How our door-to-door recruiting engine works
Getting someone to say yes is a start. The goal is to get them onto your team, get them knocking doors, and help them succeed once they’re there. Here’s how we help you do that, and where your leadership comes in.
How much of the recruiting do you want us to run?
Some owners want help getting qualified people into interviews. Others want us to run those interviews too. The right option depends on who you have, what they’re good at, and how much recruiting they can take on.
HIRE Advantage Partnership
We write and run your recruiting ads, manage the ad spend, and screen and qualify applicants. Your team runs the interviews and gets the commitment.
You spend your interview time with people who understand the opportunity and want to pursue it. You still have to earn their trust, decide whether they’re right for your team, and give them a reason to commit. Our two-day live Sales School is included.
HIRE Summit Partnership
We run the ads, qualify and screen applicants, and make additional outbound calls and recruiting follow-ups. Our Corporate Recruiter also runs the interviews and commitment conversations. Then we hand the new hire to your local leader.
The reps join your company, under your brand. Your leaders take over the relationship and the work of getting them started on your team. Our two-day live Sales School is included.
Your local leader matters in both partnerships
Onboarding and integration stay with you. Your team runs the onboarding process, handles product coaching and ride-alongs, and pays the reps.
Onboarding makes the job real: paperwork, logins, tools, and a start plan. Integration builds the relationship. A new rep needs someone they trust, who believes in the opportunity and cares whether they succeed. To that rep, the local leader is the company.
What it takes from your leadership
Plan on 2–4 hours a week during the first couple of weeks while we build and implement your recruiting system, then 30–60 minutes a week after that. We need one leader on the weekly strategy call who knows what’s happening with the new hires and can make decisions.
Your team owns its part of the recruiting process, along with onboarding, integration, and field coaching. If your leaders don’t have the capacity to bring people onto the team, more applicants won’t solve it.
What your first 90 days look like
We spend the first two weeks building your recruiting system. Once the campaign launches, you’ll have reps ready for the field within a week.
- 1
Build your recruiting system.
Over the first two weeks, we learn your market, pay plan, and hiring needs, and build the recruiting around your team.
- 2
Launch your campaign.
With the system built, we put the opportunity in front of candidates and begin moving them through screening and qualification.
- 3
Start interviews.
Your first interviews take place 15–16 days after we begin building your system. Your team runs the interviews with HIRE Advantage; our Corporate Recruiter runs them with HIRE Summit.
- 4
Get new reps ready for the field.
You’ll have reps ready for the field within a week of campaign launch. Once someone accepts, your local manager should contact them within 30 minutes and meet them in person as soon as possible.
- 5
Refine the recruiting through the first 90 days.
We review the numbers and your team’s feedback, then adjust the ads, messaging, and candidate screening. We look at where people are dropping off and what needs to change.
- 6
Keep improving.
Recruiting keeps running after the first 90 days. We keep testing, and your leaders keep developing the people who join.
The 11 steps behind the recruiting
These steps describe how we think about recruiting. They work together throughout a rep’s experience; the division of work depends on the option you choose.
Source
Attract
Put the opportunity in front of people with the capacity to succeed.
Engage
Give them a reason to respond and keep the conversation moving.
Screen
Find out whether they’re worth a deeper conversation.
Qualify
Make sure they understand the work, want to pursue it, and have the qualities to give it a real shot.
Commit
Interview
Build trust, explain the opportunity honestly, and learn whether you want this person on your team.
Commit
Help the right person make a clear decision and agree on what happens next.
Onboard
Make the job real with paperwork, access, tools, and a start plan.
Produce
Train
Prepare them for the doors. Our two-day live Sales School is included in both partnerships and teaches rookie fundamentals; your team teaches your product and how you sell it.
Launch
Get them into the field with support and help them experience an early win.
Retain
Keep coaching, challenging, and showing them a future worth working toward.
You are never not recruiting your team.
The numbers we’ll review with you
Weekly reporting follows the full recruiting process: applicants and leads, three stages of qualification, multiple stages of interviews, launch, getting into the field, and what happens after that.
That lets us see where people are moving forward and where they’re getting stuck. An accepted offer still needs to become a rep who shows up, learns the job, and starts producing.
Questions owners ask
What are the 11 steps of the recruiting engine?
The steps are Attract, Engage, Screen, Qualify, Interview, Commit, Onboard, Integrate, Train, Launch, and Retain. They describe how we think about recruiting from the first contact through a rep's experience on the team; who handles each part depends on your partnership.
How long does it take to build the recruiting system?
We spend the first two weeks building your recruiting system. Once the campaign launches, you'll have reps ready for the field within a week, and we keep refining the recruiting through the first 90 days and beyond.
What do we own, and what does D2D HIRE own?
We run the ads, screening, and qualification; HIRE Advantage leaves the interviews and commitment conversations with your team, while HIRE Summit adds outbound recruiting and has our Corporate Recruiter run those conversations. Sales School is included in both, and your company handles onboarding, integration, product coaching, ride-alongs, and paying the reps.
How much time does our leadership team need to commit?
Plan on 2–4 hours a week during the first couple of weeks of implementation, then 30–60 minutes a week for feedback, strategy, and decisions. Your team's interviews, onboarding, integration, and field coaching are still part of running your sales team.
How does the recruiting change for our industry?
We build the recruiting around your market, product, pay plan, and the kind of rep you're hiring. That changes the ads, screening, and interview conversations so candidates understand the job they're considering.
How soon will we see qualified interviews?
Your first interviews take place 15–16 days after we begin building your recruiting system. That includes the two-week build before the campaign launches.
See it on a real team
Hear from two partners about recruiting and building their teams with D2D HIRE.
Advanced Windows
Blake Abernathy shares his team’s experience bringing in new reps and preparing them for the opportunity.
Watch Advanced Windows’ storyGreat Lakes Adjusters
John McCarthy shares his team’s experience growing the team and developing new leaders.
Watch Great Lakes Adjusters’ storyWant to see which option fits your team?
We’ll talk through your recruiting, what your leaders can take on, and what your first 90 days with us would look like.