Can you recruit for several branches at once?

Yes. Tell us every market and every seat on one call. We recruit across the US, and in Canada, Australia and the UK. We aim to get the first candidate to you within 7 days of each job description, and a typical hire takes 21 days, though the supply of proven closers differs in every metro.

Is every candidate checked the same way, whatever the branch?

Yes. Every rep and manager we put forward has had their close-rate history, pay history and references checked. Same checks in a new branch as in your oldest one.

Do you hire sales managers and directors of sales?

Yes, along with the in-home closers and canvassers who report to them. A new branch often needs the manager first, then the reps.

Do you run role-plays, reference checks or ride-alongs?

We run reference checks, along with close rate and pay history. Role-plays and ride-alongs are yours: have your branch managers run them before an offer, the same way at every location, so that part of the standard is yours.

Who employs the reps?

Your company does. Reps are hired directly by the branch or the platform, on your pay plan and your paperwork. Level is not the employer of record.

Do you recruit inside sales or call center staff?

No. Level recruits field salespeople who run appointments in the home, plus their managers and canvassers. CSRs, inside sales reps and phone setters are outside what we do.

How does pricing work across many seats?

You pay a one-time placement fee per hire, only when you hire. We share the fees for your seats on the first call, before any work starts.

Multi-location & private equity

Hire to one standard in every branch.

Acquisitions and new branches add territories faster than local managers can staff them, and every manager hires a little differently. Level recruits in-home reps and sales managers for every location and checks each candidate the same way: close-rate history, pay history and references, verified before anyone at the branch meets them.

Get reps How it works

Why the bar drifts

Ten branches, ten ways of hiring.

A platform buys a company and inherits its hiring habits along with its trucks. New platform creation in HVAC has slowed (9 vs 10 year to date) while add-ons keep coming, so the platforms that exist are absorbing more branches, each with its own way of picking reps.

No one counts a close the same way.

One branch counts closes per issued lead, another per demo, a third per appointment run. For example, a 40% rep from the first branch and a 40% rep from the second may not be the same rep at all. Until the formula is fixed, the number can’t be compared.

No standard

industry-wide definition of close rate (Pro Remodeler)

Regions close at different rates.

For example, a rep closing 25% in Georgia is running above the South’s figure, while the same 25% in Ohio sits below the Midwest’s. Judge a candidate against the market they sold in, not against your best branch’s numbers.

31.1% vs 23.3%

in-home close rate, Midwest vs South (Siro, which counts a visit that moved toward a sale)

The spread inside one company is wide.

That’s inside a single company. A branch manager hiring on gut feel could land a rep anywhere in that range, and the difference shows up in revenue per lead.

+7.4% to +11.3%

top reps above their own company’s median close rate. Bottom reps run 6.2-10.1 points below it (Siro).

With Level

The same two checks, every seat, every market.

One standard only works if it's simple enough to apply the same way in a branch you bought last month.

Close-rate history and pay history checked for every candidate, to the same standard in every market.
Pay history from commission statements or W-2s, and reference checks, so the sales figure and the story both hold up.
The same shortlist card in every market, so a regional VP can put a Tampa candidate next to a Columbus one.
Your branch managers interview and decide. Reps are hired directly by your company.
You pay only when you hire.
Free replacement if a rep doesn’t perform in their first 60 days.

Your managers' part

We check references, but role-plays and ride-alongs belong with your own managers, run to one script. Write it once and use it in every branch.

Roofing Sales Rep

Roofing · retail · Tampa Bay

Close: 34%
Sold 12 mo: $2.1M

Design Consultant

Bath remodeling · Columbus

Close: 38%
Sold 12 mo: $1.62M

Comfort Advisor

HVAC · Dallas-Fort Worth

Close: 41%
Sold 12 mo: $1.38M

Example cards from three markets, in one format. Not real reps. The check mark means the numbers were checked against records.

Seats across a branch

From the sales manager to the canvassers.

Standing up a branch usually means a manager and a handful of closers. JobNimbus’s rule of thumb is to add a sales manager at around 5-10 reps.

Turnover and timing

Plan for replacements, not just new seats.

Growth targets get the attention. Churn quietly eats the bench.

35% a year

Average annual turnover in B2B sales teams (not home services data)

Example: a 40-rep team at that rate replaces about 14 reps a year before it adds a single seat.

28% a year

Annual sales manager turnover (B2B data, not home services)

Keep a bench for the leadership seat too, not just for the closers.

1-3 reps a month

What most successful roofing sales leaders aim to hire (Leap survey)

For the leaders Leap counts as successful, hiring is a monthly habit, not a scramble when someone quits.

March to August

Hail season in Hail Alley, peaking April to June

Roofing platforms in storm states should hire before the first hail, not after it.

Reporting

One view of every open seat.

The reporting format for multi-location searches is not confirmed yet. This is a placeholder for what it would show.

Placeholder: reporting format not confirmed

Branch	Seat	Screened	Verified	Shortlisted	Interviews	Hired
Branch A	Comfort advisor	[n]	[n]	[n]	[n]	[n]
Branch B	Sales manager	[n]	[n]	[n]	[n]	[n]
Branch C	Roofing sales rep	[n]	[n]	[n]	[n]	[n]

FAQ

Questions from platforms and multi-branch operators.

Can you recruit for several branches at once?
Yes. Tell us every market and every seat on one call. We recruit across the US, and in Canada, Australia and the UK. We aim to get the first candidate to you within 7 days of each job description, and a typical hire takes 21 days, though the supply of proven closers differs in every metro.
Is every candidate checked the same way, whatever the branch?
Yes. Every rep and manager we put forward has had their close-rate history, pay history and references checked. Same checks in a new branch as in your oldest one.
Do you hire sales managers and directors of sales?
Yes, along with the in-home closers and canvassers who report to them. A new branch often needs the manager first, then the reps.
Do you run role-plays, reference checks or ride-alongs?
We run reference checks, along with close rate and pay history. Role-plays and ride-alongs are yours: have your branch managers run them before an offer, the same way at every location, so that part of the standard is yours.
Who employs the reps?
Your company does. Reps are hired directly by the branch or the platform, on your pay plan and your paperwork. Level is not the employer of record.
Do you recruit inside sales or call center staff?
No. Level recruits field salespeople who run appointments in the home, plus their managers and canvassers. CSRs, inside sales reps and phone setters are outside what we do.
How does pricing work across many seats?
You pay a one-time placement fee per hire, only when you hire. We share the fees for your seats on the first call, before any work starts.

Opening a branch or closing a deal?

Tell us the markets and the seats. We'll plan each market with you on the first call and check every candidate the same way.

Get reps Single location? Start here

Only home service sales roles
Close rate, pay history and references checked
You pay only when you hire
Free replacement if they don’t perform in 60 days