Most owners hire the way they put out fires — someone quits, the season is coming, and the seat has to be filled by Monday. That’s where turnover starts. Recruiting is one of the seats we bring to the table: finding and launching the people you need, from new sales staff to the key management roles.
Our in-house recruiter works alongside our partner companies, so you’re not starting from zero every time a seat opens.
We also work with Jason Thompson, a recruiter who has spent his career in painting and home services. He started as a College Pro franchisee in 2007, went on to run U.S. recruiting for College Pro, and has recruited hundreds of sales reps. His process works for painters, project managers, salespeople and leaders alike.
Timeline, a day in the life, deal breakers, where the person can live, and a pay range — settled before anything is posted.
Job posts short enough to read on a phone, and a scripted phone screen so every candidate gets the same fair conversation.
Values and core traits first — grit, goals, leading themselves — then experience. Prepared interviews that get past rehearsed answers.
Every step mapped with an offer ready, because time kills deals. Then a 90-day onboarding plan, so a great hire stays great.
We run hiring by the numbers. It typically takes about 100 outreach messages to make one hire, and tracking that funnel keeps you from deciding too fast — or from missing a pay or messaging problem when good candidates keep saying no.
A strong sales rep with a good attitude who is thrown into the field without training will struggle. New hires go straight into Aleph Academy — role-based training, hands-on practice in simulated tools, AI role-play and certification — with managers who can see exactly where each person stands.
You still own the decision on who joins your team. We do the work to make sure you’re choosing from the best.
Score your company on the five stability metrics we use to value our own painting companies — team, gross margin, acquisition cost, brand, and net profit — and see exactly where it lands.
If you’ve built a great brand and a durable team, we should talk. No exit clock. No strip-and-flip. Just partners who yoke up and stay.
