Operations · Onboarding, Training & SOPs
Every new hire
learns the job from
whoever's standing
closest.
Which means every one of them learns it differently. We build the onboarding flow, the SOP library and the training tracks that make your process repeatable — so a good week doesn't depend on who happened to train the new guy.
A short walkthrough goes here.
The Problem
Hiring them was the easy part.
A new tech starts Monday. Somebody hands him a truck, pairs him with whoever is free, and hopes. Six weeks later he's doing things a way you'd never approve of, because nobody ever wrote down the right way and the guy who trained him learned it from someone else who guessed.
The same gap shows up everywhere. Your best foreman carries the process in his head. When he leaves, it leaves with him. Meanwhile new hires quit in the first ninety days more often than at any other point, and a chaotic first week is one of the biggest reasons why.
What Gets Built
The pieces, and what each one does.
Day-One Onboarding Flow
Offer letter, W-4 and I-9, direct deposit, safety acknowledgments, handbook, tool list and first-day instructions — all triggered the moment you say yes, all tracked, nothing sitting in someone's inbox.
SOP Library
The way your company actually does things, written down once and kept somewhere people can find it from a phone in a driveway. Short, specific, and built from how your best crews already work.
Role-Based Training Tracks
A helper, a lead installer and a sales rep don't need the same curriculum. Each role gets its own sequence with video, checklists and sign-offs, so nobody sits through training that doesn't apply to them.
Skills Verification
Knowledge checks and field sign-offs at the end of each track, so competence is something you confirm rather than assume. You find the gap in training, not on a customer's roof.
Ongoing Reinforcement
Short refreshers on the things that actually cost money — callbacks, safety, warranty, upsell conversations — delivered on a schedule instead of only after something goes wrong.
Manager Dashboard
Who's onboarded, who's stalled, who's certified on what, and how long ramp-up is actually taking. Ramp time is a number you can manage once you can see it.
Sequence
From signature to a repeatable first week
Capture what already works
We interview you and your best people and write down how the job actually gets done today. We're documenting your process, not importing somebody else's.
Build the tracks
Onboarding flow, SOPs and role-based training get built into a platform your crews can reach from a phone. Video where video is better than text.
Pilot on a real hire
The next person you hire runs through it while we watch. Everything that confuses them gets fixed before it's the standard.
Hand over and maintain
Your managers get trained on updating it. A training system nobody can edit is a training system that's wrong within a year.
Proof
We built our own before we sold anyone else's.
Certified Contracting ran a hosted sales-training platform with avatar-led video modules so every new rep got the same playbook instead of whatever the last guy remembered to mention.
Rep Training Platform
A hosted onboarding and sales-training library with video modules, built so a new rep's first week didn't depend on who was free to talk to them.
Nine-Screen Closing Flow
An iPad sales flow that walked every rep through the same nine steps at the kitchen table, so the presentation stopped varying by personality.
Documented Field Process
Photo requirements, job stages and handoffs written down and enforced by the system rather than by whoever remembered to ask.
Questions
Straight answers
We already have SOPs nobody reads.
Do you write the content or do we?
What platform does it live on?
How long until it's running?
Will this actually reduce turnover?
Start Here
Let's make the first week repeatable.
Twenty minutes. Tell me how your last new hire got trained and I'll tell you what's missing.