Frequently Asked Questions
The best person for you to interact with is your Premier Representative as they are most familiar with your roofing project. This is the person who inspected your roof and who you worked with when signing your agreement with Premier.
ABOUT PREMIER ROOFING
We’re a national storm restoration company. When severe weather hits a community — damaged roofs, siding, gutters — we’re the team that helps homeowners understand their options and get their homes restored. It’s essential work with consistent demand, and we’ve been doing it since 2005 across locations nationwide.
Sales is where most of our growth happens, but we run a full operation. We hire for field sales, branch operations, project coordination, production, customer support, and corporate roles. There are real opportunities across the board — not just one career track.
COMPENSATION
Depends on the role. Our sales positions are performance-based: the more you produce, the more you earn, with no ceiling on what’s possible. Operations and support roles are salaried W-2 positions. Either way, we’re upfront about compensation before you’re ever asked to make a decision.
During the training period, sales reps receive weekly pay to help cover the ramp-up. After that, it’s performance-based and always uncapped. We can walk you through realistic earnings at different stages of the role, based on what people are actually making, not a best-case scenario. Ask your recruiter for specifics.
Sales roles at Premier are structured as independent contractor positions, which means you’re running your own book of business with Premier’s platform and support behind you. Taxes aren’t withheld automatically — that’s something you manage, and we make sure you understand it before you start. It’s not complicated, but it is different from a traditional W-2 job, with many advantages, and we’d rather you learn about that upfront.
The contractor model fits the nature of the work. Sales reps have real autonomy over how they build their business — that kind of independence doesn’t fit neatly inside a traditional employment structure. It also means there’s no cap on what you can earn. For the right person, that’s the whole point.Your Content Goes Here
TRAINING & DEVELOPMENT
Nope. No roofing background required for any role. For sales, we’ve brought people in from all kinds of backgrounds — retail, military, athletics, trades, service industry — and developed them into strong producers. Coachability matters a lot more than your resume. For operations and support roles, relevant experience in your function is a plus, but we hire for potential too.
For sales, it’s hands-on and sequenced — you’ll learn the industry, the product, and the process before you’re out working independently. There’s also ongoing development built in after the initial period. This isn’t a one-week onboarding and figure-it-out situation. For other roles, training is tailored to the function and the tools you’ll be working with day-to-day.
People who are actively doing the work — experienced producers and branch leaders and dedicated sales trainers who know what works in the field. You’re not learning from a manual in isolation.
THE WORK ITSELF
You’re out in the field, connecting with homeowners in areas affected by storm damage, educating them on their options, and helping them through the restoration process. It’s active, face-to-face work. Evenings and weekends come with the territory because that’s when homeowners are home — it’s part of the gig and worth knowing upfront.
Field prospecting is a real part of the sales role, especially when you’re getting started. If that’s a hard no for you, this probably isn’t the right fit. That said, reps who stick with it build relationships and referrals over time that change how their business looks.
It’s a mix of both. Those positions are generally office-based or hybrid. Your recruiter will walk you through the specifics for the role you’re looking at.
You’ll need a reliable vehicle and a valid driver’s license for field roles. We’re straightforward about what getting started looks like — no hidden costs, no mandatory purchases.
CULTURE & FIT
People who take ownership, respond well to feedback, and don’t need someone pushing them to show up. In sales, competitive personalities tend to thrive — former athletes, people who are wired to measure themselves by results. In operations and support, it’s people who care about doing things right and want to be part of something that’s growing. Across the board — persistence, heart, innovation, and teamwork aren’t just wall art here. They’re how we actually operate.
Genuinely both, depending on what you want. Some people come in, build meaningful income, and move on. Others build careers here — moving from rep to manager to regional leader over several years. We’ve got dozens who have been here since we first opened the doors! The path exists for people who want it. We promote from within, and that’s not a talking point — it’s how our leadership team is built.
THE HIRING PROCESS
Pretty fast. Most candidates go from application to offer in under a week. There’s a phone screen, a deeper conversation about the role, and then an offer if it’s a mutual fit. We don’t drag it out.
A valid driver’s license is required for field roles. Background checks are part of our standard process. Requirements vary by role and will be clearly outlined before any offer is extended.
Join our talent network. Premier is expanding — new roles open regularly across sales, operations, and support. When something matches your background and market, we’ll reach out directly.
