What a Good Superintendent Costs in Kansas City and Phoenix (2026)

If you're running a commercial GC in Kansas City or Phoenix and your superintendent is carrying the whole job, you already know: the number-one hire you'll make this year is his backup — or his replacement when he walks. Here's what the market says that hire actually costs right now.

The ranges, straight from the data

PayScale's 2026 data for commercial construction superintendents puts Kansas City in a $46K–$137K base salary band, with the average sitting around $75K–$81K in base salary. In Phoenix the band runs $61K–$132K, averaging roughly $82K–$93K.

Here's how that shakes out by experience level (both markets):

• Assistant / early-career superintendent (1–4 years): roughly $60K–$70K
• Solid mid-career super (5–9 years): roughly $65K–$85K
• Experienced super (10+ years, the ones who run big jobs solo): roughly $85K–$120K+

Phoenix runs about 8–12% hotter than KC on average — not a surprise given how much work is moving in the Valley right now. And in both markets, the spread between the 10th and 90th percentile is enormous. That spread is the point: a "superintendent" title covers everything from a sharp foreman stepping up to a 25-year veteran who's built half the metro. If you're budgeting, budget by the experience level you actually need, not the title.

For comparison, construction project managers in KC average around $81K–$88K in base (PayScale 2026), with total pay stretching past $100K for experienced PMs. Project engineers — the pipeline that feeds your future PMs and supers — typically start in the $60K–$75K band in KC and $65K–$80K in Phoenix, depending on degree and internship experience. These are labeled ranges from aggregate market data, not a promise; your mileage varies with project type, contractor size, and benefits.

What actually moves pay up or down

Project type. Ground-up commercial and industrial work pays more than tenant improvement. A super who's run $20M ground-up jobs will not take a TI salary.

Span of control. One job at a time vs. running two jobs while mentoring a foreman — the second one commands $10K–$20K more.

Self-perform work. GCs that self-perform concrete, carpentry, or steel pay a premium for supers who can run their own crews.

Company size. Nationals pay more in salary; small and mid-size GCs compete on faster decision-making, shorter commutes between jobs, and a superintendent who isn't a number. That's your advantage — but only if you lead with it instead of trying to match national pay dollar for dollar.

Benefits that close the gap. Truck allowance, project bonuses, real PTO, and a retirement match show up in every conversation with a top super. They're cheap relative to the cost of a bad hire or six months without one.

The number most GCs get wrong

The mistake we see: budgeting for the average and expecting the top quartile. A super worth hiring — the one whose jobs finish on time, whose subs come back, whose safety record is clean — sits above the midpoint. Budgeting $80K when you need a $105K super doesn't save money; it just extends your search by four months, and four months without a super costs more than the $25K you thought you saved.

How to use these numbers

1. Write the range into the job description. Supers talk to each other. An honest range ($95K–$115K) pulls better candidates than "competitive salary."
2. Decide what you'll flex on. If you can't move on base, move on truck, bonus structure, or title. Know which lever you'll pull before the first interview.
3. Don't let the search drag. In this market, the good supers are employed. A search that takes longer than 60–90 days is usually a sign the budget or the spec is off, not that the right person doesn't exist.

Salary figures are labeled ranges from PayScale's 2026 commercial construction superintendent and project manager data for the Kansas City and Phoenix metro areas. Markets move; use these as planning ranges, not offers.