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Your Predictable Recruiting Engine.
Hover any of the 11 steps to see what it does. Scroll to see the RPMs it produces and each step unpacked in full.
What the engine produces, month after month.
Averages across the partner companies running the engine today, per market.
Qualified, pre-screened, ready to evaluate
From committed candidates to producers
Average across active partner companies
Average across partner teams (industry ~30%)
Eleven steps. Run continuously.
One engine, three phases, eleven steps. Each step is its own system, maximizing the quality, quantity, and retention of top talent.
Recruiting doesn’t stop when a rep gets hired, and it doesn’t start during the interview. From the first moment a candidate experiences your brand until the moment they taste victory in the field, you are recruiting them. And after that, you are forever retaining them.
Source
Bring the right people in.
Attract
Hunt in the right forests and fish in the right ponds. Advertisements need to capture the attention and interest of candidates who have the capacity to succeed.
Engage
Today, candidates treat job orgs like they do Tinder, swiping right (or applying) to an average of 12 jobs in under 10 minutes. You are competing against 6 to 10 companies for their attention, and you must stand out.
Screen
Understand the archetype of a door-to-door producer and make sure you are not overinvesting time or bandwidth into people who don’t fit that mold.
Qualify
To be qualified, somebody must understand the nature of the job. That it is knocking on doors and commission-based. They must desire to pursue it after knowing what it is. They must have the communication skills, coachability, and ambition to do well. Only then does it make sense to begin investing significant time and attention into recruiting them.
Commit
Lock the right ones in and get them ready.
Interview
Use a time-tested, results-proven interview framework designed to maximize trust, momentum, and belief. Show up with authority, structure, and standards, and let the right people sell themselves to you.
Commit
Helping the right candidates get to a place of complete buy-in, trust, and commitment. That is the only way to stop them from being recruited by whoever has the next at bat. Do this part well, and you will be their last interview.
Onboard
Make the position real. Provide logins, tools, access, and training so the company and opportunity they’ve been promised materializes right in front of them.
Integrate
Meaningful relationships require trust, and in the beginning you have none. Integration is about speed to trust, helping new hires build trust in leadership, the team, the company, the industry, and in their decision to go all in.
Produce
Turn them into producers and retain them.
Train
Scripts, learning management systems, and resources to prepare them for the world they are stepping into are essential before they step into it. Give them training so they can understand what to train. Give them direction so they can understand how to train. Help them understand their goals so they know why to train.
Launch
If integration is about speed to trust, launching is about speed to belief. Make sure new reps witness or experience success as fast as possible. That experience clarifies their goals, validates their commitment, and supports their decision to give this business everything they’ve got for the next 60 to 90 days.
Retain
Recruiting is never finished. For as long as you work with them, you must challenge them, coach them, help them connect to their purpose, and cast a vision big enough for them to participate in a shared future together.
Your recruiting success is our business.
Every executive at D2D HIRE has spent multiple decades inside direct sales and recruiting. We’ve stood in the door-knocker’s shoes, sat in the leadership chair, and rebuilt the funnel from both sides. That experience is the floor we operate from. From there, we’ve made it our discipline to stay obsessed with innovating and leveling up the practice of recruiting itself.
We don’t sell a one-time install. We partner with companies to build sustainable, scalable recruiting systems, and we earn that partnership every single month. The engine scales as fast as your leadership can support it, and not a step faster.
Recruiting is far more than one thing, so our approach is far more than one thing. Weekly consulting with your leadership team. Constant split-testing on creative, scripts, and frameworks. Fast feedback loops between data and the field. Rigorous focus on the KPIs that actually compound.
We win when your team wins.
- ▸QualityOf the people, and of the systems they step into.
- ▸QuantityRPMs (Reps Per Month) your competitors can’t match.
- ▸RetentionThrough week one. And week one hundred.
- ▸ROIMeasured by what your sales floor produces.
Stop hoping, start scaling.
When your High Impact Recruiting Engine is running, four things shift inside your business. They’re the reason partners stay engaged with us year over year.
Your leaders get their week back.
Your best managers, trainers, and closers should be selling, training in the field, and leading from the front. Freeing them from no-shows, unqualified interviews, and hiring mistakes lets them do exactly that. They get the bandwidth back to build the culture your organization needs.
Hiring becomes predictable, not a fire drill.
RPMs (Reps Per Month) become a forecastable number rather than a coin flip. You can start planning market expansions, testing rookie comp adjustments, and leveraging your recruiting ROI, because the engine produces predictably.
You invest into the Right Rookies.
When new reps show up bought-in, committed, and ready to fight for success, you find out fast who deserves your time and attention. Investing into the right people faster and more frequently multiplies the value of every minute you spend with them.
You can focus on retention again.
Recruiting isn’t over when somebody joins the team. After their first sale, after their first month, it’s even more important to stay connected to what drives them, support their learning journey, challenge them to step into their greatness, and be a leader who actually cares.
The questions door-to-door leaders ask about the engine.
What are the 11 steps of the recruiting engine and what do they do?
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.
How long does it take to install the recruiting engine?
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.
What do we own vs. what does D2D HIRE own?
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.
What does our leadership team have to commit weekly?
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.
How does the engine adapt to our industry?
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.
Let’s find out if we can scale together.
Partnerships have to fit both sides. The strategy call is where we find out how well our High Impact Recruiting Engine fits your business. We dig into your recruiting, walk you through our system, complete a customized ROI worksheet, answer your questions, and break down the criteria we look for in growth partners.