Crew recruiting ads are paid job ads built for one purpose: getting roofers who live within reach of your yard to apply for a specific role. We write the ads, set the targeting, run the budget and report what each dollar produced, measured by people who reach an interview and a first day, not by clicks.
What this service is
Answer first: it is paid reach for your job openings, written for roofers and managed weekly. Most roofing companies post one generic ad on one board and wait. We split the job into roles, write an ad for each, and place them where the people you need actually spend time.
A first-year labourer scrolls social feeds and responds to "no experience needed, we train you on the ground first." A ten-season shingler wants to know about crew size, steep work, travel and how the foreman runs the day. A foreman candidate wants to hear about responsibility and the quality standard you hold. One ad can't speak to all three.
Who it's for
This fits roofing companies that:
- get fewer than five applicants per posting, or only people who live too far away
- run several crews and need to hire more than one role at a time
- want to stop paying for board listings that produce nothing
- are entering a new area and need to build a local crew from scratch
It is not a fit if you need one person by Friday. Paid recruiting works best with two to four weeks of lead time.
What's included
- Role sheets. A short interview with you about each role: start time, typical job types, travel, crew structure, gear and training provided.
- Ad sets. Two or three ad versions per role, plain-language, with the questions roofers care about answered in the first lines.
- Drive-time targeting. We draw the zone around your yard by realistic morning drive time, not just a radius, because a bridge or a highway changes everything.
- Channel mix. Social ads, selected job boards and search, chosen for your area and role.
- Tracking. Every applicant is tagged by source, so we can see which ad and channel produced which hire.
- Weekly adjustments. Paused ads, new angles, and budget moved to what works.
Every ad points to a proper landing page. If you don't have one, we build it as part of hiring pages and job listings.
Timeline
| Week | What happens |
|---|---|
| 1 | Role sheets, ad copy, targeting zones, your approvals |
| 2 | Ads live; first applicants; reply flow tested |
| 3–4 | First read on cost per screened applicant; weak ads cut |
| 5–8 | Budget concentrated on proven ads; new angles tested |
The smart window to start is late winter, before every competitor posts at once. Our hiring season calendar explains the timing by region.
How results are measured
We report five numbers every month, per role and per channel:
- applicants
- applicants who answered the first reply
- applicants who passed your screening questions
- interviews or trial days held
- people still on the crew after two weeks
Cost per applicant is easy to make look good with cheap clicks. Cost per two-week hire is the number that matters, and it is the one we put at the top of the report.
Mistakes to avoid
- One ad for every role. It ends up vague enough to attract nobody in particular.
- Hiding the basics. If start time, travel and type of work aren't in the ad, good roofers skip it.
- Ignoring the reply. Paid applicants who wait a day for a response are often gone. Pair ads with applicant text-back.
- Wage claims you can't back. We don't write pay figures for you. If you choose to show a range, it comes from you, and posting rules are yours to confirm with your province.
- Stopping in June. Mid-season quits happen. A small always-on ad keeps a trickle of applicants coming.
We are a marketing service, not a staffing agency or a contractor. You interview, you hire, and you run the crew. See pricing for plan costs, or get in touch to talk about your next posting.
Frequently asked questions
Which platforms do you use for roofing job ads?
It depends on your area and the role. Most plans combine social ads, one or two job boards and Google search. We cut whatever doesn't produce applicants who reach a working interview.
How much should we spend on the ads themselves?
The ad budget is separate from our fee and is your decision. We usually suggest a small test for two to three weeks, then scale only the channels with a reasonable cost per screened applicant.
Can you target experienced roofers only?
Platforms limit how precisely you can target by job title, and some targeting options are restricted for employment ads. We do most of the filtering through the ad's wording and the screening questions instead.
How soon do applicants start coming in?
Ads can run within about a week of approval. Volume depends on season and location, which is why we test early, before your busy weeks.