Sales Manager Door to Door Roofing Sales
Hail Or High Water Roofing
Why I Need You On The Team
My name is Steve Sims. I’ve owned and operated Hail Or High Water Roofing for the past seven years, and I’ve been in the roofing industry for nine years.
Over that time, I’ve built a small, highly specialized team and developed an extremely effective process for getting maximum coverage on insurance claims for our customers’ roofs. My team is the best in the state of GA at how to document roof damage, work with public adjusters, navigate insurance claims, manage supplements, control overhead, and ultimately get projects across the finish line with bigger margins.
But we’re missing something… and I know exactly what it is.
We need a hardcore sales leader who knows how to recruit, train, develop, motivate, and retain a high-performing door-to-door sales team.
I want someone who can come in, take ownership of our sales department, and build it into something exceptional.
This is not a traditional roofing sales manager position where you're expected to oversee every part of the business. We already have people responsible for inspections, administration, insurance claims, production, and project management.
Your only (and I do mean only) responsibility is to build and lead an elite sales team.
How Our Business Model Works
Most roofing companies ask their salespeople to do everything. (This is why 85% of new sales guys quit in the first 12 months.)
Sales teams are expected to knock doors, climb roofs, perform inspections, take photos, meet adjusters, manage homeowners, pick up checks, deal with production issues, chase paperwork, handle supplements, and somehow they're still expected to keep selling.
We don't operate that way.
We believe specialists outperform generalists.
Our back of house team handles everything that isn't selling, including accounts payable and receivable, climbing roofs, insurance claim filing, supplements, project management, customer management, color selections, scheduling build dates, generating roof reports for insurance companies, creating scopes of work, issuing warranties, and every other operational aspect of the business.
Our salespeople sell.
That means neither you nor your sales representatives need to climb roofs, carry ladders, perform inspections, manage construction, handle supplements, pick up checks, or spend your days buried in administrative work.
Our sales representatives have a very simple job:
Knock doors.
Earn signed agreements.
Move on to the next opportunity.
Your job is to build the team that sales.
What I’m Looking For From You
I'm looking for someone with a proven track record in door-to-door insurance roofing sales leadership.
I am not looking for someone who wants to sit in an office and talk about sales theory. We want someone who understands what it takes to actually build a productive field sales organization.
You should know how to recruit talented people, identify potential in inexperienced salespeople, train them to prospect and knock doors, develop their confidence, sharpen their pitch, overcome objections, and ultimately turn them into consistent producers.
You should enjoy being in the field, developing people, creating accountability, motivating a team, and building a winning culture.
Most importantly, you need to know how to build and retain a sales team.
You will have significant freedom to develop the sales department, but your core responsibilities will include:
- Recruiting, interviewing, and hiring door-to-door sales representatives.
- Building and implementing a repeatable sales training system.
- Training, coaching, and developing new sales representatives.
- Conducting sales meetings, training sessions, and role-playing.
- Working alongside representatives in the field and leading by example.
- Creating accountability systems focused on measurable results.
- Coaching underperforming representatives and developing top performers.
- Retaining talented salespeople and creating opportunities for advancement.
- Identifying neighborhoods, markets, and new sales opportunities.
- Working directly with me to develop compensation structures, incentives, and career paths.
- Building a sales culture centered around performance, accountability, achievement, and continuous improvement.
Ultimately, your responsibility is to build a sales organization capable of consistently generating signed agreements for our operations team.
What You Can Expect From Me
My job is to make sure you have the freedom, resources, and support to do your job.
I will manage and lead the non-sales side of the business and make sure you don’t get bogged down with anything that isn’t directly related to building your team, developing your people, and generating sales.
I’m also willing to make significant changes to the business to support the right person.
We currently do a lot of work throughout Metro Atlanta as well as Middle Georgia around Macon, Warner Robins, and Perry. If you believe another market or location gives us a better opportunity to build the sales organization, I’m willing and ready to relocate the office. (Currently the office is in Lawrenceville, GA.)
You and I will work together to build the systems and processes you need. If you need better software, recruiting tools, training resources, additional support, funds to reward the team, team trips, contests, or a different compensation structure for your representatives, I will make sure you have all of that.
My goal is simple: give you the environment and resources you need to build an elite sales team while I handle the rest of the business.
I’m intentionally leaving compensation flexible because I’m looking for the right person first.
What I’m ultimately looking for is someone who wants a primarily commission based sales management opportunity and wants their income tied directly to the performance of the organization they build and lead.
I have nothing against a salary, but I’m not a big believer in massive guaranteed salaries for sales managers. Too often, I’ve watched sales managers collect a large salary while spending their days behind a desk, holding an occasional sales meeting, sending a few group texts, and calling that “leadership.”
I’m more interested in sitting down together and building a compensation structure that rewards you based on your achievements and the success of the sales team.
Together, we’ll establish clear weekly, monthly, and quarterly goals. Based on your ability to hit and exceed those targets, we’ll agree on a commission structure that rewards performance, along with additional bonuses for reaching key milestones.
The Bigger Vision
My goal isn’t to just build another roofing company. I want to build something with you a sales organization that genuinely changes the lives of the people who join it.
I want to create a culture full of winners, where clear communication is expected, accountability matters, and people are rewarded for what they achieve.
When someone joins our team whether they start in an entry-level position or come in as an experienced leader they should have a clear path for growth. I want people to have opportunities to advance within the company and ultimately move into roles that fit who they are, what they’re good at, and where they can be most successful.
I also don’t believe someone should have to work a grueling 70 or 80 hours every week just to make six figures. I want our people to have the opportunity to make life-changing money while still having a great work-life balance.
Success here should mean being successful professionally without sacrificing everything personally. Our people should have time to take care of their health, their families, their communities, and ultimately be the kind of people they want to be outside of work.
The culture I want us to build comes down to a few fundamental principles:
Excellence over compliance.
Achievement over activity.
We aren't interested in creating a company where people are rewarded simply for showing up, looking busy, or checking boxes. We want to build an organization where great people are given the tools, opportunities, accountability, and incentives to accomplish extraordinary things and build better lives in the process.
Let’s Talk
If all of that sounds good to you, and you feel like you’re the man or woman for the job, I’d love to take a few minutes to talk with you.
Shoot me an email with your resume and tell me about some of the successes you’ve had in the industry. From there, we can set up a time to sit down, compare visions, and see if we’re the right fit for each other.
If we are, I genuinely believe we have an opportunity to build something the roofing industry has needed for a long time, but has never actually been done before.
I’m looking forward to hearing from you.
Cheers,
-Steve Sims
[email protected]
Pay: $150,000.00 - $350,000.00 per year
Benefits:
Work Location: On the road
