6 Tips for Getting Hired at Gray

Soft Skills Matter 

One of the first things the talent acquisition team evaluates in candidates is their ability to communicate effectively.  

“I look for a candidate who is easy to talk to,” said Kirschler. “They need to be confident and have a positive demeanor about them.”  

Team members at Gray need to collaborate across departments, sometimes in high-pressure environments. A candidate who can speak clearly about their experiences and stay composed when addressing a large group stands out as someone who can handle customer-facing roles and team leadership. 

Interviewing with Poise 

Behavioral cues during an interview are strong indicators of how a candidate will perform on the job. Kirschler notes that she observes a candidate’s excitement and composure, especially when faced with the challenge of presenting to multiple team members.  

Aleksandrowski also emphasizes the importance of attitude toward mentorship and safety. 

“If a candidate talks about their passion for mentoring or how they’ve fostered safety on a jobsite, it’s a clear sign they align with Gray’s culture,” he said. “That speaks volumes to me if they bring it up on their own without being asked about it.” 

Relevant Experience and Technical Expertise 

For roles in project management or field operations, technical qualifications and experience matter. Kirschler looks closely at a candidate’s project history, especially in terms of size, scope, and responsibilities. Experience managing Mechanical, Electrical, and Plumbing (MEP) scopes or having on-site field experience can be significant advantages. 

However, Aleksandrowski highlights that transferable skills from other areas can also be valuable, especially in certain roles such as project engineer.  

“We’ve hired people from residential construction or other fields entirely,” he said. “A lot of it just comes down to their attitude and willingness to learn.” 

Cultural Fit and Core Values 

Cultural fit at Gray often comes down to a candidate’s willingness to “run toward the fire”—tackling challenges and taking accountability. Both Kirschler and Aleksandrowski agree that Gray values team members who aren’t afraid to step up when projects hit a speed bump and who naturally prioritize teamwork, mentorship, and safety.  

“Past behavior is the best predictor of future behavior,” Aleksandrowski  said. “If they’re not talking about safety and teamwork in the interview, it may indicate to us that those aren’t priorities to them.” 

Kirschler added that Gray looks for candidates who want to embrace the family-type culture the company possesses but admits it isn’t always easy to spot during interviews. 

“Oftentimes, I ask questions that help me deduce if they are truly a team player,” she said. “If I get that sense, that is a big plus—we’ve even hired team members who may not have checked every box on the technical side, but we felt positive they could rise to the challenge.”   

Long-term Team Members 

A long-term mindset is highly valued at Gray. Both Kirschler and Aleksandrowski emphasize that they look for candidates who show loyalty and commitment in their past roles. Staying with one or two companies over several years signals stability and dedication, which are crucial for growth within Gray’s structure.  

Travel, a significant aspect of many roles, is a reality candidates must be prepared for. Aleksandrowski explains that a candidate’s willingness to travel extensively is an indicator of their suitability for field roles. 

“If a candidate is driven to grow and learn in order to progress in their career that’s a great sign,” he said. “But we also want to make sure that their goals align with what Gray can offer them so they can create that career path within the company.” 

Emotional Intelligence and Adaptability 

Emotional intelligence plays a big role in determining a candidate’s success at Gray, especially when it comes to managing complex jobsites and navigating different personalities.  

“I look for someone who says, ‘We worked through this as a team’ rather than ‘I did this’ or ‘I fixed that,’” Kirschler said. “Gray values team members who can stay calm, resolve conflicts maturely, and maintain strong relationships in high-stress situations.” 

At the end of the day, Gray looks for candidates who not only are proficient in the technical aspects of their jobs, but whose personal values align with Gray’s core values. 

• We put safety and quality of life first. 

• We are customer and relationship driven. 

• We treat others the way we want to be treated, where everyone is welcome and respected. 

While many companies tout being a family, at Gray, we live that out daily and allow our core values to guide us as our North Star. If you want to be a part of the Gray Family, click the banner below and find an opportunity that aligns with your career aspirations.