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Roofing & Property Restoration Colorado Active partner

Commission-Only D2D Recruiting in Colorado's Roofing and Property Restoration Market

Commission-only D2D roofing attracts self-starters who close. It also attracts people who think they're self-starters but aren't. The difference between the two doesn't show up until after weeks of onboarding time have already been invested. We filter for it before the interview.

The short version: D2D HIRE built and ran the commission-only recruiting engine for a roofing and property restoration company in Colorado. The result: a high hire rate, low early attrition, and zero fixed salary overhead.

The Challenge

The Commission-Only Recruiting Paradox

Commission-only roofing rewards elite closers. But attracting self-motivated, commission-only talent is a different recruiting challenge than most D2D operators expect.

  • The Self-Selection Problem
    Commission-only attracts overconfident candidates alongside genuinely high performers. Standard interviews can't distinguish the two. Both look good until they're in the field.
  • The Early Attrition Problem
    Wrong-fit candidates in commission-only roles drop off quickly, but not before consuming onboarding time, training resources, and management attention.
  • The Volume Problem
    Roofing has real seasonality. The team needed enough candidates for sustainable interview volume, not a numbers game.
The Solution

Screen for Fit Before the Interview

We built a funnel that filters for the specific traits that predict commission-only success before the interview, not discovering their absence after the fact.

  • Commission-Ready Profiling
    Targeting criteria were built around behavioral indicators that separate genuine commission-only performers from wishful thinkers, applied at the top of the funnel, not in the interview room.
  • Storm Season Capacity Building
    We built pipeline depth ahead of Colorado's storm season so the company could hire at volume when work arrived, not scramble to fill seats after demand peaked.
  • Pre-Screening Efficiency
    By filtering aggressively before interviews, we concentrated leadership time on only the candidates who had already demonstrated the profile traits that predicted success.
Results Snapshot

The Numbers

High
Hire rate
Low
Early attrition
$0
Fixed salary overhead
CO
Market
Business Impact

Commission-Only Done Right: What Changes When You Hire the Right Fit

The biggest advantage of commission-only isn't just the cost structure. It's that when you hire people who are genuinely built for it, they manage themselves. The coaching time, the accountability conversations, the early exits: those mostly disappear.

Zero fixed salary overhead: every compensation dollar tied to revenue generated
Hunters who required less management: self-motivated, outcome-focused, accountable
Dramatically reduced early attrition: right-fit candidates who chose the role don't quit it
A scalable comp model: grow headcount without growing fixed cost exposure

Early Attrition Is a Recruiting Problem, Not a Management Problem

If your commission-only reps keep washing out in the first 60 days, the issue isn't your training or your territory. It's that the wrong people are getting through the funnel. We fix that upstream.

Build a Commission-Only Recruiting Engine That Finds Real Closers

Tell us about your market, your comp model, and what your best reps look like. We'll build the funnel that surfaces more of them.

Book a discovery call →

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