
8:50 am Discover: Unlocking Growth Through Scalable Mobility & Strategic Recruitment
- Discover how Skanska is advancing a One Skanska approach by designing a scalable and inclusive framework that enables internal mobility across business units, driving employee development and long-term retention
- Explore how Skanska is attracting high-potential, diverse talent through targeted recruiting strategies, including national Tier 1 college partnerships and outreach programs aligned with industry skill sets and enterprise thinking
- Understand how inclusion is being embedded as a strategic enabler across both mobility and attraction efforts, strengthening workforce sustainability and fostering a unified, future-ready talent pipeline
9:10 am Discover: Fostering Specialist Talent Through Strategic Collaboration & Career Innovation
- How Okland Construction shifted from a generalist hiring model to a specialist approach by redefining career paths and competencies to support more complex roles
- Re-imagining collaboration between HR and TA, as well as other functions including Finance to share critical information, like competencies, scope, skill levels, and compensation to help create a more aligned and efficient recruitment process
- Enhancing internal mobility through flexible career pathways, enabling existing employees to transition into new specialist roles within the business
9:30 am Develop: What Strategic Levers Can Construction Leaders Pull to Build Scalable Talent Models That Unlock Growth, Strengthen Culture, & Prepare Employees for Future Roles?
This interactive Q&A explores how TA leaders are designing scalable talent models that drive internal mobility, develop specialist skills, and strengthen workforce culture.
Learn how organizations are implementing strategic talent frameworks that attract, retain, and develop high-potential, diverse talent while preparing employees for more complex and evolving roles.
- Embedding inclusion and cross-functional collaboration into talent strategy
- Designing scalable programs to support evolving workforce needs
- Aligning HR, TA, and business leaders to unlock growth and strengthen culture
- Leveraging data, frameworks, and mobility programs to improve retention and long-term workforce sustainability
9:50 am Action: What Are You Now Going to Do Differently to Increase Communication & Culture in Your Construction Organization?
Action session facilitated by the chair
This roundtable invites participants to explore how they can translate scalable talent models, internal mobility strategies, and specialist career pathways into actionable initiatives within their own organization. Building on the Q&A session, attendees will discuss practical ways to strengthen workforce culture, enhance inclusion, and align talent strategies with evolving business needs.
- How can we implement scalable mobility programs that develop employees and support long-term retention?
- How do TA teams effectively collaborate with HR and business leaders to build specialist roles and career pathways?
- How can inclusion and cross-functional collaboration be embedded into day-to-day talent strategies?
- What small- or large-scale actions could be taken immediately to strengthen workforce sustainability?
- How can we measure success and impact when adopting new talent models and frameworks?
10:10 am Speed Networking Break
Track A – Strengthening Craft Talent Pipelines for Tomorrow
Scaling Craft Workforce Pipelines with Smart Deployment & Early Engagement
11:10 am Discover: How BrandSafway is Strengthening its Construction Talent Pipeline with Smart Redeployment Practices
- Discover how BrandSafway’s ATS implementation unlocked real-time visibility into project schedules, slashing deployment time by 50%, increasing redeployments by 45%, and ensuring a reliable flow of skilled craft workers to meet project demand
- Learn how the introduction of paid time off for the craft workforce has not only boosted retention but also streamlined screening and accelerated staffing across critical projects
- Explore how to strategically reshape the frontline workforce model-leveraging data, scheduling insights, and rehiring practices to build a scalable, high-performance talent pipeline
11:30 am Discover: Empowering the Next Generation of Tradespeople with Allan Myers
- Focusing on creating pipeline programs for skilled trades through partnerships with two-year colleges
- Emphasizing early engagement and industry-aligned education to strengthen regional craft workforce pipelines
- Sharing practical strategies for developing a future-ready frontline workforce
11:50 am Develop: How Can We Ensure a Reliable, Skilled Craft Workforce Through Smarter Deployment, Stronger Early-Talent Pipelines, & Structured Development?
This interactive Q&A explores how leading construction companies are ensuring a reliable, skilled craft workforce through innovative deployment strategies and early talent pipelines. Learn how organizations are building scalable, high-performance frontline models that strengthen retention, reduce gaps, and prepare the next generation of tradespeople.
- Applying scheduling insights and operational analytics to optimize craft workforce deployment
- Strengthening early talent pipelines to build a reliable, skilled frontline workforce
- Reducing gaps and improving retention through strategic redeployment and career pathways
- Integrating real-world experience with structured development to prepare the next generation of
- tradespeople
12:10 pm Action: How Can We Balance Immediate Needs with Long-Term Talent Goals?
Action session facilitated by the chair
This roundtable invites participants to explore practical strategies for redeploying, retaining, and developing skilled craft workers to meet dynamic project demands. Attendees will discuss how to integrate early talent initiatives, leverage workforce data, and create scalable programs that balance immediate operational needs with long-term workforce sustainability.
- Strategically redeploying and retaining skilled craft workers to meet fluctuating project demands
- Strengthening early talent pipelines for the trades through TA and operations collaboration
- Leveraging data, scheduling insights, and workforce planning to enhance frontline efficiency
- Integrating education partnerships with real-world deployment practices
- Designing scalable programs that support both immediate project delivery and long-term workforce sustainability
Track B – Driving TA Excellence Through Innovation & Efficiency
Optimizing TA Operations for Impact & Scalability
11:10 am Discover: How VEIT is Empowering its TA Team to Deliver Better Business Results
- Discover how VEIT is streamlining is talent acquisition function to reduce inefficiencies, improve agility, and align hiring with project delivery timelines
- Learn proven strategies to elevate quality of hire through better metrics, hiring manager collaboration, and post-hire performance tracking tailored to the unique demands of construction roles
- Explore practical approaches to reducing time-to-fill without compromising candidate quality, including predictive workforce planning and high-impact sourcing models
11:30 am Discover: Building a Data-Driven, Scalable Talent Acquisition Engine with Leaf Home
- Aligning talent acquisition with overarching business strategy and organizational design to support sustained growth
- Enhancing operational efficiency through data-informed decision-making, optimized workstreams, technology platforms, and compensation structures
- Scaling high-volume recruitment with streamlined, repeatable models, and leveraging AI and emerging technologies through pilot initiatives
11:50 am Develop: How Can We Learn from the TA Leaders Driving Operational Excellence Through Data-Driven Talent Strategies?
This interactive Q&A explores how organizations are using data, technology, and cross-functional collaboration to optimize recruitment and workforce planning for salaried and operational roles. Learn how Leaf Home and VEIT have built scalable, high-impact talent acquisition models that align with business strategy, improve efficiency, and strengthen the quality of hires.
- Leveraging data and predictive workforce planning to drive smarter hiring decisions
- Streamlining TA workflows and optimizing recruitment operations to improve efficiency
- Aligning TA with business strategy and organizational design for sustained growth
- Enhancing hiring manager engagement to elevate quality of hire
- Scaling recruitment models while maintaining candidate and employee experience
12:10 pm Action: Translating Operational Talent Strategies into Action
Action session facilitated by the chair
This roundtable invites participants to explore how they can implement data-driven, scalable talent strategies within their own operational workforce. Building on insights from the Q&A, attendees will discuss practical steps to strengthen collaboration between TA, HR, and business leaders, improve efficiency, and deliver measurable impact on operational and salaried workforce outcomes.
- How can TA teams leverage data and technology to improve workforce planning and reduce time-to-fill?
- What processes can be implemented to align TA, HR, and business leaders around shared operational goals?
- What small or large-scale initiatives can be taken immediately to scale recruitment and workforce impact?
- How can organizations measure and track the success of operational talent strategies over time?
12:30 pm Networking Lunch
Track A – Strengthening Craft Talent Pipelines for Tomorrow
Innovating Early Talent Strategies to Secure Skilled Pipelines
1:30 pm Discover: How Baker Construction is Future-Proofing its Construction Talent Pipeline Careers Through a Novel Early Talent Strategy
- Learn from Baker Construction’s innovative approach to career fair engagement, designed to attract and inspire early talent with a clear view of long-term career potential
- Discover the strategy behind the Five Tours Internship Program, which offers structured, hands-on exposure to five distinct career paths, building both capability and clarity for interns
- Explore how Baker is investing in retention by giving interns ownership of their career direction, strengthening commitment, and reducing early attrition
1:50 pm Discover: How Michels Corporation Is Securing the Future Workforce Through Early Talent Strategy
- Learn how Michels Corporation have restructured the TA team to integrate campus and early outreach, creating a unified talent function that supports early engagement and long-term workforce planning
- Developing targeted strategies to engage high school students at the career exploration stage, building awareness and interest in industry opportunities from the ground up
2:10 pm Develop: What More Can We Learn from the Leaders Building Future-Ready Early Talent Pipelines?
This interactive Q&A explores how organizations can attract, engage, and retain early talent to strengthen their long term workforce. Learn how TA leaders are creating structured programs and early engagement initiatives that provide interns and students with meaningful experiences, clear career paths, and opportunities for growth.
- Designing early engagement programs that accelerate learning and retention
- Creating structured exposure to multiple career paths to help talent identify their strengths and interests
- Building a unified TA approach that integrates campus and early outreach initiatives
- Aligning early talent strategies with long-term workforce planning and business needs
2:30 pm Action: Turning Early Talent Strategies into Actionable Workforce Solutions
Action session facilitated by the chair
This roundtable invites participants to explore practical ways to implement early talent initiatives in their organizations. Building on the Q&A session, attendees will discuss how to create meaningful internship experiences, engage students early, and establish scalable pipelines for future workforce needs.
- How can we create internships or early engagement programs that provide real ownership and career clarity for participants?
- What strategies can TA and HR teams use to unify campus outreach and early talent initiatives with overall workforce planning?
- How can we measure success and retention for early talent programs?
Track B – Driving TA Excellence Through Innovation & Efficiency
Harnessing AI to Build Smarter, More Efficient Construction Talent Pipelines
1:30 pm Discover: Explore How ATI Restoration is Using AI to Build Smarter, More Diverse Talent Pipelines
- How can we reframe the narrative and spotlight the real value of a construction career for the next generation?
- Shifting the language of recruiting to resonate with younger talent, bringing visibility to diverse career paths and redefining perceptions of the industry
- How ATI Restoration are leveraging technology to supercharge efficiency from automated outreach and AI-driven sourcing to personalized screening summaries boosting response rates from 25% to 40% and building stronger, more targeted talent pipelines
1:50 pm Fireside Chat: Hear How Flynn Group Is Staying Ahead in Construction Hiring with AI-Powered Matching
- Join Flynn Group to discuss how can we utilize technology and AI to our advantage in construction and ensure we stay at the forefront of talent acquisition innovation
- Learn how Flynn Group. have increased the number of candidates in their talent pool by 25% in less than a year by implementing new technology and AI
- The advantage of ‘Candidate Matching’ through AI to increase efficiency in the hiring process and prioritize top talent to provide further clarity to hiring managers
2:10 pm Develop: What More Can We Learn from Leaders Using AI to Transform Talent Pipelines?
This interactive Q&A explores how construction leaders are leveraging AI and technology to create smarter, more efficient, and inclusive talent pipelines. Learn how leading organizations are reimagining recruitment to attract diverse talent, optimize high-volume hiring, and prioritize quality candidates while reducing time-to-fill.
- Leveraging AI and automation to streamline sourcing, screening, and candidate engagement
- Enhancing candidate experience while improving efficiency and recruiter focus
- Building targeted and diverse talent pipelines through data-driven strategies
- Aligning technology adoption with broader workforce strategy and inclusion goals
2:30 pm Action: How Can We Harness AI to Build Smarter, More Inclusive Talent Pipelines?
Action session facilitated by the chair
This roundtable invites participants to explore practical ways to implement AI and technology driven strategies within their own talent acquisition processes. Building on the Q&A discussion, attendees will discuss approaches to increase efficiency, enhance diversity, and improve pipeline quality while maintaining alignment with business needs.
- How can we leverage AI to prioritize high-potential candidates and improve recruiter efficiency?
- How do TA teams measure success when integrating AI-driven sourcing and matching tools?
- What scalable approaches can be implemented quickly versus long-term to strengthen talent pipelines?
- How can technology support both immediate hiring needs and longer-term workforce planning?
2:50 pm Refreshment Break
Building a Magnetic Employer Brand to Attract & Retain Top Construction Talent
3:20 pm Discover: How Meritage Homes is Elevating Employer Brand Visibility
- Learn how Meritage homes have built a powerful social media presence by empowering employees to share authentic experiences on platforms like LinkedIn, Glassdoor, and Indeed, driving a 40-50% increase in engagement
- Leveraging standout internal engagement, with a 93% employee satisfaction score, positioning Meritage Homes among top industry employers
- Strengthening talent attraction and retention through a trusted employer brand that fosters loyalty, elevates reputation, and draws in high-calibre candidates
3:40 pm Develop: What More Can We Learn from the Leaders Driving Talent Success Through Employer Brand?
This interactive Q&A explores how leveraging authentic employee voices and internal engagement can create a compelling employer brand. Learn how organizations are building trust, improving retention, and attracting top talent by aligning brand visibility with workforce experience.
- Embedding authentic employee storytelling into talent attraction strategies
- Leveraging social media and digital platforms to amplify employer brand reach
- Aligning HR, TA, and business leadership to create a consistent brand experience
- Measuring the impact of employer branding on candidate quality and retention
4:00 pm Action: How Can We Elevate Our Employer Brand to Attract & Retain Top Talent?
Action session facilitated by the chair
This roundtable invites participants to explore practical ways to translate employer brand initiatives into actionable strategies within their own organizations. Building on the Q&A session, attendees will discuss how to create authentic, measurable, and scalable approaches to engaging employees and candidates.
- How can we empower employees to authentically share their experiences externally?
- What internal engagement practices strengthen retention and advocacy?
- How can TA, HR, and leadership collaborate to ensure consistent messaging across channels?
- What metrics and KPIs should be tracked to measure brand impact on recruitment and retention?
- Which actions can be implemented immediately to strengthen employer brand?