Case Study
How Georgia Roof Advisors Stopped Losing Top Talent and Got Their Recruiting Back on Track
Georgia Roof Advisors has been serving the Marietta area for 17 years. With a 6–10 person team and steady growth, they had the reputation and the leads — but recruiting had become one of the most draining parts of running the business. Sorting through candidates, coordinating interviews, and finding the right cultural fit was pulling focus from everything else. They brought in Trustal to fix that.
Industry
Roofing
Company Size
6-10 Team Members
Location
Marietta, GA
"Since working with Trustal Recruiting, that process has become an absolute breeze. Cherie has taken the time to truly understand our business — our values, our expectations, and what makes someone successful on our team."
— Naomi G, Marketing Director, Georgia Roof Advisors
Where They Were When They Called Us
Georgia Roof Advisors had built something real in Marietta — 17 years of service, a loyal customer base, and a team that showed up. But hiring had become a recurring drain. The process of sorting through applicants, scheduling interviews, and trying to identify who would actually fit the culture was eating into time that should have been going to the business.
The real risk wasn't just wasted hours. When the team was stretched thin and top performers started feeling the weight, retention became the problem. Good people don't wait around on an understaffed team.
The Challenges They Were Facing
When Naomi G (marketing director) described where things stood before Trustal, the patterns were familiar — the same ones we hear from growing home service companies across the board.
Not enough time to recruit. Running a roofing company in a competitive market doesn't leave room for sifting resumes. The recruitment process had become something leadership had to squeeze into already full days.
Not enough good candidates. Finding people who could actually do the job — and fit the team — was harder than it looked. Volume wasn't the issue. Quality was.
A hiring process no one wanted to own. Writing ads, screening calls, coordinating interviews — it's a lot. And it's work that tends to fall on whoever's already the most stretched.
Top talent leaving due to burnout. When a team runs lean for too long, the people carrying the load eventually walk. That's the most expensive hire problem there is.
"Since working with Trustal Recruiting, that process has become an absolute breeze. Cherie has taken the time to truly understand our business — our values, our expectations, and what makes someone successful on our team."
— Naomi G, Marketing Director, Georgia Roof Advisors
How We Approached it Together
We didn't come in as a vendor. We came in as an extension of their team — someone who understood roofing, understood small business culture, and could take the recruiting weight off their plate without them having to manage the process.
Cherie worked directly with Georgia Roof Advisors to understand what success actually looked like on their team — not just the job description, but the culture, the pace, and the kind of person who earns trust in a customer's home.
Took time to understand their values, expectations, and team culture before sourcing a single candidate
Handled all screening, coordination, and first-round vetting to free up leadership time
Identified candidates who matched both the role and the culture — not just the resume
Returned hours back to the business and put a consistent process in place they could rely on
What Changed
The difference wasn't just operational — it was the feeling of having someone in their corner who understood the industry. Naomi described the recruiting process as "an absolute breeze" after partnering with Trustal. The people placed are still on the team, over a year later.
"Since working with Trustal Recruiting, that process has become an absolute breeze. Cherie has taken the time to truly understand our business — our values, our expectations, and what makes someone successful on our team."
— Naomi G, Marketing Director, Georgia Roof Advisors
