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Make your own copy. Open the Commercial Role Templates. It opens a fresh, editable copy in your own Google Drive. Adapt each role's outcomes, fill the green Target and This-quarter cells, rename it, make it yours; the original stays unchanged.

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Clone these to hire for commercial without reinventing the job description

A RocketLevel template kit, backed by decades of experience in the trade. As you build a commercial book, you will hire roles a residential shop never needed. These are starter job descriptions and scorecards for the key commercial roles, written to clone and adapt. Use them to define the job before you post it, and to manage to a scorecard after you hire.

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Before you post any role, write down the three to five outcomes that define success in it. The candidate who can hit those outcomes beats the one with the longest resume, and the scorecard is how you coach them once they start.

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How to use these (hiring best practices in brief)

• Define the scorecard first: outcomes and numbers, not a list of duties.
• Hire the bottleneck. Add the role that is currently choking your commercial work, not the one that sounds impressive.
• Interview for the trade. A strong commercial estimator or project manager has to know commercial buildings and documentation. Test for it, don't assume it.
• Ramp and onboard deliberately. Commercial cycles are long, so give a new salesperson three to six months (RocketLevel working figure) and a clear 90-day plan before you judge the hire.
• For the deeper hiring math and the interview structure, see Hiring That Sticks: Build a Restoration Hiring Scorecard. For where each seat sits and who it answers to, see The Accountability Chart: Who Really Owns What in Your Company. For every other seat in the company beyond the commercial roles below, see The Restoration Role Library: Job Descriptions and Scorecards for Every Seat.

Commercial Salesperson / Business Development

• Purpose: open and grow commercial relationships (property managers, facility directors, risk managers) and convert them into agreements and recurring work.
• Key responsibilities: build and work a target account list; run outreach, including the four to eight touches it takes to get a first meeting; run site walks and discovery; move accounts to Priority Service Agreements and Master Service Agreements (MSAs); keep the customer relationship management (CRM) system clean.
• Must-haves: consultative selling, comfort with a long cycle, relationship discipline, and the ability to learn the trade. Restoration experience is a plus, not a requirement.
• Scorecard: site walks completed, agreements signed, pipeline by stage, square footage or buildings secured.
• Comp note: typically a base plus commission or bonus tied to signed agreements and recurring revenue, structured for a long cycle so the rep is not starved during ramp. Put the plan in writing before the first deal: how commission is earned, when it is earned, and what happens to pending commissions at termination. California Labor Code 2751 requires a written commission agreement, a signed copy given to the employee, and a signed receipt back from them. And paying a salary does not by itself make the seat exempt from overtime. The federal salary basis is $684 a week ($35,568 a year) at 29 CFR 541.600 and the duties test has to be satisfied on top of it, while Labor Code 515(a) sets California's floor at twice the state minimum wage for full-time work, $70,304 a year at the 2026 minimum of $16.90 an hour.

Commercial Estimator (including desk estimator)

• Purpose: scope and price commercial losses accurately and defensibly so jobs are approved fast and margin is protected.