Hiring Got You Stumped?

Are you a roofing contractor feeling frustrated about hiring salespeople?

Are you tired of wasting money on Monster, or attracting shady characters from the dusty corners of Craigslist?

Feel like you're searching for a needle in a haystack?

Are you starting to think maybe no one wants to knock doors anymore these days?

...and wondering where all the "good, motivated salespeople" are hiding?

If this sounds familiar, I'm betting your hiring ad says something like this:

"Now hiring full and part time door to door roof salesmen. Very flexible. Commission only. Average income $75,000-$100,000."

and the response to your ad is like

(Is this a little *too* familiar? 🤣)

You're not alone. One of the biggest frustrations I hear from contractors every single day is about recruiting. Contractors find one of the hardest parts of this business to be “finding good, motivated salesmen,” or “finding people who are willing to knock doors," and they're dumbfounded because the reality is, you can make so much money selling roofs. Shouldn't it be easy to hire people who want to make six figures in six months?

You might get lucky and every now and again come across a diamond in the rough, but if your advertising strategy is to try headhunt those diamonds in the rough, you’re searching for a needle in a haystack. They are few and far between. If you’re trying to build a team (and build it quickly), that method will never work. It’s too slow of a painstaking process, and it's simply not SCALABLE.

Sales positions can be tricky to hire for, because the way people are brought up in our society is to follow the beaten path: go to high school, get your diploma, immediately dive into 4 years of college and accumulate debt you’ll be paying off for the next 15 years, get a job you hate that has nothing to do with your degree, work there ‘til you’re 65 and then retire with no money.

In other words, most people are looking for a "safe, secure, J-O-B."

So when job-seekers are clicking around looking at jobs online and they see your hiring ad, all they see are red flags: words like "sales," "commission," and "door to door," and they skip it faster than you can say "But you can make six figures!!!"

This is frustrating to roofing contractors looking to hire salesmen, because to us, someone would be CRAZY not to take a position in storm restoration selling roofs! The opportunity is incredible! Create your own flexible schedule, work maybe 6-9 months a year depending on what you want to do, bring home six figures, enjoy both financial and time freedom – it sounds too good to be true.

…and therein lies the problem. It sounds too good to be true.

That’s why storm restoration companies have such a hard time recruiting candidates for the position.

You feel like you’re going crazy when people turn down a job opportunity that would allow them to make more money faster and easier with more freedom and flexibility than they ever have in their entire lives, unable to understand why anyone would be “stupid enough” to turn it down to work a miserable 9-5 somewhere.

Instead of fighting their mindset, work with it!

Instead of trying to find those diamonds in the rough which takes considerable time and even more luck, we are focusing on targeting brand new, green people who have never had any experience in the industry (or even sales!) and positioning the job in a way that makes them excited, not intimidated. Effective recruiting and marketing to new prospective salespeople has everything to do with how the job is positioned. Business owners position the job as a salesperson as an incredible “opportunity,” and unfortunately, the majority of your applicants hear “risk and lack of security.” Most people don’t want an opportunity; they want a job. Crazy, I know. But that’s the truth. So if a “regular job” is what they want, that’s what we’ll give them!

The key here is that we are effectively offering the exact same sales position, but we are packaging it differently. There was a gas station once that was offering a cookie for $1.50 that came with 2 free doughnuts – what a steal, right? – but no one was buying them. They couldn’t understand. Who wouldn’t want to spend just $1.50 on a cookie and get TWO FREE doughnuts!? Then they repositioned the offer as 2 doughnuts for $1.50 and get a cookie free, and they flew off the shelves. Do you see where we’re going with this? It was the exact same offer, but they packaged it differently and it made all the difference. I've revolutionized the entire recruiting, advertising, and hiring process for roofing contractors by handcrafting a system that is proven to attract quality AND quantity candidates to rapidly develop a sales force.

This is exactly what I've achieved with my word-for-word ad and interview script in The Recruiting Machine system.

You’ll notice in my interview script how we talk about where leads come from, we very rarely use the term “sell” or “sales,” the pay is structured in a way that provides the “security” of a regular job but eliminates you ever dishing out weekly pay in exchange for nothing but the hope that they eventually work out and sell enough to be worth your investment), we discuss the position as very matter-of-fact instead of “this is the sickest opportunity you’ll ever come across, you’ll be rich quick and you’ve got to be clinically insane not to do this job” so we organically create enthusiasm and excitement about the position instead of trying to GET them to be excited about it. We say everything that needs to be said and nothing extra. That’s why my Roof Sales Mastery Recruiting Machine works so well, and the word-for-word recruiting ad my clients are using is averaging anywhere from 20 to 50, and up to 100 applicants in the first WEEK.

Everything I have put in these processes down to the terms you use and when you say them is crucial: how everything is worded, what order the information is delivered in, how pay is structured, what we call things and don’t call things, what questions are asked to your candidates – all of these tiny details throughout the recruiting process are what turn your “risky but highly rewarding opportunity” into a “highly desirable job with unusual perks and benefits,” and that’s how you turn your sad and sketchy Craigslist ad covered in cobwebs and dust into a recruiting machine that loads your inbox with quality applications and builds a badass sales force.

Sound too good to be true? My clients are getting massive results. Check out their results in just the first WEEK:

Are your new hires THIS fired up to start their new job after leaving your interview, or are they wondering what the hell they've gotten themselves into? Stop wasting time and money on Monster, stop meeting sketchy dudes with rat tails off Craiglist, stop settling for 1 or 2 measly wild card applicants per month, and stop believing the lie that this position is "hard to hire for" or that "good salespeople are hard to find." Stop spinning your wheels and start using a proven system that works. I've built it. Don't reinvent the wheel. It's time for you to use it and see the results for yourself.  Start today.

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Tired of crappy recruiting results? Use a recruiting system that isn't dogsh*t. HERE! I made one for you.

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