Bridgit

"Generate a report of people with any availability in the next 60 days." This used to take hours of digging. Now it takes seconds.

Two big announcements 🏗️ We've welcomed Carol Leaman to Bridgit's Board of Directors — an AI veteran who built Axonify into a global platform. Carol is someone I have looked up to for many years, and it is a privilege to partner with her more closely as we continue to scale. And Vincent Seguin is officially our CTO. Vincent has been a transformative leader at Bridgit. When evaluating candidates for this role, a mentor gave me a simple piece of advice: "did you learn something from them?" Not only did I learn something from Vincent in the interview process — I learn something from him every single day 😂. The appointments accelerate Bridgit's AI strategy and reflect the company's growing momentum as the people platform for the construction industry. Full story below 👇 https://lnkd.in/eS2zthTA

Most contractors are making workforce decisions without industry data to benchmark against. Now you don't have to. Bridgit's 2026 Construction Workforce Benchmark Report: 🔗 https://lnkd.in/daMdD9Y4

These questions come up on every project. Now they take seconds to answer. Which one hits closest to home? Just ask Bridgit.

Just ask Bridgit. Connie Nelson at FH Construction Group gets it. 👇

Your workforce data knows more than you'd expect. Just ask Bridgit.

There's a reason some contractors feel like they're always hiring and never getting ahead of it. Bridgit 2026 Benchmark Report calls it the treadmill effect. With a median attrition rate just under 20%, growing your workforce by 100 people actually means hiring 125. At 35% attrition, it's 154. This isn't just a hiring challenge — it's a forecasting challenge. The contractors gaining ground are accounting for attrition earlier, not reacting after the gap shows up. How does your team factor attrition into your workforce plan?

Not all projects are created equal (and the data proves it): -Solar projects require large teams and long time frames. -Data centers are more demanding on team size but wrap up faster. -Energy and multifamily run long but lean. -Government, industrial, and education? Smaller teams, shorter timelines. The gap between the biggest and smallest project types is significant, and it has real implications for how you bid, hire, and plan. This is one of the insights to emerge from our recently released Construction Workforce Benchmark Report (download link in the comments). Curious what you're seeing in the field: Which project type has surprised you most with its time and workforce demands, and how has that changed the way you approach planning?

Better decision-making starts with better data. 📊 Bridgit gives Gilbane Building's leadership team the trend visibility they need to stay ahead.

Bridgit's 2026 Construction Workforce Benchmark Report analyzed data from 233 companies and 114,000 people (including nearly 40% of the ENR 400). The findings? Top contractors plan 6.8 years ahead versus the industry average of 4.7. Median attrition sits just below 20%, creating a “treadmill effect” that forced 46% of firms to either contract or stay flat in 2025. The biggest differentiator between leaders and everyone else wasn’t lower turnover – it was proactive hiring and strategic workforce planning. And a new metric, the “rookie ratio,” is quietly becoming the way smart contractors balance team experience with talent development. https://lnkd.in/eCQpAZWj