Trade Sales, Dispatch & Customer Service Recruiters

How the search runs

The customer-facing side of the trades

This family covers the people who sell the work, book it and keep customers informed. Comfort advisors and in-home sales consultants visit homes. Roofing and solar sales representatives sell large exterior projects. Commercial service sales representatives sell maintenance agreements. Dispatchers and dispatch managers run the schedule. Customer service representatives book calls, and restoration estimators scope losses. These roles decide whether a skilled crew has work and whether customers return. We recruit working people and brief employers in writing.

Sales and dispatch roles carry real pressure. Sellers live on commission and judgment, dispatchers live on a changing board and customer service teams live on phone volume. Employers who respect that pressure with fair plans, clear authority and good tools keep their people. We help clients describe these elements honestly so the right person says yes.

Titles we fill

We fill Comfort Advisor, In-Home Sales Consultant, Roofing Sales Representative, Solar Sales Consultant, Commercial Service Sales Representative, Field Service Dispatcher, Customer Service Representative and Inside Sales, Restoration Estimator and Dispatch Manager. Comfort Advisor, Roofing Sales, Commercial Service Sales and Dispatcher have dedicated role pages with alternate titles and screening detail. The other titles are covered within this family and can be requested by name.

Licensing and certification distinctions

Sales roles are subject to different rules in different places. Some states require contractor or salesperson registration for home improvement sellers, and storm restoration sellers must stay within limits on acting as adjusters. Solar sales may fall under specific consumer rules. Technical credentials, such as NATE for heating and cooling or estimating certifications for restoration, add credibility but are not universal requirements. Dispatch roles seldom need licenses. We treat each as something to confirm for the job location.

Client settings

Employers include residential service companies, replacement contractors, roofing and exterior firms, solar installers, commercial service contractors, restoration companies and large call centers. A comfort advisor works company leads in homes. A commercial rep works long cycles with building managers. A dispatcher works under daily pressure from a shared board. We ask clients about lead source, territory, software and pay plan first, because candidates in these roles compare plans closely.

Software matters in every one of these jobs, from the proposal tool to the dispatch board and the phone system. Candidates ask which tools the employer uses and how new hires are trained.

How we qualify people

We ask for real numbers in the person's own words, such as closing rates and average sale, and we never inflate them. We ask for a recent sale or recovery, a recent loss and what it taught them. For dispatch we ask about team size, call volume and conflict handling. For estimators we ask about scope accuracy and supplements. Employer-run background, drug and driving checks apply to candidates who consent, particularly where staff enter homes, and we do not run them.

We also ask how they handle stress, long phone days, difficult customers and evenings in homes, since honest limits protect everyone and improve retention.

Permanent hire by default

Direct hires go straight to your payroll upon start. Candidates expect clarity on compensation from the first conversation. Commission agreements require full disclosure of drawing schedules, potential chargebacks, and policies regarding service cancellations. Being transparent about these financial details ensures you attract motivated professionals who value stability and honesty in their sales environment before they ever sit down for an initial interview.

We also advise clients to share the compensation plan in writing early, since candidates in these roles often decline an interview when pay is unclear.

Sources and talent pools

The main pools are working sellers, dispatchers and coordinators at comparable companies. Technicians who want to move into sales or dispatch bring strong credibility. Sellers from adjacent industries bring skill and need technical learning. Logistics dispatchers can cross over to field service. We describe pools by type only and never name employers, and we approach working people directly because strong performers seldom read postings.

Career paths and where to go next

A comfort advisor can become a lead advisor, sales manager or general manager. A commercial rep can become a senior account manager or service director. A dispatcher can become a dispatch manager or operations manager. A restoration estimator can become a project manager. Browse the title lists, industries and related role pages below, then send us the open role when you are ready.

Employers who describe their lead flow, pay plan, software and coaching honestly attract stronger candidates and keep them longer, and we help write that description so it is specific and fair, with no promise we cannot back.

What happens next

1. You send the trade, scope and location. Two short steps.
2. Ivan or a senior team member will reach out soon.
3. We search, qualify people live, and send a written brief on each person we present.

Details on our process and recruiting fees.

What happens in The Six-Step Search?

Every Skilled Trades Headhunters client search follows the same six named steps. Here is what happens at each one and what you get from it.

1. 1

   Intake and calibration

   We agree on the work, location, pay, schedule and credentials before contacting anyone.

   What you get: You get a clear role profile with the deal breakers named up front.

2. 2

   Targeted market research

   We map the trade backgrounds and local or traveling talent that fit. We use relevant employer types, referrals and public license lookups where available.

   What you get: You get a search aimed at the actual work, not a job title alone.

3. 3

   Personal outreach

   We contact working tradespeople individually about the opening and what would make a move worthwhile.

   What you get: You reach people who are not replying to your job advertisement.

4. 4

   Live qualification

   Each person is talked through the scope, equipment and schedule in a live conversation. Applicable licenses are checked with the issuing authority.

   What you get: You only hear about people who understand the job and want it.

5. 5

   Written shortlist insight

   We present a short list with a written brief on each person: what they do now, what they want and what to probe.

   What you get: You interview a few people instead of reading a stack.

6. 6

   Interview and offer support

   We help you prepare interviews, discuss the offer and address counteroffers. We stay in touch through the agreed start.

   What you get: You have support for the hiring decision. The signed agreement sets the replacement terms.

Send Us Your Open Role

What we do not do

• No hourly billing and no workers on our payroll.
• No retainer unless agreed in writing.
• No reposting your opening on job boards.
• Not a same-day labor hall.
• No drug, MVR or background checks; your company runs any the role requires.

Details on how our fee works.