Hello. My name's Mike. I'm the owner/operator of LegacyDoorsAndMore.com. Find us on google, facebook, yelp, and more. To find out more, go to Legacydoorsandmore.com/index.php/our-team
Indeeds application screening is terribly basic. If interested, text or email me requesting one of our applications I’ll be happy to email. Basic indeed applicants will be overlooked. You can try the link. The link is in view only form. Print it out, fill it out, email it to LegacyDMMike@gmail.com I believe you can also do digital fill out if you have Adobe.
https://drive.google.com/drive/folders/1y19OSYODr48h0TUedPBWz8_1e_Pr2ihW?usp=drive_link
Please read completely. I work 80+ hour weeks every week. Our last job listing had 2200 applicants in 6 weeks. I really don’t have time for a long phone call most of which is covered in this description. Though I do want to have that conversation once we sift through to get the applicants that are going to be the best fit.
I started my company after searching for 20+ years for a company that would actually compensate me what I was worth. At my peak I brought in over 7 figures of profit, working 60+ hour weeks... And only made $60000. I.e. about 3-7% of the total profit. Is that fair? Even worse many companies paid out only 1/3 of the commissions, and always had some excuse “must not be completed/billed out” though it was done/COD/billed months ago. Lot of “we’ll have to look into it” and it never happens.
My Legacy, is to create a company that is better, and to do that, means I have to be different. Trust me when I say, when I have x10 employees, I won't need 93+% of the profit from each. I also know from experience what a pain it is to hire/replace employees, and how expensive it is. I would rather compensate what I consider more than fair wages (industry would consider absurdly high wages) and gain an employee, and friend for life. Some Perspective. This Salesmen can make up to 39% of the profit (66% if they also did the install) If you are familiar with construction jobs, I’m sure you can understand how lucrative that can be.
As of Nov 2024, we have a crew of 3. The first three do jobs, leads, and sales. Though two of them are minimal experience/mostly laborers. This is where I really need a salesmen. The way I see it, I could drop $150000+ every year into advertising. Or I could keep my ads minimum, support another key crew member who provides better leads than facebook, google, etc. Hopefully pay them $200k-500k a year to get far better leads/jobs than advertising+me having to always spend my time on them would. Note I need an EXPERIENCED salesmen. Ideally one familiar with the construction world. I appreciate someone that “wants to learn” but I can’t help that person at this time. This key role, and high commissions will only be offered to the right person. For those that lie about your experience, proof will be in the pudding. Not only will it be reflected by bad commissions, but if you aren’t experienced I would probably have to let you go soon after. Any experienced salesmen knows it takes a while to fill your pipeline, but if 6 months later you’ve only produced a few jobs, obviously that’s an issue for both of us.
For those that wan’t to join with less experience and or as a laborer, absolutely still apply. We are growing fast and if this keeps up could be adding another crewmen every few months. We do screen all applicants (that fill out OUR application) and put the most appealing into our “next in line” pile.
As of Nov 2024 we are still a small company. We have slowed down and are focusing on organizing our shop, and or box trailer (which is going to be our mobile workshop). It’s a mess right now, but work in progress. We have plenty of plans for expansion, but obviously each or which has to be done step-by-step. As our budget, schedule availability, weather, and other factors fall into place. Make no mistake. You are not joining a big established company offering this keyrole. We are offering this keyrole to a salesmen that will be a more critical pillar to this companies success. In the future when we have likely 10+ staff, the 2nd salesmen will be offered likely half as much commissions as obviously they won’t go through nearly as many/as critical “growing pains” as the early day Lead Salesmen will.
The following is required for this salesmen role
-Reliable transportation as you will use this a lot for estimates. Long term you will get a company vehicle with proper decals/insurance. But again, “young company growing pains”
-Clear drivers license.
-Presentable, good hygiene.
-Someone well organized, has a system for time management, appointments, whom to follow up with, when, and on what. Etc
-A great work-ethic. Sleeping in till 11am, giving clients, coworkers, and your boss attitude. Always late, Calling in sick, leaving early Will Not be tolerated!
-A Professional. Someone friendly, respectful, respectable, not easily offended, doesn’t play the “victim” card.
-Someone who doesn’t quit. Someone that sticks with it even on the hard jobs that’ve gone south. Even through the slow weeks. Someone not discouraged by rejection.
-This is a somewhat “work from home” position. You have to have your own computer, be familiar with excel, word, email. Looking up products, building quotes via lowes, homedepot, other sources building a shopping cart based on what you need/quantities to determine material expenses. Working from home you must stay active. I don’t want someone working from home spending 90% of their time with friends/family/hobbies/sleeping in then complaining they aren’t getting sales. Aside from the work from home is where you drive out to clients to conduct cold calling, estimates, follow ups. Also checking up on crew.
-The lead Salesmen role is a bit more in depth than any other salesmen. While you pass on jobs to the “lead installer” whom is also the “job foremen” you need to coordinate and check with them regularly to make sure they are on the same page of the projects concept, time frames, etc. You can’t just hand them basic notes and expect them to be on the same wave-length. On small basic jobs sure. But the bigger, multi-task projects you need to be more involved with. I would expect a big $30000 deck that is 300 hours of labor, you would likely spend 3-10 hours doing the estimate, back n fourth with the client, hashing out final details. Then another 5+ visiting site, checking with the crew/lead installer, and answering questions they might have.
-Last but not least, someone open to doing it a new way. You will be hired and molded to do things the “Legacy way” Those that argue this, refuse this, or think their way is better will be let go. On this note. Legacy firmly believes in NOT being the “pushy” salesmen. Because of this, yes we close a lot less sales. But the clients we do obtain, appreciate us a lot more. This yields far more repeat/referral work. If you bring in 5,000,000 your first year, but ruin the companies reputation, you helped short term, but ruined us long term.
We do everything home/property. Deck builds and repair, Garage doors, Entry doors, misc handyman such as installing ceiling fans, fixing closet doors, trim/baseboards, patching drywall, paint, metal fabrication including welding, etc. Again, EVERYTHING home/property. The only exception is roofing (too high liability), plumbing, electrical, gas lines (which need specific degrees/licenses). However you will still do small, outside the wall projects like faucets, ceiling fans, lights, etc. For the trades we don’t cover, we have plenty of trusted subs to use, which we get a small “referral bonus” for. Long term we want to have everything in-house.
This is a very lucrative business model, as it’s not 1-off jobs every decade or two. In only 20 months of business, we are 98% repeat/referral work. We barely pay anything in advertising. Many clients have used us several times/ and referred us. Finishing and install and saying “Is there anything else you want me to look at that I could do and bundle while I am already here with my tools all ready?” often leads to more quick little add ons. And or future jobs. It is this business model that makes us successful. With this we need someone that will really take pride in their work, and take care of the client.
Understand part of this pay is what we call “founders pay” which is only offered to those that join the company early on, and are a key role through the early days. Who sticks through the “growing pains” of a young company. Plan on the following schedule.
1st You can immediately start making cold calls. This can be in many different forms
2nd In 2-8 weeks (DOE and learning speed) we hope to see some of your leads convert to sales. To do this we need you to gain some basic experience on how LEGACY conducts a sale, how to use our CRM, what to measure, what to check/inspect, how to layout a bigger job, etc.
3rd. Once you start making sales we will be keeping an eye on you for a while. Triple checking your estimates, make sure you checked everything, etc.
4th. ASAP we will get you certified to fully conduct your own sales. Note we expect to get you certified on 1-3 trades in the beginning. To be able to conduct sales on everything home/property, takes a lot of experience. I’ve been doing this 25+ years, and still see something new every week.
5th. Once we start filling in our laborers schedules, and or to the point we can justify more laborers, if you like you could also get your hands dirty and do some of the installs. While these would pay a higher total commission, the install takes far longer than a quick sale. Think higher profit total, but longer hours i.e. less per hour average. We really need someone that is familiar with and wants to be 100% sales. But also need someone who is a team player and will get their hands dirty on occasion when we are swamped/behind.
Benefits once certified include
-company cell phone (can use for personal use)
-company Ipad
-Uniform
-Hat
-Business cards, yard signs, door hangers, etc
Long term we will get benefits. But being that you will get on very lucrative commissions. I hope the pay far outweighs the need for benefits. Industry standard is maybe up to 10%, and or an hourly that if you averaged it based off the profit you bring in, would be 1-10%. 40-60% is unheard of. If you would prefer that and we throw a cheap $500 insurance as a “benefit” instead of this commission, You aren’t hungry enough to be on the Legacy Team.
Even immediately, we do offer commissions for getting job leads, weather it’s a friend, family, neighbor, or maybe you actually did some advertising and cold calling. You will get a commission just for getting the job lead. Another commission if you conduct the sale (which you must be certified on that specific trade before conducting a sale. Can’t have you quoting $10000 for a $40000 project, miss measuring a job, etc. We have a price book on many services to keep this more straight forward, but the bigger more custom projects will require a lot more experience.
As someone with 5+ years of upper management experience before even starting my company, I really don’t believe in just hourly. Because of this we also have bonus programs every month. Bonus’ include; no sick or late days, a bonus for each 5 star review you earn, Selling more than X total, Long term as the crew grows we will have competition bonuses including; most 5 star reviews in a month, most profit earned in a month, most of a promo item/service sold in a month, etc.
I firmly believe in this, because between two workers, if worker “A” is a lazy POS on his phone all day, tons of smoke breaks, always late, calls in sick all the time, and makes $30 an hour. While worker “B” is a rockstar, very high profit, efficient, reliable worker and makes $30 an hour. How is it fair they make the same? With Legacy’s pay structure, worker “A” would make very little, where as worker “B” will make a killing. We actually REWARD good workers... Also worker "A" wouldn't be around for very long…
I am also extremely flexible on schedule. If you are burned out, or just want to take some time off. Great, just give me adequate notice, and either finish out any jobs you are in the middle of/already committed to, or pass them onto the right person. I’m fine letting you have a full week off, so long as it’s not short notice and we already have the schedule filling in for that week. Tell me in two months you want the week off? No problems. Even holidays. Want time off around Christmas? No problem! Obviously holidays are busier, can have higher profit jobs as many are “emergencies” but this is why long term we get you on commission. So that you are incentivized to work through. And or if you don’t want to, you understand the commissions you are leaving on the table. Think $600 2-hour job vs $1200 2-hour job.
At the end of the day, I’m a family man. I’ve been through the struggle working so hard, for people that couldn’t care less and are so happy to replace. I have a motto and it resonates in my Legacy. “Do better always!”
Some feedback I’ve been getting from applicants.
No, I won’t pay a salary for the first few months until your pipeline fills. Understand with sales the first few months are often little-no pay until sales start rolling in.
No I can’t guarantee an hourly average. A big part of it is the company, website, reputation, turn around time, licensing, etc all of which we have set up. Our reputation is 100% 5-star across the board. The rest is up to you. Again the experienced salesmen out there conducting cold calls etc, will do far better than someone sleeping in, only putting in a few hours a day, etc.
Some have come into this company with the “why would I help build this company, when I could make my own”. If you are even remotely considering that, please don’t waste our time. Go start your own company! Goodluck!
Some have come in, with a “I’d be a good fit but I’m not sure what I want to do with my life” then last minute “Thank you for the opportunity but I’m going another route because ABCD excuses.” If you are not set on going after this opportunity, again, PLEASE don’t waste our time.
Again if you are interested. Text/email me your email and request one of our applications. The Indeed application is very basic. Doing this will make you stand out hundreds of times more than the indeed (thousands) of applicants
Job Types: Full-time, Part-time, Apprenticeship, Temp-to-hire
Pay: $20.00 - $500.00 per hour
Expected hours: 30 – 60 per week
Benefits:
- Employee discount
- Flexible schedule
- On-the-job training
- Referral program
- Safety equipment provided
Schedule:
- 10 hour shift
- 8 hour shift
- Year round work
People with a criminal record are encouraged to apply
Experience:
- DIY: 1 year (Preferred)
- Handyman: 1 year (Preferred)
License/Certification:
- Driver's License (Required)
Ability to Commute:
Work Location: In person
