Case study
Cullen Construction
Developing Talent Acquisition
Infrastructure
Case study
Cullen Construction
Developing Talent Acquisition Infrastructure
Luxury custom home builder builds a luxury custom talent
acquisition process.
Challenge
The third-generation luxury home builder Cullen Construction was evolving with new leadership, cultural transformation, and ambitious growth plans yet had no formal hiring process. Positions were filled reactively, without structure, documentation, or consistency. In 2024, Cullen operated with a lean team of just nine employees, making every hire critical to both culture and capability.
Process
Compass designed and implemented a complete talent acquisition infrastructure tailored to Cullen’s luxury brand standards and growth trajectory. Compass also supported Cullen in launching two new divisions—a Cabinet Division and a Client Services Division. To strengthen the Cabinet Division, the CEO brought back a former cabinet specialist to mentor the new manager and support rebuilding the line of business, demonstrating the CEO’s integrity and commitment to restoring craftsmanship excellence.
Building the right team is just as important as building a great home. Compass
Business Solutions has been an outstanding partner in helping us do that. They have taken the time to understand our company’s culture and needs, and consistently present high-quality candidates. Their support has been invaluable as we’ve grown our team over the past year.
Seth Habben
CEO, Cullen Construction
Scope of Work
Structured talent acquisition workflow with calibration meetings, cultural and technical interview stages, and DiSC assessments for team alignment.
Compliant and consistent HR infrastructure including job descriptions, offer letters, background checks, and drug screening protocols.
Technology backbone with BambooHR’s applicant tracking system fully integrated into their careers page.
Strategic role development in close collaboration with the CEO, helping define and create roles that align with the company’s evolving business model—including the creation of the Strategic Partnerships Manager, a role that has already had a significant impact on operational efficiency, client experience, and external partnerships.
Leveraging organic talent pipelines, supported by the CEO’s strong community relationships, industry reputation, and personal referrals.
Results
Cullen Construction scaled from a nine-person team to sixteen employees in one year, establishing a stable foundation for growth during a period of leadership and cultural transformation. With a formal talent acquisition infrastructure in place, leadership now approaches hiring proactively and consistently. Cullen also elevated its employee value proposition through modern, competitive people practices including flexible PTO, expanded benefits, and paid paternal leave thus differentiating the company as a values-driven employer in the luxury construction market.
