Building the Engine: How Master Roofing & TIMEPROOFUSA Scaled Placements

The Challenge

Master Roofing Solutions / TIMEPROOFUSA was entering a phase of rapid expansion. Their business model depended heavily on building a high-performance sales team and maintaining reliable operations. However, traditional hiring pipelines were failing to supply qualified, pre-screened home improvement candidates.

Traditional staffing agencies did not understand the operational realities of home improvement sales. They continuously sent resumes that looked good on paper, but lacked the raw negotiation skills, field discipline, and grit required. The result was a 45-day vacancy cycle that cost the company tens of thousands of dollars in lost opportunity every single day.

The Strategy

ScaleHouse stepped in to implement the **Scale Engine** methodology. We bypassed traditional CV filtering entirely and moved the focus toward operational vetting.

• Operator-Led Screening: Candidates were vetted by former operators—people who have successfully built and managed multi-million dollar sales divisions themselves.
• High-Impact Sourcing: Targeted sourcing of experienced outside sales representatives, call center agents, and project managers accustomed to short-cycle sales.
• Continuous Pipeline Setup: Built a warm bench of regional talent, allowing Master Roofing to instantly replace underperforming members without starting from scratch.

The Results

By shifting from passive recruiting to an active, operational vetting model, Master Roofing and TIMEPROOFUSA unlocked a new growth tier:

Within the first year, ScaleHouse successfully deployed over 100 revenue-ready placements, including high-performing canvas managers, outside sales estimators, customer support representatives, and senior operations leaders.

The average time-to-hire plummeted from 45 days to just 14 days, while maintaining a remarkable 92% retention rate at the six-month mark. Hiring is no longer a bottleneck; it is their primary engine of scale.