Fill your roofing crews before the first dry week of spring

The empty seat costs more than the ad

The cost of a short crew is lost capacity, and it is bigger than most owners write down. Take a simple example you can check against your own numbers. Say a four-person crew strips and re-roofs a typical house in two days, and that job is worth $16,000. That crew turns over about $8,000 a day while it is working.

Now lose one person. If the job stretches to three days, the crew's daily output falls to roughly $5,300, a gap of about $2,700 for every working day. Over a 20-day stretch of good weather, that is around $54,000 of work pushed back or lost. Against that, a recruiting budget of a few thousand dollars a month is a small number, but only if it produces people who stay. That is why we measure hires who make it past their first two weeks, not clicks or applications.

What we do, and what we never do

We are a marketing and business consulting service. We are not a contractor: we don't install, repair or inspect roofs, and we never send anyone up a ladder. We are also not a staffing agency or a recruiter. We don't place candidates, take a placement fee or charge job seekers anything.

What we do is the recruiting marketing your office doesn't have time for:

• Crew recruiting ads aimed at the drive-time zone around your yard
• Hiring pages and job listings that answer the questions roofers actually ask
• Crew video and employer brand so applicants see real crews, not stock photos
• Applicant text-back and screening so nobody waits two days for a reply
• An apprentice and off-season bench you can call before the season opens

The services overview explains which one to start with based on where your hiring breaks down today.

Why roofers ignore most job ads

Most roofing job ads fail for three plain reasons. They say nothing specific ("busy roofing company seeks hard workers"), they bury the questions a roofer cares about (start time, travel, steep or flat, tear-off or new build, how the crew is run), and nobody replies to the applicant for days. Good roofers have options in April. The company that answers first and tells the truth about the work usually gets the interview.

We fix the ad, the landing page and the reply speed together, because fixing only one leaves the other two leaking. Our guide on writing a roofing job ad people answer shows the structure line by line.

Rules we respect and point you to

Hiring touches rules we don't interpret for you. Job-posting requirements and employment standards are provincial, and safety training, including fall protection, is set and enforced by provincial bodies. We don't give legal, HR or safety advice. On each region page, we link the official provincial workers' compensation board and apprenticeship authority so you can read the rules at the source. Roofer is also listed among the Red Seal trades, which matters when you are recruiting apprentices who want a portable certificate.

Proof from our HVAC work

Our published numbers come from customer-lead marketing for HVAC and heating companies, and we label them as results from our HVAC work, not as roofing or hiring numbers. BCWide.ca reached 3× leads in 90 days, and HeatLand saw a 300% lead increase in 6 months. What transfers to recruiting is the machinery: pages that answer real questions, tracking from first click to outcome, and fast follow-up. The results page is honest about what does and doesn't carry over.

Who's behind Roofer.Team

Roofer.Team is part of the Sedighi.ca and SAZ.ca group of companies. It is a Canadian business headquartered in Vancouver, British Columbia, and led by Ali Sedighi, MBA in Technology Management, who has worked in digital marketing for 17+ years and has built 150+ live HVAC websites. Plans are delivered through Trades.Agency, the group's agency for trades businesses.

When you call, text or email, a senior strategist answers. Read how we work, check plans and pricing, or go straight to contact.