How to Hire the Best Employees for Your Roofing Company

9/22/2025:

Running a successful roofing company doesn’t just depend on equipment, materials, or sales—it depends on people. The quality of your employees directly impacts workmanship, safety, customer satisfaction, and ultimately, your reputation. In today’s competitive labor market, roofing contractors face a major challenge: finding and keeping reliable workers.

If you’re an employer looking to fill roofing jobs at your company, this guide will show you how to attract top talent, evaluate candidates effectively, and build a strong team that grows with your business.

Why Hiring the Right Roofing Employees Matters

Roofing is a tough, skilled trade. Workers deal with heights, heavy materials, and complex systems—all while meeting deadlines and customer expectations. Hiring the wrong employees can result in:

  • Poor workmanship and costly callbacks
  • Safety incidents and liability risks
  • High turnover, leading to wasted training costs
  • Damage to your company’s reputation

On the other hand, the right employees bring:

  • Consistent, high-quality installations
  • Strong work ethic and reliability
  • Better crew morale and teamwork
  • Opportunities for leadership growth within your company

Step 1: Define the Roles You Need to Fill

Before posting roofing jobs, clarify the exact positions you want to hire for. Roofing companies often need a mix of:

  • Roofing Laborers / Helpers: Entry-level support for material handling and cleanup
  • Skilled Roofers: Experienced in shingle, tile, metal, or flat roof systems
  • Foremen / Crew Leaders: Supervisors who manage safety and workflow
  • Sales Representatives / Estimators: Employees who handle customer relations and bidding
  • Specialists: Solar roofing installers, metal roofing experts, or repair technicians

Having detailed job descriptions helps filter applicants and ensures you attract people who fit the role.

Step 2: Write Effective Roofing Job Listings

Your job postings are the first impression potential employees have of your company. To stand out, include:

  • Clear Job Title: “Residential Roofer – Full-Time” works better than just “Roofer”
  • Company Overview: Highlight your values, safety culture, and growth opportunities
  • Responsibilities: Outline daily tasks clearly (e.g., installing shingles, operating equipment, supervising crews)
  • Qualifications: Specify required experience, certifications, or soft skills
  • Compensation & Benefits: List pay range, bonuses, health coverage, or paid training
  • Career Path: Mention advancement opportunities (e.g., laborers can grow into foremen)

Optimizing postings with terms like “roofing jobs,” “roofing careers,” and “roofing employment” also increases visibility in Google searches and on job boards.

Step 3: Use the Right Recruiting Platforms

Finding great roofing employees starts with posting in the right places. Employers have several options:

  • Industry-Specific Job Boards: Posting on AllRoofingJobs.com ensures your listing reaches people actively searching for roofing employment.
  • Local Hiring Sites: Platforms like Craigslist or community bulletin boards can bring in local candidates.
  • General Job Boards: Sites like Indeed, ZipRecruiter, and LinkedIn can expand reach, though you may get less targeted applicants.
  • Trade Schools & Apprenticeship Programs: Partner with local vocational schools to recruit new talent.
  • Employee Referrals: Offer bonuses to current employees who refer quality hires.

Step 4: Evaluate Roofing Candidates Effectively

When reviewing applicants for roofing jobs, focus on more than just technical skills. Important factors include:

Hard Skills

  • Experience with roofing systems (shingles, TPO, EPDM, metal, etc.)
  • Ability to read blueprints and follow installation guidelines
  • Knowledge of safety protocols and OSHA requirements
  • Equipment handling (ladders, harnesses, power tools)

Soft Skills

  • Reliability: Do they show up consistently and on time?
  • Teamwork: Roofing crews must work in sync to finish jobs safely and efficiently.
  • Communication: Clear communication prevents mistakes and ensures jobsite safety.
  • Problem-Solving: Roofing often involves diagnosing leaks or adapting to site conditions.

Screening Tips

  • Ask scenario-based questions: “What steps would you take if you discovered water damage under a roof deck during installation?”
  • Verify references from past employers.
  • Consider a trial period or probationary hire to see how they perform on real jobs.

Step 5: Prioritize Safety and Training

Safety is critical in roofing. When hiring, look for candidates who value safety as much as productivity. Employers should:

  • Require OSHA 10/30 certifications for higher-level hires
  • Provide regular safety training and refreshers
  • Supply proper personal protective equipment (PPE)
  • Build a culture where workers feel comfortable reporting hazards

Promoting safety not only protects workers but also reduces costly accidents and liability.

Step 6: Offer Competitive Pay and Benefits

The best roofing employees are in high demand. To attract and retain them, employers need to provide competitive compensation. Consider offering:

  • Competitive hourly wages or salaries based on experience
  • Overtime pay or performance bonuses
  • Health insurance and retirement plans
  • Paid training and certification reimbursement
  • Opportunities for promotion and raises

Even small benefits, like paid time off or tool allowances, can make your company more attractive compared to competitors.

Step 7: Retain Employees Through Growth Opportunities

Hiring doesn’t end when an employee joins your team. Retention is just as important. Here’s how to keep your best workers:

  • Create Career Paths: Show laborers how they can become skilled roofers, foremen, or estimators.
  • Recognize Good Work: A simple acknowledgment or crew bonus can boost morale.
  • Provide Ongoing Training: Keep employees learning new systems (solar, green roofs, advanced waterproofing).
  • Foster Team Culture: Encourage teamwork and respect on job sites to reduce turnover.

When employees feel valued and see a future with your company, they’re more likely to stay long-term.

Step 8: Build a Reputation as a Great Employer

In the roofing industry, word-of-mouth travels fast. If your company is known for treating workers fairly, you’ll attract better talent. Employers can build this reputation by:

  • Paying workers on time and fairly
  • Maintaining safe job sites
  • Communicating clearly with crews
  • Offering advancement instead of high turnover
  • Supporting employees through training and mentorship

A strong employer brand not only attracts skilled roofers but also helps retain the ones you already have.

Conclusion

Hiring the best employees for your roofing company requires more than just posting a job ad. It’s about creating a system that attracts the right talent, evaluates candidates effectively, invests in safety and training, and offers growth opportunities.

When you hire the right people, your roofing business becomes more productive, safer, and more profitable.

If you’re ready to find skilled workers today, post your job openings on AllRoofingJobs.com, the dedicated job board built specifically for roofing companies and professionals looking for roofing jobs.