How to Hire and Retain Roofing Crews: Tips for Roofing Franchise Owners

For roofing franchise owners, the ability to hire and retain roofing crews efficiently—especially in a tight 2025 labor market—is essential for scaling operations, reducing turnover, and ensuring consistent service quality. From skill shortages to poaching by competitors, the roofing labor market in 2025 remains tight, making crew management one of the top priorities for success.

Whether you’re scaling your team for growth or replacing a few key workers, hiring is just half the battle. Retention matters just as much, if not more. This guide shares practical roofing crew hiring tips and proven strategies to retain roofing employees, even in a competitive environment.

Why Hiring and Retaining Roofing Crews Matters

Great roofers are in demand. If your hiring process takes too long or lacks clarity, candidates will move on.

Here’s how to tighten it up:

Create clear job descriptions that highlight pay range, daily responsibilities, and advancement opportunities
Pre-screen quickly via phone to gauge interest and qualifications before in-person interviews
Offer same-day or next-day interviews when possible
Simplify your application process—especially for mobile users

Streamline Your Hiring Process for Roofing Crews

Roofing is hard work. If you want skilled, dependable crews, your compensation must reflect the demands of the job.

Offer Competitive Pay to Hire and Retain Roofing Crews

Offer pay that’s slightly above market average for your region
Be upfront about how and when workers are paid (hourly vs per square, weekly vs bi-weekly)
Provide performance bonuses for efficiency, safety, or upsells
Consider per-project pay for subcontractors and clear milestone bonuses for employees

Don’t make crew members guess what they’ll earn—transparency builds trust and keeps people on your team.

Create a Clear Path for Advancement for Your Roofing Crew

Retention starts with showing employees that this isn’t just a job—it’s a career. When you give crew members opportunities to grow, they’re more likely to stay loyal.

Ideas to implement:

Promote from within when possible—lead roofer, foreman, crew chief, project manager
Offer skill-building training (e.g., metal, flat, or specialty roofing certifications)
Set clear benchmarks for raises or title changes
Highlight success stories of long-term employees during onboarding

Workers want to know they’re not just climbing roofs—they’re climbing a ladder.

Make Your Roofing Crew Central to Your Brand Culture

Culture matters. Respect, communication, and consistency go a long way. Treat your crew like an extension of your brand, not just labor to manage.

Practical ways to do this:

Provide branded gear and PPE to instill team pride
Offer daily or weekly crew huddles for feedback and updates
Recognize high-performing team members publicly
Celebrate wins—early job finishes, no callbacks, record months

A well-treated crew not only works harder, they represent your franchise better on the job.

Launch an Employee Referral Program for Roofing Crews

Some of your best future hires are already connected to your current crew.

Launch a simple but effective referral program:

Offer cash bonuses or gift cards when employees refer new hires who stay 60–90 days
Make it easy to refer—text or paper forms work great
Track who refers whom and thank them personally when it pays off

Referrals often bring in more reliable, pre-vetted candidates—and help create a culture of accountability.

Support Roofing Crew Members Beyond the Job Site

Retention goes beyond the jobsite. Franchise owners who take an interest in their workers’ well-being tend to keep them longer.

Consider offering:

Access to financial planning resources or savings plans
Help with transportation (especially for newer workers without a vehicle)
Paid time off, even just a few days per year, to avoid burnout
Flexibility for family obligations or health issues when possible

Even small gestures like free lunches or checking in after a rough job can create long-term loyalty.

Solving your roofing labor challenges isn’t just about hiring fast—it’s about building a crew that wants to stick with you. When you prioritize clarity in hiring, competitive pay, growth opportunities, and a positive culture, you position your franchise as the employer of choice in your market. By implementing these roofing crew hiring tips and focusing on retention from day one, you’ll reduce turnover, improve job quality, and strengthen your business in an industry where strong crews make all the difference.

In a competitive roofing labor market, mastering how to hire and retain roofing crews is your competitive edge. The FS Agency specializes in helping roofers, HVAC companies, plumbers, electricians, landscapers, realtors, interior designers, insulation companies, and painters streamline operations, grow revenue, and build stronger client relationships. Get in touch with us to discover how we can support your companie’s success in 2025 and beyond.