It is quick to dismantle, but takes a long time to build up. Now that the Swedish Armed Forces are growing again, new units have been established in several locations in Sweden. The units in Arvidsjaur, Gothenburg and Uppsala are established at garrisons where there is already military activity. The units in Falun, Sollefteå, Östersund and Kristinehamn need to be rebuilt from scratch. All these locations have different challenges, but there is a lot of reconstructions and new constructions to be done in a short time.  A success factor for the Swedish Armed Forces to be able to grow quickly is access to a sufficient number of experienced and knowledgeable Project Managers who can run these large infrastructure projects in a fast and efficient manner.  The purpose of the study is to create a deeper understanding of the factors that are crucial to being able to attract and recruit new employees, as well as to be able to retain the existing employees within the Swedish Armed Forces' infrastructure organization.  We have chosen to conduct a qualitative study where we have conducted seven semi-structured interviews with respondents who work or have worked within the Swedish Armed Forces' infrastructure organization. The respondents consist of both civilian and military infrastructure project supervisors.  The analyzes of the interviews showed various factors that make the existing personnel within the infrastructure personnel group choose to stay, or to quit the Swedish Armed Forces. We have then divided these factors into several different categories and subcategories. The categories are community, benefits, tasks, leadership, management, personal development and finally recruitment.  The study's conclusions are summarized:  Factors for greater staff retention and recruitment have a strong link to an increase in productivity. By starting from the staff's needs, better conditions are created for results and well-being.  Invest actively in employees' skills development - productivity can increase and staff choose to stay. Identify and create self-governing groups - both results and satisfaction can increase.  Salary is important - contributes to motivation and results.  Identify, compile and present benefits - attractiveness can be strengthened.  Invite participation - counteracts dissatisfaction, creates the conditions for a developing organization where the result is positively affected.