Residential & Commercial Sales
Residential & Commercial Sales Recruiting
The field sales recruiting agency for home services and commercial property companies. We place door-to-door reps, in-home closers, appointment setters, and territory managers across roofing, solar, pest control, HVAC, and home improvement — so you can scale your sales team without the six-month learning curve.
Residential & Commercial Hires
Candidates Screened Out
To Begin Recruiting
Trusted by Hundreds of Residential & Commercial Sales Organizations
4.8 out of 5 · Based on 155+ Reviews
Residential & Commercial Sales Verticals
We recruit field sales professionals for every major home services and commercial property vertical.
What Is Residential & Commercial Sales Recruiting?
Residential and commercial sales recruiting is the process of sourcing, screening, and placing sales professionals who sell directly to homeowners, property managers, and commercial building operators. These roles — door-to-door reps, in-home appointment setters, field closers, territory managers — operate in a fundamentally different environment than inside sales or enterprise B2B. The selling happens at the customer’s front door, in their living room, or on a job site. Reps need the ability to self-generate leads, build instant rapport, handle objections face-to-face, and close deals in a single visit.
This is what makes field sales recruiting so difficult for generalist agencies. A recruiter who fills inside sales seats or enterprise account executive roles does not understand the realities of commission-only and 1099 compensation structures, door-to-door canvassing cadences, same-visit closing expectations, or the seasonal hiring surges that define residential and commercial sales. They post a generic job ad, attract candidates who have never knocked a door in their life, and wonder why 70% of their placements wash out inside 90 days.
Why generalist recruiters fail at field sales hiring
The residential and commercial sales world runs on comp structures that most recruiters have never encountered. Roofing sales reps often work on per-job commission with no base salary. Pest control D2D reps are paid per account sold, with seasonal bonuses tied to spring and summer volume. Solar closers earn per-kW or per-PPA incentives layered on top of a small draw. HVAC comfort advisors work draw-against-commission with spiffs for equipment upgrades. Home improvement sales reps commonly operate on commission-only structures with bonuses for self-generated leads versus company-set appointments.
If your recruiter doesn’t understand these structures — or can’t explain them to a candidate during the first screening call — you’ll attract people who ghost when they see the offer letter. Worse, you’ll hire reps who accept the role without understanding the economics, underperform on the comp plan, and quit within 60 days. This is the single biggest reason residential and commercial sales teams experience chronic turnover: they’re hiring through channels and recruiters who don’t speak the language of field sales compensation.
Seasonal hiring cycles demand a different approach
Residential sales is inherently seasonal. Roofing companies need storm-chase teams mobilized within days of a major hail event. Solar companies ramp their canvassing teams before summer when homeowner interest peaks. Pest control companies need a full D2D team trained and deployed by March to capture spring demand. HVAC companies hire comfort advisors ahead of extreme weather seasons. You cannot afford to spend 45 days on a traditional recruiting engagement when your revenue window opens in two weeks. HyperHired® pre-builds candidate pipelines aligned to these seasonal patterns so your team is ready when the market moves.
HyperHired’s operator credibility in residential & commercial sales
HyperHired® was built by operators who’ve sold in these industries — not by staffing agency veterans who decided to add a “sales vertical” to their menu. Our recruiting team evaluates candidates the way a sales manager would: Can this rep knock 40 doors a day and maintain energy at door number 37? Do they understand how to work a storm-damaged neighborhood and set their own appointments? Can they run a full in-home presentation, overcome price objections, and close without a manager on the phone? We screen for these capabilities because we’ve lived them. That operator credibility is why we’ve placed 5,000+ sales reps in the residential and commercial space alone, and why our clients come back to us every time they need to scale.
Whether you’re a single-location roofing company hiring your first dedicated sales rep or a multi-state home services organization building a 50-person D2D team, HyperHired® brings the industry-specific screening, comp plan expertise, and pre-built candidate pipelines that generalist recruiters simply cannot match. We invest in your search infrastructure upfront — comp plan design, role architecture, candidate matching — so we’re committed to your outcome before you’ve paid us for a single placement.
Skin in the Game — Yours and Ours
We Invest in Your Search Before You Pay for a Single Placement.
Retained search firms charge $15K–$30K upfront per role, regardless of whether they ever deliver. We charge a small initiation fee that covers real work — comp plan design, role architecture, candidate matching infrastructure — then tie the bulk of your cost to actual placements.
- ✓Initiation fee covers real upfront work. Comp structure design, role architecture, sourcing infrastructure — not a deposit, not a retainer.
- ✓Placement-contingent pricing. The bulk of the cost is tied to actual hires. If we don't deliver reps, you don't pay for reps.
- ✓Replacement guarantee. If a placed rep doesn't work out, we replace them at no additional cost.
- ✓A fraction of retained search cost. On a typical 10-hire engagement, you'll spend less than one retained search and place 10x the reps.
The HyperHired® Difference
vs. Retained Search
Retained Search
$15K+
Upfront per role — paid even if they never place anyone
HyperHired®
Performance Based
Small initiation fee + placement-contingent balance
How HyperHired® Works
Our sales recruiting system has been proven to work across over 1,000 unique sales organizations.
Step 1
Marketing The Opportunity
We take a deep dive into your company, then leverage both major job platforms and our proprietary database of sales candidates to ensure the highest reach and highest quality possible.
Sourcing Channels
500k+ Candidate Database
Proprietary + major platforms combined
Indeed
ZipRecruiter
HyperHired® Jobs
Step 2
Pre-Qualification Screening
After generating a high volume of applicants, our AI system sorts and grades them. From there, our Recruiting Team makes direct contact with qualified candidates in order to ensure their fit for the role and sell them on the position.
AI-Powered Screening
Step 3
Scheduling of Interviews
For sales positions, we typically decline around 80% of all applicants during the screening process. This means that you’re only meeting with the very best. We schedule them direct to your calendar and even follow up with them and provide continued support in order to minimize no-shows and maximize offer acceptance.
Interview Pipeline
48-72h
To First Interview
90%+
Show-Up Rate
Frequently Asked Questions
How do you recruit door-to-door sales reps for residential companies?
Can you scale a field sales team quickly for seasonal hiring surges?
What compensation structures work best for residential sales reps?
Do you recruit for both residential and commercial sales roles?
How does pricing work for residential sales recruiting?
Ready to Hire Residential & Commercial Sales Reps?
Schedule a discovery call. We’ll show you exactly how we recruit for your industry — and what it costs.