TH Daniels’ Post

Since joining the roofing industry 3 years ago, I’ve learned quite a bit. 🏘️ From sales to shingles to people, there’s something new everyday. 📚 However, it didn’t take very long to realize the roofing industry can be the wild, wild west. 🤠 There are hundreds of different compensation structures and models, with varying job descriptions. 💵 More often than not, these models are lucrative for year 1, and maybe year 2, but provide very little, if any, support or opportunities beyond sales. 🛑 And, unfortunately, many companies in our industry don’t survive past year 3. 📉 At Cornerstone Roofing + Solar , we’ve been reimagining how to create a more sustainable and career-minded workplace. 📈 What does that look like for us? 👀 - W-2 roles and job descriptions that play to strengths ✅ - Pouring into our team with the best tools and technology so we can perform at the highest level ✅ - A focus on organizational opportunities beyond sales ✅ After spending time last week interviewing and connecting with different people in the industry, I’m incredibly confident we are on the right path. 🤜 The people in our industry deserve an organizational structure where they can work for 10, 15 and 20+ years. 🤝 #culture #roofing #career #construction #organizationalculture

This is short, but excellent piece that touches on something I’ve mentioned before that often, when hiring, we fixate on what we see as a candidates potential (ceiling) rather than their consistency (floor). > ”when you’re hiring, try not to get caught in the trap of evaluating candidates based on their best possible performance. Look instead for consistency: reliable results in variable conditions, the ability to deliver predictably with consistent quality, and so forth. Hire for floors, not ceilings” Whilst I agree with the thrust of the article I should point out some obvious reservations that I’ve also been thinking about. You see, while consistency is valuable, solely focusing on the floor might disregard the potential for growth and improvement that candidates with higher ceilings could bring to the team. Furthermore, in some cases, candidates with low floors and high ceilings might have the potential to make substantial improvements and become valuable assets through training and mentorship. Depending on the role and organisation’s needs, hiring a mix of individuals with various ceilings and floors could lead to a well-rounded and dynamic team. And of course whether we care to admit it or not, some roles might require the occasional burst of brilliance and innovation that candidates with high ceilings can provide, even if their consistency is not as strong. #hiringdevelopers #teamstructure #teamcomposition

In 2023, The Bridger Group made 344 total placements in the commercial interiors and building products industries. Of those... 69.77% were in sales related roles. 10.76% were in operations 6.69% were in engineering 4.94% were in design 1.45% were in finance 1.45% were in manufacturing Do you have an industry specific need on your team? Give me a call. Let's chat about what 80+ outbound calls a day to the top talent in the industry can do for your team in Q2!

I am thrilled to share some wonderful feedback we recently received from a stellar candidate, Michal, who joined my client’s team this week. Their kind words have truly made my day! I'd like to extend my heartfelt gratitude to Jen Todd, whose dedication, expertise, and teamwork made this success possible. Jennifer truly went above and beyond to ensure the needs of both the candidate and client were met swiftly and efficiently. Your commitment to excellence is truly inspiring! My client approached me with an immediate need in their residential high-rise development division, and thanks to our collaborative efforts, we were able to deliver results promptly. Within just 24 hours, we sourced, identified, screened, and presented a qualified candidate who not only impressed during the interview but also accepted the job offer the same week! This success story underscores our team's relentless pursuit of excellence and our commitment to delivering outstanding results for our clients. Thank you to everyone involved for your hard work, dedication, and passion for what we do. Let's keep pushing boundaries and achieving greatness together! If you are a candidate, like Michal, wanting to see what career improvement opportunities might be available to you in ICI or residential construction, send your resume to aliciadow@michaelpage.ca to start the conversation. Or, if you are a client needing to add Project Managers, Superintendents or Estimators to your team, let’s book a virtual coffee chat! DM me for a link to my calendar! #SuccessStory #Teamwork #Gratitude #MichaelPage #RecruitmentExcellence

Business opportunity

𝗧𝗛𝗘 𝗡𝗨𝗠𝗕𝗘𝗥 𝗢𝗡𝗘 𝗧𝗔𝗟𝗘𝗡𝗧 𝗦𝗢𝗟𝗨𝗧𝗜𝗢𝗡𝗦 𝗣𝗔𝗥𝗧𝗡𝗘𝗥 𝗧𝗢 𝗧𝗛𝗘 𝗖𝗢𝗡𝗦𝗧𝗥𝗨𝗖𝗧𝗜𝗢𝗡 𝗠𝗔𝗥𝗞𝗘𝗧. As the executive search industry becomes ever more competitive, companies must adapt to enable them to be at the forefront of engaging top talent. This will provide their clients with highly qualified, experienced candidates looking for the next step in their careers. Hamilton Mayer has its finger continuously on the pulse when seeking the most experienced candidates for our clients. Although our firm believes in becoming genuinely exceptional market experts, you must ensure the business is fully immersed into the sector you operate in at all levels, as this will give the consultants an accurate perception of the organisational structure of a business. As an integrated executive search firm in the construction industry, we show our clients and colleagues a compassionate understanding when assisting them in their next career move. We know the process can be daunting and stressful at times. We intend to be a true partner of choice when considering a career change in the construction sector. www.hamiltonmayer.com #buildinggreatteamstogether Hamilton Mayer International

Let Patrice & Associates get you on the right staircase - Let's get you to GREAT! #jobsearch #careercoach #patriceandassociates

Plain and simple - I LOVE MY JOB! 👩🏼💻🩵 Helping people get to where they want to be. What is better? In my interactions with candidates (whether I'm recommending them for roles or not), I strive to provide tips along the way. Whether that be; 📑 CV advice 🟦 Buzzwords to include on their LinkedIn profile 👔 Career advice ☑️ Explaining how the recruitment process/recruiters work 👂🏼 Honest feedback When it comes to delivering feedback, I make it a point to be transparent yet constructive, ensuring both positive and constructive aspects are conveyed most effectively. Before each feedback call, I plan how to frame this so the candidate gets the most out of it. After all, feedback should be a tool for growth and improvement. I tailor my approach, carefully selecting the words, making sure they resonate with the candidate. So... Let's get you to where you want to be. There are some very exciting roles, so if you'd like to know more, get in touch! 📧 - rconaghan@johnsand.co 📞 - 07824 611009

Window Cleaning is good business for a thirteen-year-old. This cute little guy went around our neighborhood this weekend, asking for business. He counted the windows, wrote up bid sheets, presented the price to customers, and scheduled the jobs like a true professional. When it came time to do the work, he was meticulous and the windows came out sparkling clean. This is the kind of grit and hustle that can't be taught. When you're searching for your next hire, look for the person that started a window cleaning business when they were thirteen. I bet they're still hustling. #sales #salestraining #marketing #hiring

Approach Consulting are currently teaming up with some Canberra's best builders working on the below roles. If you're considering a new role or simply want to chat about the current market opportunities, give me a call at 0421 573 586 or email me at Nick@approachconsult.com.au. Let's grab a coffee and discuss your next career move! Jonathon Burrows Approach Consulting