Roofing Talent America

Roofing Talent America From Operational Specialists to key Executive Leaders
Access the best technical and cultural fit for

📣 Now Hiring: Estimator, Commercial Roofing🏗️ Estimator, Commercial Roofing📍 St. Louis, MO🤝 $90,000 to $130,000+ base, w...
06/05/2026

📣 Now Hiring: Estimator, Commercial Roofing

🏗️ Estimator, Commercial Roofing
📍 St. Louis, MO
🤝 $90,000 to $130,000+ base, with long-term earning potential exceeding $200,000

This is a strategic growth hire inside a second-generation Midwest contractor that has grown from $1M to $12M under current ownership and is forecasting $16M this year. The business operates across Illinois, Missouri, Iowa, and Wisconsin with a clear plan to expand further, and commercial demand is currently exceeding what the internal team can price and win. That's the gap this role exists to close.

You'll work directly alongside ownership, with visibility into strategic decisions and real influence over the direction of the commercial division. The project mix runs from $15,000 repairs through to $4M commercial reroofs and new construction, covering single ply and sheet metal systems across a client base built on long-term relationships rather than one-off bids. This isn't a replacement hire, it's a seat at the table inside a business that is actively building something bigger.

What we are looking for:
✅ 5+ years of commercial roofing estimating experience
✅ Advanced Estimating Edge proficiency
✅ Strong knowledge of single ply and sheet metal roofing systems

🤝 The package includes company truck and cell phone, health, dental, and vision cover with a low-deductible medical plan, 401(k), hybrid flexibility, and genuine leadership development opportunities as the business scales.

If you want a closer look, email [email protected] or call (754) 307-0835.

Every application gets a response within 48 hours. Resume not up to date? Reach out to Tony directly.

Not the right fit but you know someone who is? $1,000 for any successful referral.

06/04/2026

The worst time to talk to a recruiter is when you actually need one.

That is usually the moment you have the least leverage and the fewest options, where the market has already moved, and you're reacting to it instead of choosing from it.

The strongest people in commercial roofing treat it differently, they stay in the conversation when nothing is on the line, so the right opportunity finds them instead of the other way around.

Tony makes the case for starting that conversation now, foreman to executive, looking or not.

[email protected]

📣 Field leadership opportunity. Rhode Island, New England.🏗️ Superintendent, Commercial Roofing📍 Rhode Island, New Engla...
06/03/2026

📣 Field leadership opportunity. Rhode Island, New England.

🏗️ Superintendent, Commercial Roofing
📍 Rhode Island, New England Region
🤝 $80,000 to $100,000 plus bonus

This is a field leadership role inside a privately owned commercial roofing contractor that has scaled from $4M to around $30M on the back of repeat work, long-term client relationships, and a consistent standard of delivery. The business is family led, focused almost entirely on commercial re-roofing and service work, and has built a strong internal promotion culture where supervisors and managers have typically come up through field roles rather than being hired in from outside.

You'll have real authority on site across a project mix that includes schools, warehouses, distribution centers, shopping plazas, and institutional buildings ranging from repair work through to multimillion dollar reroofing projects. The expectation is that you set the tone, hold the standard, and make sure work is delivered right the first time without layers of management second-guessing decisions that are yours to make.

What we are looking for:
✅ 3+ years of commercial roofing supervision experience
✅ Strong knowledge of single ply systems including TPO, EPDM, and PVC
✅ Ability to oversee multiple projects at different stages simultaneously

🤝 The package includes company truck and fuel card, full health, dental, and vision cover, PTO and paid holidays, and clear progression opportunities inside a business that promotes from within.

If you want a closer look, email [email protected] or call (754) 307-0835.

Every application gets a response within 48 hours. Resume not up to date? Reach out to Tony directly.

Not the right fit but you know someone who is? $1,000 for any successful referral.

80% of roofing contractors can't recruit the staff they need, that isn't a hiring problem so much as a structural one.Th...
06/02/2026

80% of roofing contractors can't recruit the staff they need, that isn't a hiring problem so much as a structural one.

The roofing industry has never had a strong tradition of proactive talent strategy. Hiring has historically been reactive, owned by operators who are already at capacity, without a dedicated function, without a framework for attracting and assessing the right people, and without any real visibility into where the best candidates actually are. For most contractors, that approach worked well enough when the market was less competitive and the talent pool was less contested.

That's no longer the situation.

Over 120 PE-backed platforms have entered the market in the last few years, all competing for the same shrinking pool of experienced operators across every level of the business. The contractors still relying on word of mouth, job boards, and generalist recruiters are finding that the people they need are either already placed, being actively pursued by better-resourced competitors, or simply not responding to the approaches they're making.

The businesses consistently filling roles with the right people aren't doing it by trying harder with the same methods. They're operating with better market intelligence, stronger candidate relationships, and a talent function that runs alongside the business rather than reacting to it.

If recruitment is consistently one of the harder parts of running your business, it's worth understanding what a different approach looks like.

Reach out to the team at [email protected] or call 312 476 9270.

Most roofing platforms don't break at the top.When a platform is scaling through acquisitions, the executive team is usu...
06/01/2026

Most roofing platforms don't break at the top.

When a platform is scaling through acquisitions, the executive team is usually where it needs to be. Capital is deployed, deals are closing, and the growth story looks compelling from the outside. What nobody talks about is the layer underneath, the regional managers, operations leads, and project leadership who are expected to absorb every acquisition and maintain delivery standards across multiple locations, usually without the infrastructure to do it well.

That middle layer is where the real stress of scaling lives. It translates leadership decisions into consistent field ex*****on across multiple sites and states, and when it's strong the platform compounds. When it's thin, or built on people who were promoted into roles they weren't ready for, the cracks appear quietly and spread quickly, showing up first in project margins, then in retention, and eventually in the numbers that matter at exit.

The platforms building real value right now are investing in depth two and three layers down, identifying which managers are six to twelve months away from being ready for more, and making sure the leadership bench can absorb the next acquisition without the previous one starting to slip.

In a market where over 120 PE-backed platforms are competing for the same relatively small pool of experienced operators, that kind of depth is what separates the platforms that scale cleanly from the ones that leak value every time they try.

To discuss your platform's talent infrastructure, reach out to the team at [email protected]

📣 Now Hiring: Estimator, Exterior Restoration🏗️ Estimator, Exterior Restoration📍 Minneapolis, MN🤝 $80,000 to $100,000 ba...
05/29/2026

📣 Now Hiring: Estimator, Exterior Restoration

🏗️ Estimator, Exterior Restoration
📍 Minneapolis, MN
🤝 $80,000 to $100,000 base plus 20% bonus

This is a role for an experienced supplementer who's outgrown a large, slow-moving operation and wants to actually see the impact of their work. The business is a fast-growing exterior restoration platform covering roofing, siding, windows, and exterior insurance claims, currently expanding into six new states while investing heavily into scalable systems, AI integration, and operational infrastructure.

You'll work directly alongside leadership in a lean, high-impact environment, reviewing and submitting insurance estimates via Xactimate, negotiating supplements with carriers, managing active claims, and contributing directly to workflow and process improvements. This is a business that's still building, which means the way you do things here will set the standard as it grows.

What we are looking for:

✅ 2+ years of insurance supplementing experience
✅ Strong Xactimate proficiency
✅ Experience negotiating directly with insurance carriers
✅ Roofing or exterior restoration background

🤝 The package includes 20% bonus, 401(k) with company match, full health, dental, and vision cover, PTO, and company phone and laptop.

If you want a closer look, email [email protected] or call (312) 476-9270.

Every application gets a response within 48 hours.

Not the right fit but you know someone who is? $1,000 for any successful referral.

📣 Now Hiring: Sheet Metal Superintendent, Commercial Roofing.🏗️ Sheet Metal Superintendent, Commercial Roofing📍 Milwauke...
05/28/2026

📣 Now Hiring: Sheet Metal Superintendent, Commercial Roofing.

🏗️ Sheet Metal Superintendent, Commercial Roofing
📍 Milwaukee, WI
🤝 $80,000 to $100,000 plus bonus and benefits

This is a field leadership role inside a leading commercial roofing contractor specializing in non-discretionary re-roofing, repair, and maintenance across commercial and institutional clients. The business is backed by a larger platform, has strong retention, and is built around an entrepreneurial, collaborative culture where leaders are genuinely invested in the people around them.

You'll own daily field operations across a range of complex roofing systems, managing crew productivity, safety adherence, blueprint compliance, and system specifications across every active project. The pathway from here into project management is real and it's mapped out from day one.

What we are looking for:

✅ 5+ years as a Sheet Metal Superintendent
✅ Strong metal system knowledge across commercial roofing
✅ Experience managing crews of 7 to 10
✅ Willingness to travel within a 2-hour radius

🤝 The package includes company truck, PTO, full health, vision, dental, AD&D insurance, short and long-term disability, and an Employee Assistance Program.

If you want a closer look, email [email protected] or call (786) 377-6701.

Every application gets a response within 48 hours. Resume not quite there? Reach out to Lewis directly.

Not the right fit but you know someone who is? $1,000 for any successful referral.

The best operators in roofing aren't desperate for a move, they're selective about the right one.Experienced project man...
05/27/2026

The best operators in roofing aren't desperate for a move, they're selective about the right one.

Experienced project managers, superintendents, GMs, and operations leaders have more options than at any point in the industry's history. Over 120 PE-backed platforms are competing for the same relatively small pool of proven talent, and the people inside that pool know it.

What that means in practice is that compensation alone doesn't close the conversation anymore. The operators worth hiring are asking different questions before they move. They want to know who they'd be reporting to and whether that person is worth working for. They want to understand the growth trajectory of the business and whether there's a real seat at the table for someone with their capabilities. They want to know the culture is performance-driven without being chaotic, and that the leadership above them is invested in developing the people below them.

Platforms that haven't thought carefully about what they're offering beyond a salary are finding that searches take longer, offers get declined, and the candidates they do attract aren't always the ones they were targeting.

Attracting the right operator starts long before the search opens. It starts with building a business that the best people in the industry actually want to join.

To discuss your talent strategy, reach out to the team at [email protected]

Every acquisition comes with a plan, however talent retention rarely features in it.EY research shows that 47% of key em...
05/26/2026

Every acquisition comes with a plan, however talent retention rarely features in it.

EY research shows that 47% of key employees leave in year one following an acquisition, and that's not a coincidence. It's the predictable result of deals that are structured around financials and integration timelines, with little to no framework for identifying, retaining, and developing the people the business actually runs on.

In roofing, where the talent pool is already constrained and the competition for experienced operators has never been more intense, that kind of attrition doesn't just slow integration. It leaks EBITDA, disrupts project delivery, and forces platforms to rehire into roles they assumed were stable from day one, compounding the cost of the deal at exactly the moment the business needs momentum.

The platforms that come through acquisitions in the strongest position are the ones that treat talent retention as a deal variable from the outset, not something to address once the dust has settled.

To discuss your platform's talent strategy, reach out to the team at [email protected]

Most roofing platforms hire when the role opens.By then, the gap is already costing money, integration slows, and margi...
05/25/2026

Most roofing platforms hire when the role opens.

By then, the gap is already costing money, integration slows, and margin leaks.

The acquisition that looked clean on paper starts breaking in the middle because no one was ready to step up.

The platforms compounding value through this cycle are operating differently, they aren't reacting to vacancies, they are building leadership bench depth twelve to twenty-four months ahead of where they need it, and we're seeing more and more contractors do this.

They know which GMs are within six months of ready, which middle managers can hold a region, which operators can absorb the next acquisition without flinching.

In a market where over 120 platforms are competing for the same shrinking leadership pool, that lead time is the difference between closing cleanly and leaking value through the integration.

To pressure test your platform's talent infrastructure, reach out to the team at [email protected]

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