They seek employees willing to pledge their loyalty and relocate frequently. They primarily recruit from local universities, interviewing 20-30 candidates and selecting one. Less-desirable territories are also recruited to fill vacancies via LinkedIn/job postings. You should know which type of applicant you are. Their ideal candidate is a recent graduate with no ties, as their future interests are malleable and align with the company’s business and talent development model. Older candidates (even if they’re in their mid-twenties) tied down by an established lifestyle are often overlooked for promotions, especially if they’re from and attended school in the area they cover. Long-term relationships, mortgages, and families are viewed as career hurdles rather than external motivators. Two of my team members applied for my manager’s job when he was promoted. One had 2.5 years of experience and a pregnant wife. He was a top-performing store rep and the team’s go-to guy for questions outside of our manager. The other had 6 months of experience. The first was rejected because they feared he might be “too landlocked to the territory” and told him he’d only be considered for roles in other markets. The second was given an interview as “it could be good networking/interview experience.” Both have since quit and my new manager came from out of the region… but just be wary of claims of a great career path, rapid advancement, or easy promotion as the caveat is you MUST move. Performance must be “good enough” with the separating factor being loyalty and interest in a long career with the company. Also, it should be noted that while the base pay is very good compared to role/duties, most promotions are a title/duty change with additional perks (company truck, salary vs. hourly, more PTO) and little to no increase in pay. Merit-based performance raises are also very small. Make sure you negotiate to be at the top end of your salary band when you start because you will not see significant increases in pay for a while. My interview process involved a 30-minute phone interview then an hour in-person interview with my former boss. It was followed by three video interviews with a regional recruiter, a divisional manager, and the regional VP of sales. All interviews happened within 5 business days, and I had an offer by EOD of my final interview with only 48 hours to decide. Each interview emphasized willingness to move and a strong desire to climb the corporate ladder. Having a background in construction is typically considered a huge plus since understanding tools and the people that buy them is the primary focus of the training.