Hiring the Right Leaders: Executive Recruitment in Home Improvement

In this episode of Digital Marketing for Contractors, Janet and Caitlyn sit down with Ryanne Millis, Director of the Home Improvement Division at Brix Recruiting Partners. Ryanne shares expert insights into the recruiting challenges and opportunities facing growing home improvement companies today. From sales managers to production leaders, Brix specializes in finding top-tier talent for management and executive roles—especially when you’ve outgrown job boards and need real results.

This conversation covers:

• Why job boards won’t fill your leadership roles
• How relocation plays into recruiting for home improvement companies
• Common gaps in leadership teams (hint: tech and AI readiness)
• The importance of treating hiring like lead generation
• Real success stories of recruiting done right

Whether you’re a $3M contractor scaling fast or a $30M enterprise expanding into new markets, this episode is packed with valuable takeaways on how to grow smarter—with the right people in the right roles.

Want to find out how we can create a custom digital marketing game plan for your contractor business? Schedule a call with us at fatcatstrategies.com.

Transcript

Don: 0:00

Welcome to Digital Marketing for Contractors, a podcast for home improvement contractors to help you crush your lead goals and take your business to the next level. Join us each episode as we give you powerful insights and practical tips on the best digital marketing strategies to help you grow your home improvement business. Let's get started.

Janet: 0:31

Welcome to Digital Marketing for Contractors. This podcast is brought to you by Fat Cat Strategies. We are a full service marketing agency based in Raleigh, North Carolina, and we specialize in helping home improvement businesses just like yours grow their business. My name is Janet. I am the founder and managing partner. And today I've got Caitlin Noble with me, co-owner of the business, head of client services, and a super special guest that I'm going to let Caitlin introduce. We're super excited about today's guest. Caitlin, tell everybody who you are and then tell everybody who our guest

Caitlyn: 1:02

is. Yes. Like Janet said, I'm Caitlyn. I am the head of client services here at Fat Cat. And I have been recently introduced to Ryanne Millis of Bricks Recruiting Partners. Ryan, we are so excited to have you on. Ryan, tell us a little bit about yourself.

Ryanne: 1:16

Yeah, I know. Thank you so much for having me. And I'm super excited. I am the director of the home improvement division here at Bricks Recruiting. And I'm also our East Coast territory manager. So we actually have a couple of different divisions, our home improvement being our largest, and that's the team that I oversee.

Caitlyn: 1:35

And that is why you're absolutely on this podcast. Yes, those

Janet: 1:38

are our only listeners. Tell us what BRICS does. Yeah.

Ryanne: 1:43

Yeah, so we recruit specifically for the construction industry. And as I mentioned, we do have a couple of different verticals that have different specializations. So home improvement being our largest, we also have building materials and a roofing that does residential and commercial mix. And we recruit at the management and executive level. So that's our specialty. I would say that we do some of the individual contributor roles as well. more on the building materials side with our territory sales reps and B2B reps. But really our specialty is going to be nationwide recruiting for the home improvement industry at that management and executive level. So not the day laborers. No, not sales reps or installers. I know that is a huge need to get asked that all the time. And so we do work with clients to give advice on those types of roles because obviously like this is who we're talking to business owners and people hire for these all day every day so we're getting a lot of good advice and we know what works for them so we're always happy to share different tactics but it's not our specialty roles that we recruit for

Caitlyn: 2:54

that's so um niche which i love and i think um that's something that probably makes you guys stand out from other recruiting firms correct

Ryanne: 3:05

Yeah, there are not a lot of firms that specialize in the home improvement industry, and especially at the level that we do it at. So I mean, I on my team have nine other recruiters that are dedicated just towards home improvement. And we do sponsor a lot of different industry events. And usually we're the only exclusive recruiter at these events as well. And so, yeah, there's just not a lot of people that have such a niche within this industry, which has really helped us because we get to know the KPIs. We know what success looks like in this role. And so, yeah, it's really a unique industry, but we love it.

Caitlyn: 3:45

That's awesome. I mean, going a little off script, we are managing our clients' websites and ads, et cetera. And most of our clients do hire constantly. They want careers listed on their websites and we are managing those career pages. So I think it's pretty important to know that there are companies like Bricks out there. Yes, you've got to have it listed on your website, but I mean- But to have an actual skilled recruiting partner to help fill those- critical leadership roles. Do you guys point people back to a website or are you going straight? Like, I'm going to jump into it. Yeah. Do they go straight to your point of contact? How does it work?

Ryanne: 4:30

Yeah, so a client will reach out with a need, let's say a sales director, and they're typically coming to us when they have used traditional job boards and are just not getting the quality applicants or even the quantity of applicants that they're looking for. And usually the good talent for leadership isn't on the job boards anyway. They are at a competitor, doing well, not looking. And so it would take somebody like us to proactively reach out, tap them on the shoulder and say, hey, I have this great opportunity. And whether you're missing growth opportunity, better compensation, benefits, better work-life balance, this client may be able to offer you that. And you don't even know it's out there because you're not really looking. And it would take somebody to bring that to your attention to gain your interest. And so what we do is very much like what you could call your old school headhunting, where an outbound sales organization. We're using our network that we built over the 13 years of doing this. We're sending out messages, calling people, getting them on the phones, tapping into their networks, screening them. It's a very time consuming process, but we're able to speed that up due to this is all we do and have done for 13 years. So we have that quick access to that. And you've

Janet: 5:47

got that industry expertise. So for a software company on Monday, and a law firm on Tuesday, it's all in the construction home improvement. You know what you're looking for. 100%,

Ryanne: 6:01

yeah.

Janet: 6:02

So I have a follow-up question. You said you do a nationwide search. I mean, this may be a dumb question, but this is why you're on the podcast. So our listeners can kind of benefit from this conversation and understand when they get to the point where they might want to hire a recruiting company like let's get into the meat and potatoes of how it works. So if your search is nationwide and you've got a client in Connecticut and you find somebody that is a candidate in Arizona, how often are you talking about a relocation package? Because in our experience with our clients, very few of their key leadership staff are, work remotely. They're usually there on the ground. So that's a good question. Yeah. Relocation.

Ryanne: 6:55

Great question. I would say about 40% of our placements are relocations. So we always start locally within that market to just, it's easier, you know, you don't have so many factors to worry about. And there's a lot, I mean, that goes in with timing and and the relocation piece of it. So if we can look locally and find that talent locally, that's definitely where we start, but we do a lot of relocations and sometimes searches, people will say for this, I specifically, don't think there's somebody in my market that does this at the level that I do it at. And I like to look outside this market. And so we can then tap into that. And we do see most people offering some sort of relocation package for this. And it doesn't have to be anything crazy. I would say on average, my clients are offering anywhere between five to 10,000. So basically like a sign on bonus, just to help cover some of those moving costs. So they can put it towards whatever they would like to. And then they might help them to cover some of the initial expense. If they do have to relocate maybe by themselves for a month while they're finding a home and they put them in a temporary apartment or hotel while they're looking for a permanent home, they'll help cover some of those costs as well. But yes, we usually see some sort of relocation package. It doesn't have to be anything crazy though.

Janet: 8:16

In the home improvement space, what's the most common job title? Is it on the sales side or like a really skilled production manager that's going to oversee multiple project managers and multiple crews? Is it on the operations side?

Ryanne: 8:33

Yeah. Yeah. I would say the most common is probably your sales or production manager. Those are the searches we see most often because when you think inside a home improvement organization, the biggest verticals are sales, production, and marketing. And the marketing side of things, usually it is just one that can handle the lead generation for a larger footprint and maybe have a couple people under them to help in specific areas. Or an agency. Yes, exactly. And For sales, though, usually a manager can only oversee about 10 before it starts to get too much for them, 10 sales reps. And then they need to start looking at adding assistants or other managers. And for the production staff, they also have crews and they can only handle so much crew. So I would say that the sales management is probably the number one and then production is pretty close after that.

Janet: 9:29

That's great. A lot of our clients, especially when we're riding with them on that exponential growth, we tend to start working with clients when they're really starting to get success, but they're scaling, but they haven't really blown up yet. And then we usually ride on that journey with them and aid in the lead generation. And what we've seen is initially, usually if it's an owner-operated company, the owner is the And in the first year or so is the salesperson and then becomes the sales manager over, you know, I'll get on a call with them and they're like, yeah, my goal is to add two more reps this year. When you are talking to companies and trying to figure out if it's a good fit, are you usually talking to an owner that realizes I can't do this anymore and I need to hire a manager? Or do you get them after they think I can recruit people? this myself too and train that person do you get them after they've struggled to fill the position or do you get them when they first realize i need to fill this position a

Ryanne: 10:39

little bit of both some are they realize i don't even know where to begin and i'm going to start just by doing my research and they come across a recruiting agency or maybe they get referred to us we do have a good chunk of our clients who are in that exact same spot actually. And they are to the point where my organization is large enough where I need to get something off my plate because it's stunting my growth. And we're a really good solution for that because usually they want somebody that they don't want or don't have to do a ton of training with just because they want someone who ideally like... The whole goal is I want to get this off my plate. I don't want to have to take the time to train somebody to do this. If I can have a plug and play, someone who's been there, done that, and right away can step in and make an impact so I can have a focus on other areas of my business, obviously that's just going to really help with the growth piece and getting that off the ground.

Janet: 11:36

Yeah, and recruiting, hiring, and screening is no joke. We hate that. Oh, gosh.

Caitlyn: 11:43

We have... Love our employees. We love our employees. But to find the right employee and to go

Janet: 11:49

through that process. And I mean, we're realizing that we're, we struggle with it. So

Ryanne: 11:55

yeah. Yeah. Yeah. Even us too, you know, it's recruiting recruiters for our own team. It's definitely a time consuming process, which, and mishires are even more time consuming and costly. So especially for your leadership positions, it's very important to get the right person in the right seat.

Caitlyn: 12:13

Amen. Have you noticed the candidate pool changing over the years? I mean, tell me a little bit about that.

Ryanne: 12:22

Yeah, for sure. There's been a few things over the last couple of years that have made the pool change quite a bit. Obviously, COVID. We saw COVID. We had the COVID boom. The industry really benefited from that. We saw that. it did kind of hurt in a way too, because I think a lot of people hid behind the COVID wave and there's a lot of just natural success from that, that people kind of got away with some things. And so after that wave came back down, we saw people struggling and they then needed to look, okay, well maybe my management team isn't as strong as I thought it was because we were just riding this wave. So we had changes there. And then also just the economy right now in the last couple of years post the covid wave that that we saw and as well as just what we're in right now with um tariffs and policies and consumer competence we're also seeing it's a very competitive market out there right now for a good talent as well so those have both caused shifts and the last thing is probably private equity which you've heard of with our industry in the last couple of years. Have you been living my life?

Caitlyn: 13:42

I know. We've

Janet: 13:46

been in the COVID wave. We were there when part of it started to crash. And then we've been around and seen, I mean, honestly, it's been a success story for our clients. But just in the last 18 months, we've had a, you know, we've had a, we've, we've watched some of our favorite clients. like graduate onto the next level and private equity. And in some cases when we've been able to maintain that relationship and in other cases, like it just doesn't make sense because now they're part of this bigger network and then we become like a redundant resource that they've got that need filled somewhere else. But yeah, private equity has been a huge, you know, Pressure creator.

Ryanne: 14:30

Yeah. And it's been, you know, great in some senses. And then other times candidates have lost jobs due to that. And then there are good candidates that maybe it's just, you know, they don't have the space for them. So that's definitely changed the candidate pool quite a bit. And we've seen a lot of movement.

Janet: 14:48

So you said that the candidate pool was more competitive. Talk to me about what you mean by the word competitive in this climate right now.

Ryanne: 14:57

yeah so i think just with the the economy right now and the current climate it's more competitive for the candidates um which is probably good for the employer there are people that are out there that are are looking and this could be due to like i mentioned the private equity piece that there's still good people out there that maybe um just unfortunately had the private equity come in and there's no more space for them. There are companies that due to the economy have maybe had to downsize and it wasn't due to the individual. So there are some good candidates out there, but because of that, it's more competitive for the candidates.

Janet: 15:43

Whereas a few years ago, the employers were the ones competing for talent. That makes a lot of sense. Yeah.

Ryanne: 15:52

Yeah, and we'll probably see that shift here, I think, in 2026. It's starting to stabilize and get back to normalcy a bit. But definitely in the last couple of years, it's been very competitive for candidates with all the shifts that have happened. I

Caitlyn: 16:09

totally agree. Tell me a little bit about, I mean, obviously, we're here promoting you and your services online. go get a recruiting partner, use bricks. But what about the mistakes companies are making when they hire on their own? So what have you seen?

Ryanne: 16:29

Yeah, I think one of the most common mistakes is companies are not treating the recruiting and hiring process like they would a lead. And what I mean by that is when you get a lead, obviously, you're wanting to quickly respond to that lead, qualify that lead, set the appointment. It's all about the time- Yes. Yes. Speed to lead. And it really should be the same for recruiting as well. We should follow a similar process. And these leads are just as important. I mean, having the right people in the right seats and especially when it's very competitive out there. Very, very important to make sure that you have somebody that's one dedicated to responding to that. How quickly are they responding to that? What does that response look like? What can we get in front of them in a timely manner? And how can we get them in the process as quickly as possible? So having some metrics and statistics behind your recruitment process is super important so that you can actually measure the success of that and see where maybe there are any gaps or pitfalls within your recruiting and hiring process.

Caitlyn: 17:44

That answers another one of my questions, which was, you know, We talked about the mistakes that they're making without having a recruiting firm help them. But then what other, I mean, so maybe you guys are in place, maybe you aren't. What should a company have when they do start the recruiting process?

Ryanne: 18:03

Yes. Yeah. They should definitely have somebody dedicated to managing that process. And that doesn't have to be an internal recruiter. It could be an office employee. I mean, anybody really, it's just making sure that somebody's held accountable to that and that you have somebody that is responding. They know how to respond and how quickly to respond and they can be held accountable to that process. And I would say as well as a standard process when it comes to interviewing Yes. oh, well, I didn't ask this candidate about that. And it's hard to compare if there's no standard to compare them against. And also it's hard when, okay, well, let's say somebody is out of office. Like can someone else step in if you need to, because you need to get that process moving and be able to conduct that interview? Or is it really reliant on one person within your organization? So the more you can standardize it and keep it consistent, the easier it will be to be able to compare candidates and make sure that you're making the right decision in the end.

Janet: 19:26

So on that note, do you recommend, like, obviously, you know, the whole purpose of this is to highlight bricks and encourage people that if, you know, if your company's of a certain size, you know, just work with a recruiter and take that task off your plate. But for our listeners, if you're going to do it in-house, you know, you're the expert here. Yeah. you know, you talked about the challenges and we've actually done this. We've made this mistake. We've had candidates apply to us. Like I will interview one person. Caitlin will interview somebody else. I mean, it's been a few years since we've done this, this particular mistake where I ask one set of questions. Caitlin asks a different set of questions. A third person asks a different, and then we get together to compare. And we did exactly what you said. Like, oh, well, I didn't think to ask that. So with that mistake in mind, Do you recommend that a company only have one person do all the interviews? Or is there benefit in having two different perspectives listen to the same answer? And in that instance, are you then... dedicating two people to do all of the interviews I mean I know I'm kind of getting in the weeds but no no that's a great of it you know I

Ryanne: 20:42

do think it's important for multiple people to speak to the individual in the process the important thing though is to document and all be on the same page as to what questions are being asked so that even if you didn't do the first round you are then taking down those answers Caitlin knows exactly what is being asked she's ready Right. But yes, I do think that multiple people should be involved, just knowing, though, that we're documenting it and sharing that with anybody who's involved in the hiring process. There's

Janet: 21:34

some sort of standard framework if multiple people, like we asked this question in the beginning. So on that note, I've obviously thought about this a lot. I mean, there's a mistake to be made. I feel like we've made it. Hi. It's us. Hello. I'm the problem. But from, so bricks as a, you know, all you guys do is recruit and do placement. You know, we've talked a lot about how to conduct the interviews and how to have standard questions. Once you get somebody past that first screening, are you doing any kind of testing?

Ryanne: 22:10

So we don't, because each client of ours is different in the tests that they want, but there are a good chunk of our clients who will test them and we help facilitate that. So Bricks as a company, we internally do. So in our process for recruiters, we'll after the-

Janet: 22:27

Recruiters.

Ryanne: 22:28

Yes, when we recruit our recruiters. After the second interview, we have them take a disc assessment. And that's something that we then use as a tool to set up the third interview and maybe ask specific questions around things that we saw in that assessment. Our clients will often use the disc We have some clients, though, that prefer the CI, the PI. There's all these different assessments. And so we don't have it as part of our process, but we will facilitate it if it is part of our client's process whenever they would like, just because every client's a bit different on when they want that done and what tests they want done as well.

Janet: 23:07

When you're... She has a question, but I'm going to sneak in with one more. Then I'm going to stop. No, you're good. Okay. So if you're recruiting for, let's say you've got this booming home improvement company that they're expanding like crazy. Maybe they're moving into multiple locations, multiple states. And now you've got this nationwide search and you are kind of tapping people on a shoulder who already have a job. They're in a similar company, but a few states away. Do you find that you get a lot of resistance from those folks when you get to like the testing portion? Because they've already got a job and now you're asking them to go through a bunch of hoops for a job that they didn't even apply for. Yeah.

Ryanne: 23:51

Usually we do recommend that the assessments come a bit later in the process because of that. So we sit down with the client and understand why, What makes you unique? What makes you different? Why would somebody want to make a move to this opportunity? And that's what we really highlight, obviously, in our outreach to them to get them hooked and in the process. And if it is a good opportunity, truly, and it offers something that they're missing, usually there's no hesitancy then in moving forward. After they've actually met with the client, they've seen the possibility, they're excited about it. Usually these assessments don't take much time and they're more than happy to to do them because our clients too are lenient. Of course, I know you're employed and so you have to do it after hours and we're okay to work with your timeline and the assessments that they give are not super time consuming. So by that time when they've had maybe one or two interviews already and now they're excited and they're bought in, they're more motivated to do it. Yeah.

Caitlyn: 24:56

What about shifting gears? Hiring, do you help with like, if there's somebody already at that company and shifting somebody from one position to another position, like that they might better be suited for? Yeah,

Ryanne: 25:10

there's a couple of ways we could do that too. Sometimes the company's okay. Like they've told that employee, Hey, we're going to be shifting you. We're going to backfill your position. And then sometimes it needs to be a confidential search, which we do a lot of confidential searches. Let's say they do want to move this person or potentially even replace this person because they're not

Caitlyn: 25:32

working

Ryanne: 25:32

out. And they can't really post for that. It's a very sensitive thing where they don't want that person finding out. That's where we're a really good solution because-

Janet: 25:47

make whatever

Caitlyn: 25:48

this decision is.

Janet: 25:49

Yes.

Caitlyn: 25:50

Yep. That's great. What about common gaps that you see in leadership teams? I mean, you're connecting with them all the time. They may or may not have a role identified when they start to work with you. Where are some gaps?

Ryanne: 26:06

Yeah, that's a great question. It really depends Depends on the company. We do work with a very wide range. So all the way from your smaller, like they don't have leadership quite yet and we're just building a leadership team up to the more regional national players who are large. And so that really does depend. I will say that a gap that I've seen throughout leadership in the last couple of years has been the technology and AI piece, that's been a huge factor as I'm sure you guys have seen in marketing with CRMs, estimating tools, design software, marketing lead gen platforms. There's a lot of new technology and it's, whether it's sales, whether it's marketing, production, I'm seeing that that is an area that is new and it might be unfamiliar to some and some are maybe having troubles adjusting or implementing that change throughout an organization. But there's a lot of really cool tools out there that- Yeah, and they

Janet: 27:10

all need to talk to each other. The tools do. Yeah, we end up in those conversations all the time. What we've seen home improvement companies do And really, I think every industry does it. I've done this too. You know, you get excited about something that you see at a trade show or you get excited about the new shiny technology thing that's just come along and you go ahead and you either sign up for a demo or you maybe you pay for the first six months.

Speaker 04: 27:42

And

Janet: 27:42

what we've seen is we've seen owners do that, but not really have a plan in for how it's gonna integrate with their CRM or how do you make sure that you insert this piece and your field sales reps know about it or know how to use it? If you're gonna install something on an iPad, do they know how to use it? Are they all using it the same way? If you have updates to the presentation that you wanna push out, are you centrally managing that? So on that IT piece, How common is it that you're recruiting for that? I think you're spot on that you're identifying a gap. You help owners see that they have this gap or do they come to you and say, I need a computer person?

Ryanne: 28:32

Typically, they have identified that previous to coming to us, but we do help them sometimes find that in our questionnaire process. when we sit down with them and we want to understand the business as a whole and what challenges are you facing what needs do you have and maybe we help uncover that that that is an issue um a lot of the times though they will come to us and we'll say yes, I see this as a problem. I want to implement this. It's not being implemented. Change is difficult to implement. And especially if that person that's supposed to be implementing it is not fully on board with it, it's pretty clear when that gap is there and they come to us with, okay, this is something that for sure I need you to screen for in any future candidates, what their experience is with technology and implementing new technology. That's great.

Caitlyn: 29:26

Um, A couple more questions, just out of curiosity. You got to brag on yourself. Tell me like a success story, most rewarding placement story.

Ryanne: 29:36

yeah so i would say one of my largest regional clients i began working with them probably three years ago and since then they have blown up so they've been super exciting to watch but when we initially started with them three years ago the role that they were looking at was a cmo a chief marketing officer that was like one of the first big marketing people that they would have had in that role for the company and would make a huge difference for them in getting them to the growth plan that they wanted to be at. And so we helped to find that CMO and place them there and super happy with it. They were there for maybe five months and then reached out that CMO that we placed saying, hey, I wanna use you guys now to help me find a call center director. We've been crushing it, we love it here, and I want you to help me find somebody on my team now. And so then we went out, did the same exact thing, was able to find a call center director place them there and put them in place. And then before you know it, a couple months later, that individual reached out and said, I need a call center manager. So it was kind of a fun thing where, you know, you got to see all the way down the line as they grew. they reached back out to us because of that positive experience that they had, actually using us to place them there. And because of the success that they saw, they needed to find some more support and wanted us to do that for them. So it was definitely a really fun couple of years to help put some very important people in place and watch them grow.

Janet: 31:21

I love that. That is an amazing story because it kind of shows the power of the right skill set and the right temperament and the right job and i mean we're obviously marketers so we we love that you threw us a marketing story right it just goes to show that if the marketing is really firing yeah then you will need a call center manager and then your call center is going to blow up where like you're going to need more and more of that staff because you have the volume to support it um yeah we actually i end up talking to a lot of owners where And I'd love to hear your opinion on this. I do most of the sales for Fat Cat. And so I'll talk to prospective home improvement companies that are shopping for an agency. And they'll say something like, if I'm talking to somebody that's been kind of wearing all the hats and they're trying to grow, the very first thing that they want to hire are sales reps. And they'll hire a sales rep before they have the marketing in place.

Speaker 04: 32:26

And

Janet: 32:27

so they'll say like, well, I just hired this rep and now I need X number of leads each week. And I've always kind of struggled with like what comes first, the chicken or the egg. Because if you generated all the leads and you didn't have a rep to send them on the appointments, that's another problem.

Speaker 04: 32:44

Like

Janet: 32:46

if somebody came to you and said, I'm struggling between filling this marketing role or filling a sales role. I don't know if you... Yeah,

Ryanne: 32:56

no, that's a great question. I would say it probably is more important to have the marketing in place because if you do get a really good rep and you're not able to provide them with leads, they're not going to make money and they're not going to stay. And those are very high turnover, difficult positions to fill. So the marketing and having the leads for them is very, very important to keep them there and keep them happy. So I would say marketing for sure.

Caitlyn: 33:31

Yeah, that's great. Well, I'll share this story real quick and then we can tell people how to connect with you. So I used to, before I've moved on to a different role, I was the point of contact with most of our home improvement clients and I've helped them grow through the years and to the point that I had one owner one time after a meeting stick around and he was like, hey, I really need a you, according to me, in-house to help manage you guys. How do I find that? And so to now know that Bricks Recruiting Partners exists, I... If we could go back in time, we would have told that owner,

Ryanne: 34:12

you need to call Bricks.

Caitlyn: 34:13

Yeah. I couldn't be more happy to know about you, to tell our account managers about you, to share what y'all do because it is so important to the story you just told. Yes, absolutely. It makes our jobs easier to have somebody who we're working with who is the expert in marketing as well. Yeah. Well, great. We're so happy to have you today. I could have talked to you forever. You're amazing. Tell us how our listeners can find out, connect with you, learn more.

Ryanne: 34:45

Yeah. So I am obviously on LinkedIn. I live on LinkedIn. And so that's probably one of the best ways to reach me. It's just Ryan Millis. I don't know if you want me to... put out the whole link there. We'll put it in the

Janet: 35:05

show notes and we'll publish it on our site. So

Ryanne: 35:08

perfect. So yeah, LinkedIn link, but obviously phone email is probably the best way to reach me as well. I am our East coast territory manager, but we do have two other territory managers for our central and West coast. So depending on where somebody is located, we want to make sure that we get them set up with the best person that will have the market mastery to be able to help them. But other, Otherwise, I have a calendar link I can share too that will be really easy for people to just set up a call that way. And I'm always happy to chat about whether it's a sales rep or installer need or some of those higher level needs and when it's time to bring those people on. And I'm always happy to share any market research that we have.

Caitlyn: 35:53

Oh, fantastic. You are the best. Well, thank you. BricksRecruiting.com. We will list all of that in our show notes as well. Ryan, so good to meet you. I hope we see you at a show soon. I know we're going to stay in touch.

Ryanne: 36:06

Yes, for sure. Thank you so much for having me. And it was great to speak with you both. You too. Thank you

Janet: 36:11

so much. Well, thank you listeners for joining us for another episode of Digital Marketing for Contractors. As always, we hope you got value from it. And if you can give us a half an hour, our job is to give you some actionable tips, tricks, and insights to help you grow your home improvement business. So thanks again and join us for another episode. Thank you. Thanks, Ryan.

Don: 36:33

Digital marketing for contractors is created by fat cat strategies. For more information, visit fatcatstrategies.com.