If someone reaches out to us about a role with our company, we will chat with them, even if we aren’t currently looking. They may be someone we can call on when we decide to go to market for an open role.”
Read all of Eric’s contributions to the Monster article here.
A commercial roofing contractor was in hyper growth mode. They had goals to increase their field workforce to expand their service area to additional states and geographical locations. If they were to grow their field workforce, they would also need to increase their administrative, operational and sales headcount to support the additional workload created by increased field work. Additionally, they were challenged in workforce retention and development, experiencing high turnover, and did not have a dedicated Human Resources professional to manage employee relations and compliance issues that come with trying to scale a business.
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