Forum Focus
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How did a carpenter transition from union work to starting a commercial construction company?

Cordell Sawyer worked as a union carpenter for 10 years while investing his wages into real estate, then earned an associate degree and completed a business entrepreneurship program before founding Sled Rock Construction in 2009. He started with residential carpentry work for nonprofits and housing authorities, building equity and relationships before transitioning to commercial projects in 2013.

After reading a book on wealth creation while working as a janitor, Sawyer identified three potential paths forward: real estate, owning a business, or stock market investing. Real estate felt the most tangible to him, so he began channeling his union carpenter income into property investments while continuing his day work.

The recession of 2009 became his moment to act. Rather than wait for economic conditions to improve, Sawyer leveraged his accumulated real estate equity as collateral and capital to launch his own company. But he didn't enter the market unprepared—he had already completed his associate degree through Balls Park Community College and enrolled in the Grace Hill Next Level Entrepreneurship Business Class, where he developed a formal business plan with market analysis.

Targeting a specific entry point: nonprofit and residential work first

Rather than chase commercial contracts immediately—a market segment dominated by established firms—Sawyer identified nonprofits, housing authorities, and real estate companies as his initial customer base. This strategic focus allowed him to build a portfolio, prove his capability, and establish the relationships that would later open doors to larger projects.

As Sawyer reflects in the episode, this foundation of relationships proved invaluable. By 2013, four years after founding Sled Rock, he had earned enough trust and track record to land his first significant commercial project, the Love Travel Stop, valued at $180,000 to $190,000.

The transition from union carpenter to construction company owner was not instantaneous—it required education, capital discipline, and a deliberate market entry strategy. What made Sawyer's path distinctive was his refusal to rely on chance; he studied, planned, and invested in his own growth before taking the leap.

"Leveraging the relationships that we have built and maintained over these 11 years has been the key to growth."

Cordell Sawyer — Founder, Sled Rock Construction. A carpenter who grew up in University City and worked as a janitor while pursuing wealth-building education, Sawyer became one of the first apprentices to complete the carpenter's associate degree program through Balls Park Community College. After 10 years as a union carpenter, he founded Sled Rock Construction during the 2009 recession by converting real estate investments into business capital and applying formal business planning methods learned through entrepreneurship training.

For deeper insight into how Sawyer navigated the early challenges of construction business ownership and the role of continued learning throughout his career, the full episode explores his relationship with reading and professional networks, which became as important to his success as his carpentry skills.

Key takeaways

See also

What are the three main paths to acquiring wealth that a carpenter should consider?

According to Cordell Sawyer, the three paths to acquiring wealth are real estate, owning your own business, or investing in the stock market. He chose real estate as the most tangible option for his own circumstances.

What role do changing political leadership demographics play in motivating organized labor to address diversity in construction?

For the first time in Missouri state history, the two economic engines of the state—St. Louis and Kansas City—are led by African-American mayors, which has motivated organized labor to address diversity in construction.

How should contractors and unions approach hiring women and people of color to ensure genuine inclusion rather than superficial compliance?

Contractors must place women and people of color in supervisory positions, not just entry-level roles, to ensure genuine inclusion beyond surface-level compliance.

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