Roofing & home services
A sales force you don't have to rebuild every season.
We build and operate the recruiting engine behind growing roofing and home-service companies. Not applicants. Not a calendar full of interviews. The engine.
11 → 60
Sales reps at one Mid-Atlantic roofing company, across roughly 20 months.
The problem
You don't have a recruiting problem.
You have a people infrastructure problem.
You have real systems for leads. Real systems for sales. Real systems for production. Recruiting still runs off a job board and somebody's calendar.
↶ Every season
The real cost
Applications are cheap. Getting the right person to change careers isn't.
Nobody good is sitting at home refreshing Indeed. The person you actually want is at work right now, doing fine.
What a good one already has
- A job.
- A paycheck.
- A routine.
- Three other offers.
Automation can chase the application.
Recruiting has to sell the move.
How we think about it
You don't recruit a first-time canvasser the same way you recruit a $1M producer.
First-time canvassers & setters
High-volume channels. Indeed-heavy. Cheap to reach and expensive to filter — the work is qualification, then development. Most of them wash out. The system has to assume that.
Adjacent sales talent
Automotive, pest, solar, telecom. They already understand commission and they already know how to sell. What they have to be sold on is changing industries.
Experienced roofing reps
Employed. Paid. Not applying to anything. They compare compensation, lead flow, management, territory and where this goes in three years — and somebody has to win that comparison on your behalf.
The engine
We don't stop at the calendar.
Where automation stops
Attract
Meta · Indeed · outbound
Contact
Human and automated follow-up
Qualify
Screening against the role
Where recruiting starts
Sell
Employer and opportunity positioning
Interview
We run the first one
Handoff
Owner makes the call
Track
30 / 60 / 90-day retention
If a system books candidates on your calendar and your manager still has to chase, sell and close them… you didn't outsource recruiting. You outsourced scheduling.
Your sales manager should manage sales.
Not Indeed.
8
We handle
- Candidate acquisition
- Applicant follow-up
- Screening
- First interviews
- No-show recovery
- Selling the opportunity
- Pipeline management
- Reporting and optimization
3
You handle
- The final hiring decision
- Onboarding
- Leadership
Case study · Affordable Home Solutions · DMV
Your sales floor has a bottleneck. It's usually not closers.
We've worked with Kyle Dotson at Affordable Home Solutions for roughly 20 months across two engagements. Over that stretch the sales organization went from about 11 reps to 60 — canvassers, setters and sales roles, recruited on different tracks.
But the number that changed how we think wasn't a headcount. At one point AHS had around 22 people capable of closing. The constraint wasn't closing ability. It was appointments. Nobody was generating enough of them to keep 22 people busy, so most of that capacity sat idle.
So the company reorganized around five dedicated closers who don't knock doors, with the rest of the team feeding their calendars. That's a recruiting problem disguised as a sales problem — and the answer wasn't more closers. It was building the layer underneath them.
One reported week, after the restructure
Five closers with full calendars. The rest of the organization feeding them. We didn't sell that week — AHS did. We helped build and run the recruiting infrastructure that staffed it.
“He who controls the leads controls the reps.”
— Kyle Dotson, Affordable Home Solutions
A canvassing team isn't a payroll line. It's a customer-acquisition channel that happens to be made of people. Setters create appointments. Appointments feed closers. Closers with full calendars produce.
And a rep who is being handed opportunity has one more reason not to take a call from your competitor. Recruiting and retention are the same problem viewed from two ends.
Interactive
Let's use your numbers.
Canvassing against paid digital acquisition. Your doors, your inspection rate, your close rate, your spend. We're not going to tell you which one wins — run it and see.
However the math lands, a canvassing team that size has to be hired — and re-hired, every season. That's the part we do.
Elsewhere
Different markets. Different roles. Same engine.
Jay Building Group
ChicagolandCanvasser and sales recruiting, run end to end — ads through the in-person office visit.
HD Roofing & Home Services
Longwood, FLA multi-trade home-service group. Sales recruiting across roofing, plumbing, HVAC and remodeling — not just the roofing division.
RRCA — Lee Haight
NationalA two-year content and employer-brand engagement behind one of the most recognized names in roofing.
A&M Premier Roofing
Setter & sales rolesSetter recruiting and qualification, plus compensation-structure work on how the roles get paid.
Who runs it
Alexis Teran
I didn't pick roofing because it looked like a good recruiting niche from the outside.
I've flown out to clients. Sat in their offices. Been around their bootcamps. Helped recruit the reps, and then watched which ones were still there at ninety days and which ones disappeared.
I've seen what happens to a sales floor when there aren't enough appointments to go around. I've seen what happens to a sales manager who spends his week interviewing instead of managing. I've been in the room while owners tried to build these organizations.
That's why we think about recruiting the way we do. It isn't a philosophy we wrote down. It's what the work taught us.
Founder, Recruiting With Systems
How we work
Two ways in. One of them is the flagship.
Flagship
Sales Recruiting Engine
$16,000Over 90 days
Not three months of recruiting. A 90-day buildout and operation of your recruiting engine — channels, messaging, candidate journey, follow-up, screening, interview structure, pipeline and reporting. Then we run it with you.
- Month 1 — Build + Launch$6,000
- Month 2 — Operate + Optimize$5,000
- Month 3 — Scale + Stabilize$5,000
Canvassers, setters, sales reps, closers.
Candidate acquisition budget is separate.
Expansion
Team / Market Buildout
From $25,000Scoped per market
For opening a new market, opening another office, or installing the management layer the business has outgrown. Everything in the Engine, plus up to three key-role searches.
- Sales Manager
- Canvassing Manager
- Project / Production Manager
- Office / Admin
- Recruiter
Already have the infrastructure and just want us to go get proven reps? That's the Experienced Rep Search — a narrower engagement, priced per placement.