New Hire Training Program

We begin with lunch with our company president, Hayden Slack — an informal opportunity to learn about our leadership, the company's history, and some of the aspirational expectations we hold for every team member. You will be issued your initial training materials, equipment, and company shirts.

Introduction to systems logins. "The Business of Being a Project Manager." Introduction to Service Titan and module logins. ArcSite introduction.

Service Titan introduction continues. Deeper walkthrough of PM-specific workflows, job management, and key reporting modules.

Exponent HR introduction. Payment & expense processing. Slab foundation & solutions introduction. Full integration into team projects, performance check-ins, and cross-departmental networking opportunities.

Equipment testing and login reviews. Service Titan modules completed. Ensure all systems are fully operational before heading into Week 2.

Your first team meeting at 7:30 AM. Sales process deep dive — building on the intro from Week 1, going deeper into the methodology, objection handling, and closing frameworks.

ArcSite 101 — Day 1. Hands-on introduction to the mapping tool, workspace setup, and foundational drawing techniques.

ArcSite 101 — Day 2. Advanced mapping, proposal generation from drawings, and field simulation exercises.

Service Titan for Project Managers. Full walkthrough of the PM workflow — job creation, estimates, dispatching, invoicing, and key reports.

Review of sales process. Check-off: Affirmation Statement & Meeting Plan, then Customer Project Questionnaire. Service Titan quiz. End-of-week knowledge assessment before heading into field work.

Team meeting at local office. Debrief on weeks 1–2, preview ride-a-long expectations, review sales manual prep assignments for the week.

Ride-a-longs with Superintendents or designated Training Leads. Slab-only appointments — observe customer interaction, inspection process, proposal delivery, and close. Trainees should be taking notes and asking questions.

It's time to show us what you've learned. You will deliver your "Introduction, Affirmation, and Meeting Plan" statement in front of the entire sales team. This is one of your key milestones in the training program — everyone goes into the Kill Box.

Slab & foam injection product training. In-depth classroom and hands-on instruction covering diagnostics, recommended solutions, proposal building, and pricing for both slab and foam injection services.

First live slab appointment. CSR will load one slab appointment. Trainee runs the appointment with manager or training lead present for observation and real-time coaching.

Team meeting. Full appointment autopsy — Rilla review, proposal breakdown, map review with all managers present. Candid debrief on Week 4 first appointment. What went right, what didn't, and what to sharpen.

Rotation: Customer Service (CSR). Listen to live customer calls and interactions. Observe how appointments are scheduled, how urgency is communicated, and how CSRs manage expectations. By the end of this rotation, attempt to schedule one appointment to a PM's calendar.

Rotation: Finance. Sit down with the Finance Manager. Listen in on customer financing calls, learn the process steps, and understand key functions of this department — Greensky, special conditions, in-house financing.

Rotation: Inside Sales. Observe open proposals, check for consistencies, and listen in on Inside Sales calls. Understand the handoff process and how aging proposals are managed by tier.

Rotation: Production. Review all sold proposals. Check that all map requirements and proposals are ready for production schedulers to contact the customer and get jobs scheduled. See the finish line of the process you start.

Team meeting at local office. Review Week 5 department rotation takeaways, set expectations for check-off appointments. Manager assigns appointment schedule for the week.

Supervised solo appointments (3–4 total). Trainee runs the full appointment — intro, inspection, mapping, proposal, and close — with manager or team lead observing. Post-appointment debrief after each one. Rilla review where applicable.

Final performance review & check-off. Formal 6-week assessment. Review all check-off criteria, discuss strengths and areas for improvement. Transition plan to Charlie tier, 90-day roadmap, and ongoing professional development expectations.