We work with door-to-door teams that are ready to grow
You know there’s demand for what you sell. The challenge is getting enough of the right people onto your team and giving them the support to succeed. We work with established companies that want to build a consistent recruiting process and have leaders ready to help new reps get started.
Most of our partners already have a door-to-door team. We also work with established businesses adding door-to-door as a new way to grow. Where you are today helps us understand what needs to happen next.
Where recruiting gets in the way of growth
You’re starting over every time you need people
Recruiting gets attention when the team is short, then falls behind once everyone gets busy again. By the time you need the next group of reps, you’re back to writing ads, following up with applicants, and trying to fill the calendar. A recruiting process that keeps running gives you something to build on between hiring pushes.
Your leaders are trying to recruit while running the team
The people who know how to explain the opportunity are often the same people responsible for sales, coaching, and keeping the team moving. When they also have to manage ads and chase every applicant, recruiting competes with the work you need them doing in the field. We help you decide which parts your team should keep and which parts we should run.
People say yes but struggle to become part of the team
Getting an accepted offer still leaves work to do. The new hire needs to meet their leader, understand the next steps, prepare for the job, and get support when they start. We look at that experience with you because hiring more people won’t help much if they’re getting lost before they have a chance to succeed.
Choose how much of the recruiting you want us to run
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. This fits a team that has someone ready to interview qualified people and help them decide whether to join.
HIRE Summit Partnership
We handle the ads, screening, and qualification, with additional outbound recruiting and follow-up. Our Corporate Recruiter also runs the interviews and commitment conversations, then hands the new hire to your local leader. This fits a team that wants us to take on more of the recruiting work.
Our two-day live Sales School is included in both partnerships. The reps join your company under your brand, and your leaders handle onboarding, integration, product training, and coaching in the field.
See how the partnerships workWhat makes a good partnership
You have a business that can support a growing sales team
Most of our partners are established companies doing at least $1 million in annual revenue, with five or more reps already in the field. We want to understand what’s working in your business, where the demand is, and what a new rep would be joining. If you’re adding door-to-door to an established business, we’ll work through what needs to be in place for that team.
Someone is ready to lead the people you hire
Your new reps need a local leader who has time to bring them into the team and help them learn the job. That includes staying in touch after they accept, getting them through onboarding, teaching the product, and working with them in the field. We need that person involved in the recruiting conversation so the opportunity we’re describing matches the experience people have when they arrive.
You’re willing to work on the recruiting with us
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 for feedback, strategy, and decisions. Your interviews, onboarding, integration, and field coaching are additional responsibilities of running the team. We keep reviewing and improving the recruiting through the first 90 days and beyond.
Find your industry
The role, market, and opportunity matter when you’re recruiting. Explore the page for your industry, then look at the partner stories that are relevant to the team you’re building.
We also have experience in other home-service industries, including landscaping and permanent lighting. If your industry isn’t listed, tell us what you sell and how your team works so we can talk through whether we’re a fit.
The recruiting needs to fit what you’re building
You’re putting a consistent process in place
You have a business and people who know how to sell, but recruiting still depends on someone finding time for it. We build the ads, screening, and follow-up around your opportunity so you have a process your leaders can work with as the team grows.
You’re growing an existing team
You know you need more people, and your leaders are ready to support them. We look at where recruiting is falling short, how many new reps the team can take on, and who should handle the interviews. The recruiting plan needs to match both your hiring goals and the team’s ability to develop people.
You’re expanding into another market
Opening another market adds questions about the role, local recruiting, and who will lead the new team. We work through those details with you before building the recruiting around that market. Your local leadership still needs to be ready for the people who join.
Questions about whether we’re a fit
What company size and revenue is this built for?
Most of our partners are established companies doing at least $1 million in annual revenue, with five or more reps already in the field. We also look at whether your leaders have the time and ability to bring new people onto the team and help them succeed.
Which industries do you recruit for?
We recruit for door-to-door and direct-sales teams in Roofing, Replacement Windows, Residential Solar, Energy (community solar, gas, and electric), Pest Control, Telecom and Fiber, Insurance, and Remodeling and Home Improvement, along with other home-service industries. We build the recruiting around the role, the market, and the opportunity you're offering.
We want to launch door-to-door from scratch. Can you help?
Yes. We work with established companies adding door-to-door as a growth channel, including the recruiting, pay plan, leadership, and training needed to support it.
What if we're under $1 million or have fewer than five reps?
Tell us where the business is today and what you're trying to build. We'll look at whether a recruiting partnership fits your situation or whether there are pieces you should put in place first.
Where do you operate geographically?
We work with partners across the United States, with partner operations in 43 states. Recruiting can be managed remotely, while your local leaders handle the work of bringing new hires onto the team and supporting them in the field.
Let’s see whether a partnership fits your team
Tell us where recruiting stands today, what you want to build, and what your leaders can take on. We’ll work through how a partnership would fit your business and what it would take from both teams. If there are things to put in place first, we’ll tell you.
Compensation, wage, commission, and worker-classification requirements vary by role and jurisdiction. Review your arrangement with qualified legal and payroll advisers.