Dear Kristy,
I’ve been reading your columns, and it sounds like you work with restoration companies across the country. What are companies doing to attract great field team members?
We do work with restoration companies nationwide, and the ones attracting strong field talent today all share a few habits. They’ve stopped waiting for applications and started treating recruiting like marketing: proactive and human.
First, they market the job like a product. Top companies tell a story about purpose—helping families on their worst days. They use real team photos, simple language, and clear growth opportunities.
Second, they move fast. Good field candidates don’t wait. The best companies text back in minutes, schedule interviews immediately, and move through the interview process efficiently—slow response = lost hire.
Third, they make pay and pathways clear. They publish starting rates, clearly outline overtime expectations, raise structures, and certification timelines. A clear path from Helper to Lead attracts people who want a career.
Fourth, they lean on referrals. Strong hires come from current employees; leading companies pay meaningful referral bonuses and often talk about their program.
Fifth, they build relationships year-round. They stay present in community groups, high school trades programs, veteran networks, and churches. Recruiting is constant, not seasonal.
Sixth, they offer stability and respect. Field employees value good schedules, fair rotations, safe working conditions, and leaders who treat them with dignity—often more than a slightly higher wage.
Finally, they train from scratch. Rather than chasing “unicorns,” great companies hire for attitude and reliability, then teach the technical skills.
Bottom line: The best restoration companies create a place where field employees can earn well, feel valued, and grow. Do that consistently, and recruiting becomes a strength—not a struggle.
Got a recruiting question or challenge? Write in! Let’s tackle it together.
Kristy Sifford
With a background in flooring and restoration, but the heart and mindset of a teacher, Kristy Sifford tackles the difficult job of recruiting with tact, strategy, and determination. With more than a decade of recruiting experience in our industry under her belt, Kristy brings experience from speaking with thousands of candidates and hundreds of company owners. As founder and CEO of Wylander, she understands what it takes to fill even the toughest roles in the toughest markets, find and attract unicorn superstar players, and create a seamless hiring process for companies and candidates alike. Kristy's background in teaching, flooring, and most recently restoration have resulted in proven hiring and recruiting practices trusted by some of our industry's most elite contractors.
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