Your first crew hire will make or break your siding operation—the wrong person costs you jobs and reputation, while the right fit scales your business fast. Whether you're a solo operator drowning in leads or a small shop struggling to meet demand, building a reliable team is non-negotiable. This guide walks you through hiring, vetting, and onboarding labor for siding installation and repair work.
Why Your First Hire Matters
Adding your first employee is the jump from self-employment to business ownership. In siding work, a careless installer creates callbacks, damaged homes, and negative reviews that kill future leads. Conversely, a sharp, detail-oriented crew member lets you bid bigger jobs, raise prices, and actually take days off. Your first hire sets the culture—if they cut corners, every hire after them will too.
Where to Find Siding Installation Crew
Start locally before national hiring. Check with:
- Trade schools and union locals – Contact apprenticeship programs in your area; graduates are vetted and motivated
- Craigslist and Facebook Marketplace – Post clearly what you need: "Siding installer with 2+ years exterior experience" to filter out tire-kickers
- Word-of-mouth referrals – Ask established roofers, general contractors, and painters who they trust; recommendations beat cold applications every time
- Indeed and specialized trade boards – Broader reach; set up a job posting with specific requirements (ability to read blueprints, valid driver's license, no fear of heights)
- Existing supply vendors – Your siding distributor often knows local installers looking for steady work
Avoid hiring on the spot after one conversation. A two-week paid trial ($20–$28/hour for someone unproven) is cheap insurance before committing to a full-time role.
What to Screen For
Beyond "has done siding before," dig deeper:
Technical skills – Ask them to walk through a vinyl-to-brick install or explain proper J-channel placement. If they can't articulate the steps, they won't execute them consistently.
References – Call at least two previous employers or customers. Ask: "Did they show up on time?" and "Were there any quality issues?" Previous GCs are gold here.
Tools and transportation – Do they own a truck? Basic hand tools (caulk gun, level, utility knife, square)? You shouldn't be lending tools daily.
Attitude toward safety – Siding means ladders and heights. Ask about fall protection experience and watch for flippant answers. One fall injury tanks your insurance premiums and business.
Reliability – Check for a valid driver's license and clean background. In home exterior work, trust matters. A single no-show on a customer's scheduled install damages your reputation irreparably.
Compensation and Structure
Typical labor rates in siding run $20–$30/hour for installers with 2–4 years experience, depending on region and skill level. Established crews in competitive markets command $35–$45/hour. Some shops use:
- Hourly + bonus – $24/hour base with $100–$300 bonuses for zero callbacks or early project completion
- Piece-rate – $40–$80 per square (100 sq ft) of siding, attracting faster workers but risking quality cuts
- Hybrid – Hourly minimum ($22/hour) with piece-rate incentive above a baseline
Start conservative—a good installer at $26/hour who you keep for three years beats a cheap hire you replace every six months. Budget for tools, work gloves, safety gear (hard hat, harness), and a vehicle allowance or fuel stipend.
Onboarding Your First Crew Member
The first 30 days set expectations:
- Day one – Shadow you on a full install; they watch and learn your process, not lead
- Week two – You supervise closely; they perform tasks under your watch; document quality issues as teaching moments, not criticisms
- Week three-four – Assign simpler jobs (single-story residential vinyl); you inspect work daily and provide feedback
- Month two – Gradually increase job complexity; quarterly safety refreshers and skill assessments
Create a one-page checklist of your installation standard (flashing requirements, caulk sequence, clean-up expectations). Print it; walk through it together. Consistency beats perfection.
Getting Leads to Keep Your Crew Busy
A strong crew sits idle if you don't have jobs lined up. List your siding services on platforms like Mercoly to increase visibility, win consistent leads, and sell both services and materials—keeping your team fully scheduled. Use Google Local Services Ads, maintain 4.8+ stars on Google Reviews, and build a referral program (offer $200 per referred customer who signs a contract).
Frequently Asked Questions
Q: Should I hire a full-time employee or keep them 1099 independent contractor? A: Full-time employment (W-2) is safer legally and builds loyalty; 1099 contractors cost less upfront but limit your control, training, and commitment. For consistent work year-round, go W-2.
Q: What's the typical onboarding timeline before they work unsupervised? A: Plan 4–6 weeks of close supervision for a competent installer; simpler jobs may take 8 weeks. Every installer is different—quality matters more than speed.
Q: How do I prevent my crew from starting their own siding side business? A: A non-compete clause (enforceable in your state) for 1–2 years post-employment, consistent pay with bonuses, and a strong team culture work best; overly restrictive agreements often backfire.
Start recruiting today—your next crew member is waiting, and your lead pipeline is ready to feed them.