A roofing company just hired their fifth new sales rep in two months.
They’ve got only one sales manager… and the rep with the most experience? He’s been around just 6 months.
He’s still figuring it out himself.
But now, every time a new hire walks in, they ask him to take them on ride-alongs.
To “show them the ropes.”
To be the trainer.
And while he wants to be a team player, he’s thinking-
“Why me? I’m not even that good yet.”
This isn’t just one company.
This is happening across the roofing industry.
Why? Because roofing companies are hiring faster than they’re building a real training system.
If you’re a roofing business owner or sales manager, here’s how to fix this before it burns out your best people and kills your close rate.
8 Smart Sales Hiring Tips for Roofing Companies
1. Don’t make newer reps train new reps
If your most experienced guy is only a few months in, he’s still learning.
The sales manager or a dedicated trainer should handle the first round of training, especially the basics like pitch, pricing, and paperwork.
2. Build a repeatable 7–14 day training plan
Winging it leads to poor results. Every rep hears something different and follows a different system.
Create a step-by-step onboarding plan that includes scripts, objection handling, a product walkthrough, and a few structured ride-alongs.
3. Reward the reps who help with training
If your closers are commission-only and you ask them to train, they’re losing money while helping the company.
Offer a training bonus, a lead credit, or a small override on the trainee’s first deal. Even a thank-you goes a long way.
4. Protect selling time for your best reps
Good reps are your revenue drivers. Don’t slow them down.
Limit ride-alongs to non-peak hours and schedule them in advance. Don’t surprise someone with “Hey, can he ride with you today?”
5. Ask first, don’t assume everyone wants to train
Not all reps are wired to teach.
Have a quick chat with each rep. Ask: “Would you be open to mentoring new hires if we support you properly?” Some will say yes. Others will thank you for asking.
6. Use video or cheat sheets for basics
Repeating the same answers five times a week wears people out.
Create a short training video or PDF with the basics, pitch structure, product types, commission math, so your reps don’t have to say it every time.
7. Check in with new hires weekly
New reps often feel lost, and many quit in under 30 days.
Assign someone to check in with them weekly. One good conversation can prevent a walkout.
8. Track what’s working
You can’t fix what you don’t measure.
After 30, 60, and 90 days, review each new rep’s progress. Who trained them? What did they struggle with? Use that feedback to tighten your process.
Final Word
Sales reps don’t quit because roofing is hard.
They quit because no one trained them, or worse, they got trained by someone who didn’t sign up for it.
Set your reps up to win.
Respect their time.
And build a sales team that lasts.
