What do you want to know?

Most of our partners are doing at least $1M in annual revenue with 5 or more reps already in the field. That's the point where the engine really earns its keep, because you have enough leadership bandwidth to close the candidates we feed you and enough field infrastructure to plug them into. Above that line, we scale with you as high as you want to go.

Primarily roofing, solar, windows, pest control, telecom, insurance, and financial services. We have also built programs in landscape, permanent lighting, gas and electric, community solar, and remodeling. The 11 steps stay the same across industries. The messaging, qualification criteria, and rookie ramp adapt to yours.

Yes, and it's some of our favorite work. If you're an established company adding door-to-door as a serious growth channel, we build the entire program with you: the go-to-market strategy, compensation plans, leadership structure, hiring engine, and training. You bring the ambition and the product. We bring the playbook we have already run inside 100+ companies.

Take the strategy call anyway. If you're below the line, we'll be straight with you and tell you which 2 or 3 pieces of the engine to install yourself first. Most companies that come back to us 6 to 12 months later are ready, and we can show you what that path looks like based on what we have seen work.

All 50 states. Our 100+ partners run active door-to-door operations in 43 states today. Our team handles ad spend, candidate sourcing, and the pipeline remotely out of regional accounts. Your leadership runs the in-person interviews and ride-alongs in your local market. Distance isn't the constraint; leadership bandwidth is.

Attract, Engage, Screen, Qualify, Interview, Commit, Onboard, Integrate, Train, Launch, Retain. The first six turn cold market attention into a signed offer. The next three take that hire from paperwork to first day on the floor. The last two carry them through the first 90 days, which is where most rookies either become producers or churn out.

You're up and running in about two and a half weeks, roughly 14 to 17 days from kickoff. Ads go live inside the first week, first interviews a day or two after that, and rookies are through Sales School and knocking doors inside 7 to 10 days of launch. An active tuning phase runs 90 days as we dial in messaging and candidate quality on your numbers.

We own the pipeline: writing ads, managing spend, screening applicants, running the early interviews, teaching Sales School. You own the close and the field: deciding who joins, running ride-alongs, coaching product, and paying commission. Every candidate goes through your brand and joins your team. We stay invisible.

2 to 4 hours a week during the first 90-day install phase, one leader on weekly strategy calls, and the willingness to sit interviews we hand you. Once the engine is running steady, it drops to 30 to 60 minutes a week for feedback and refinement. If your leader can't make that time, the engine will underperform, and we'll say so upfront.

The 11 steps don't change; the inputs do. We calibrate the ad copy, the screening filters, the interview scorecards, and the Sales School examples to your industry and comp plan. A pest control campaign in Texas doesn't run the same messaging as a solar campaign in California, and it shouldn't. Patterns from 100+ partners feed that calibration.

Mostly Indeed. We manage hundreds of thousands of dollars in Indeed ad spend every month across our partners, so we know exactly how to write ads and target for the right kind of person in your market. We also layer in referral, community, and social channels where they make sense for a specific industry or geography.

Multi-layer screening before anyone reaches your calendar. Automated qualifiers weed out the obvious no's. A human screener reviews what's left for drive, coachability, and follow-through. Our team runs the early interview to catch anyone still slipping through. By the time you're on the phone with a candidate, they have already made it past three cuts.

A live, two-day, 15-hour training every hire cohort goes through before hitting your field. Day one is the mental game. Day two is the technical playbook: door approach, objection handling, closing. Taught by Jake Swenson, who has personally knocked over 100,000 doors, and Mike Yandre, who has trained door-to-door reps since 2003. Live and in the room, not video.

The Forge is our in-house training app: Sales School on demand, script practice, a 30-day Ignite program for new reps, and Peak Performance modules for veterans. Every rep who goes through Sales School gets it as part of the partnership. It's also sold on its own for $249, but partners never pay extra.

The opposite. Reps who go in without a framework sound canned, because they lean on the same three lines when they get nervous. Sales School teaches the fundamentals, then trains reps to run them in their own voice, so they sound like themselves under pressure instead of like a script. Confidence is what removes the canned feeling.

Yours. Full stop. Candidates apply to you, get an offer letter from you, and W-2 or 1099 with you based on your own structure. We don't sit between you and your team, and we don't collect anything from them. Once they're hired, they belong to your organization.

First qualified interview cohort inside the first 30 days for most partners. Ads go live in week one, screened candidates start hitting the pipeline a few days after that, and by the end of month one you should have real interview volume. Time from first interview to first hire depends on how quickly your leadership can move on the close.

Somewhere between 60 and 120 days from the day they walk into Sales School, depending on the industry and your sales cycle. Roofing and windows tend to be faster; solar and financial services slower. That's the whole reason the engine keeps running through day 90: getting a rep to a first check is the point where they become an asset instead of an expense.

10,000+ door-to-door sales reps across 100+ partner companies in 43 U.S. states, generating over $220M in partner revenue. Real names and real numbers live on our case studies page, not composite averages.

Best-in-class partners hit 70%+ interview-to-hire rates and roughly double the industry-standard first-week retention on new rookies. Your numbers will be different because retention depends on your comp, your leadership, and your market. We'll walk your actual expected range on the strategy call using our data from partners in your industry.

On the case studies page of this site. Real partner names and real outcomes: a roofing partner that scaled from 4 to 12 campaigns nationally, a windows partner that became the top office in their company inside a season, campaigns hitting 66% to 89% interview-to-hire across telecom, life insurance, and community solar. Not composites, not marketing math.

It depends on your market and how many reps you're hiring, so we'll give you an actual number on the call instead of guessing here. Most partners pay a monthly fee to us plus their own ad budget, and most of that ad budget goes to Indeed, not to us.

There's a 90-day initial term to give the engine time to ramp, and after that it runs month to month. There's also a 30-day money-back guarantee, so if it isn't working in your first month you can get a full refund.

After the initial term, you can pause month to month, and there's no cost to restart. Your ad accounts and applicant history are in your name and stay in place, so when you start back up you're picking up where you left off instead of rebuilding from scratch.

Your ad accounts and applicant data are in your name and stay yours, and anyone you hire is yours. We run the recruiting side — the ads, the ad spend, and the screening — while you own the close and the field. If you stop working with us, you keep your ad accounts, your applicant data, and your team.

No, we don't offer territory or category exclusivity. Every candidate still applies to your brand and joins your team, so your hiring runs on your own name regardless of who else we work with.

You have 30 days. If D2D HIRE isn't the partner you hoped for in your first month, we refund 100% of your retainer. No forms, no clawbacks, no argument. It's a full walk-away, because we're confident that inside 30 days you'll already see the engine working.

A written results commitment built for your business. The specific numbers depend on your industry, your market, and your geography, so we don't publish one blanket promise. On your strategy call, once we have seen your setup, we tell you exactly what we'll commit to for your team. If we don't hit it, we're on the hook.

No pressure and no pitch deck. We'll learn about your business, where recruiting is breaking down, and whether we're even the right fit. Sometimes we'll tell you we're not. If it makes sense, we'll walk you through exactly how the engine would work for your company, with real numbers. Worst case, you leave with a clearer picture of your recruiting than when you got on.