By Jesse Sanchez. 

Contractors are rethinking outsourced supplementing, shifting toward in-house systems to improve margins, speed and control. 

For roofing contractors navigating softer markets and tighter margins, internal processes are getting a closer look. During this episode of Roofing Road Trips®, hosted by Megan Ellsworth, Keven Wall, vice president of the Roofing Division at DCX, and Alena Wilson of Estimate Mastery, said supplementing remains one of the most overlooked ways to protect revenue in insurance work and strengthen estimating accuracy. 

Alena defined supplementing in insurance terms, explaining, “Whenever the first check goes out on any claim for property damage, anything after that first check is considered a supplement to the original check.” The concept is simple, but contractors new to insurance restoration often struggle to translate field work into insurer language. When estimates do not reflect the full scope or documentation is incomplete, contractors can miss payment for work already performed. 

Keven said that disconnect shows up in the line items. “Roofers don’t often know what all the line items are, and they’re doing the work,” he said. “But because they don’t know how to code it to an insurance company, they’re not getting paid for the work that they’re doing.” Over time, he said, that frustration can sour contractors on storm restoration, even when demand is strong. 

Outsourcing has become the default, particularly after major weather events, and Alena said it can be the right move when teams are overwhelmed. “There is definitely a place for third-party supplementing in our world,” she said. Still, both speakers pointed to trade-offs. Keven warned that turnaround can slow when a contractor’s files land in a crowded queue. “They’ll get to yours when they get to yours,” he said, adding that outsourcing also trims margins. 

Bringing supplementing in-house can restore speed and control. “No one cares about your baby more than you do,” Alena said, arguing that checklists, consistent photos and routine follow-up can make supplementing manageable. The result, she said, is real money recovered. “Probably 40% of your profits are left on the table because you don’t know what you don’t know,” she said. “Every little detail equals a dollar or a faster check coming in.” 

Listen to the podcast to learn more about how bringing supplementing in-house can help roofing contractors improve margins, speed up payments and build more resilient operations!

By DCX. 

With the right support and smart systems, your sales pipeline doesn’t have to stall; DCX shows how to keep momentum and build trust at every step. 

In the high-stakes world of sales, missed follow-ups can cost more than just commission; they can cost credibility. For DCX, a company known for helping US SMBs grow with smarter sales strategies, that risk wasn’t acceptable. Instead of letting promising leads fade into silence, they doubled down on consistency, clarity and support. Here, Sarah Greenway, VP of sales at DCX  shares how to create a streamlined system that keeps leads warm, conversations moving and ghosting to a minimum. 

Why do leads stop responding? 

According to Sarah, there’s rarely only one reason. Many leads are still in the discovery phase – comparing vendors, reviewing costs or waiting for budget approval. In some cases, the person you’re speaking with isn’t even the decision-maker, just someone gathering information. 

The biggest factors Sarah sees? Timing, budget and shifting priorities. If the need isn’t urgent, it’s easy for a lead to go quiet until the project moves up their list. 

The role of timing and follow-up 

Timing and follow-up frequency play a huge role in keeping conversations alive. Consistent, thoughtful communication keeps you top of mind, even if a lead isn’t ready to move forward right away. 

The problem? Follow-up requires time and focus. Without steady touchpoints, leads can easily forget about you and move forward with someone else who stayed active in their inbox. 

“When you show you care enough to keep following up, you’re also showing what kind of partner you’ll be when they become a customer,” Sarah shares.   

The bandwidth problem 

This all sounds great, but here’s the challenge: most salespeople don’t have time for personalized follow-ups every week. 

Urgent deals and customer needs always come first. That means the quieter leads and new lead research often get pushed to the back burner. 

Where sales support team member changes the game 

This is where a Sales Support team member can make all the difference. Sarah explained how her Assistant, Noreen, now owns prospecting, research, scheduling and consistent follow-ups: 

• She reviews the lead list to ensure no one slips through the cracks. 
• She handles booking meetings and keeping notes updated. 
• She ensures leads receive timely responses, no matter how busy the week gets. 

The result? Potential customers get the same level of attention as existing clients. No waiting days for a reply. No gaps in communication. Instead - consistent, thoughtful check-ins to stay top of mind and show continued interest in a long-term partnership. 

Reducing ghosting and building trust 

So, does this kind of support actually reduce ghosting? According to Sarah...absolutely. 

With consistent touchpoints, prospects know you’re serious and reliable. When their timing, budget and approvals finally align, you’re already top of mind. 

Sarah goes on to explain, “We don’t have to sacrifice the client’s initial experience with us. Potential customers feel cared for from the very first interaction.”  

More bandwidth = Better results 

Sarah and Noreen's story proves it out. With sales support staff, sales leaders can focus on what they do best - building relationships and closing deals, instead of worrying about who they haven’t emailed in weeks. More bandwidth doesn’t just create consistency; it drives growth. 

For Sarah, her experience shows that investing in assistant support improves lead engagement, reduces ghosting and enhances the client experience from the very first touchpoint. 

Original article source: DCX

By Jesse Sanchez. 

The right support person can supercharge your sales workflow, optimize your time and elevate client experience from the first touchpoint. 

If you’re leading a sales team or running your own contracting business and constantly find yourself bogged down by calendar invites, CRM updates and follow-up emails, DCX has a message for you: You don’t have to do it all yourself. 

Bringing on a virtual sales assistant isn’t just about removing admin tasks from your plate. It’s about building a strategic support system that grows with you and your business. And the first step to getting the right person on board to help fuel your growth? Self-awareness. Before job descriptions or interview questions come into play, leaders need to clarify what kind of support suits their style and particular needs. There’s no perfect resume for a sales assistant, as each candidate brings a unique skill set to the table. It’s about chemistry, communication style and understanding how someone might fit into your day-to-day rhythm. 

The next step? Planning. Once you’ve identified and hired the right assistant, someone whose strengths align with your needs and working style, it’s time to set them up for success. This is where many teams stumble, assuming a new hire will simply figure things out. But successful onboarding doesn’t happen by chance. 

DCX helps leaders avoid this pitfall with a structured approach. They recommend coming in with a clear “Week One Roadmap,” a tailored action plan that lays out priorities, tools and expectations from day one. A useful tool to use here process is the EOS Delegate and Elevate quadrant, which is designed to help business leaders map out which tasks they should retain and which ones can be offloaded. What sets this tool apart is how it simplifies decision-making around delegation by aligning tasks with energy and impact, a framework that helps both the leader and the assistant focus on what matters most. That level of clarity doesn’t just help your assistant hit the ground running; it sets the foundation for trust, accountability and long-term efficiency. 

Once acclimated to the role and the rhythm of the business, relationship-building becomes the real game-changer. Trust and strong communication between a leader and their assistant don’t just make the day run smoother; they directly impact how prospects and clients experience your brand. When trust is established, assistants can confidently take ownership of key tasks like lead follow-ups, managing the process from first contact to qualification. Resulting in a more seamless, responsive communication flow that prospects feel and remember. 

Hiring a sales assistant may sound like a trivial or inconsequential idea, but when done right, it’s a high impact move with a positive ripple effect on productivity, professionalism and client satisfaction. 

Learn more about how DCX can help you find and successfully onboard the right sales assistant for your business!

By Jesse Sanchez. 

As labor shortages continue to impact roofing firms, DCX launches a new playbook for recruiting and retaining talent for long-term growth. 

Finding materials might be tough, but finding the right people is tougher—just ask any roofer. DCX, a leading partner for outsourced hiring solutions, has released its 2026 Roofing Hiring Playbook, addressing one of the industry’s most urgent issues: the labor crunch. 

In a climate where rising material costs and insurance hurdles are already squeezing margins, hiring remains one of the most pressing challenges for roofing companies. More than half of commercial firms and over a third of residential companies are struggling to find qualified talent, according to data from JobNimbus. The playbook zeroes in on what comes next, not just to survive these hard times, but to continue scaling despite the challenges. 

DCX emphasizes that growth isn’t just about revenue; it’s about roles, and the right roles. The playbook encourages leaders to build hiring strategies based on long-term business goals rather than reactive decisions, offering tools like a Hiring Prioritization Matrix to help companies visualize which positions to fill first based on impact and urgency. 

Once you’ve worked out which new roles to prioritize, the next step is interviewing. DCX emphasizes the value of data-driven interviews and structured assessments. Tools like interview scorecards, cultural fit evaluations and digital simulations help reduce bias and improve retention, which the company claims have contributed to their own  97 percent retention rate at the 90-day mark for new hires. 

Companies that follow this strategic roadmap stand to gain more than just a few solid hires; they’re building a team engineered for growth. 

Learn more about how DCX helps roofing businesses hire smarter with their full 2026 Roofing Hiring Playbook!

By Jesse Sanchez. 

How roofing pros can reclaim time and scale smarter by hiring full-time remote staff. 

Sales leaders and business owners in the roofing industry often find themselves bogged down by administrative tasks that eat into their ability to focus on growth. In this episode of Roofing Road Trips®, host Karen Edwards sat down with Rory Young, chief revenue officer and founding member of DCX, to explore how roofing contractors are solving such problems by hiring full-time overseas team members. 

“We help companies hire, train, onboard and then co-manage employees that live in the Philippines,” said Rory. “We serve as their employer of record and take care of all of their employment needs.” Founded about five years ago, DCX originally served in the branded merchandise space before expanding into new industries, including roofing. According to Rory, the company was drawn to roofing because of its high administrative burden and the turnover and labor issues that many contractors face. 

DCX’s model isn’t traditional outsourcing, Rory noted. “I actually don’t use outsourcing as a term for us too often,” he said. “It's really more of overseas hiring. And when you’re doing that, you get to bring a resource in-house and let them work solely for you, understand your business and you can have way more control over how things work from there.” 

The Philippines was a natural fit for DCX’s operations, thanks to its strong English-speaking workforce and cultural compatibility with U.S. businesses. “Everybody there speaks English from the time they start any kind of schooling,” Rory explained. “It doesn't feel like we're dealing with something that feels incredibly foreign.” 

The real draw for contractors is the speed and cost of hiring. DCX offers fully trained, college-educated team members for around $25,000 a year, far less than the cost of a full-time U.S.-based employee. From the time a contractor signs on, the process typically takes just three to four weeks. 

“Our employees are only working for our partners,” Rory said. “We want one person that was hired with intention for our partners to stay for as long as we can possibly have them stay.” With administrative responsibilities off their plates, contractors can reallocate focus to business development, sales and long-term growth. Rory explained, “A lot of these businesses were started by amazing salespeople. But sometimes [they] can then get slowed down by everything that happens once you’re lucky enough to win a job.” By offloading the operational drag, contractors are finally able to step back into their zone of genius, building relationships, closing deals and driving the business forward. 

Listen to the podcast to learn how contractors are making the most of this game-changing model!

By Jesse Sanchez. 

This new roofing academy launches with the promise to ease hiring headaches for U.S. roofing firms. 

The U.S. roofing industry has long grappled with a shortage of skilled, entry-level talent. Now, one outsourcing firm is betting that a hands-on, one-month training academy could help close that gap, fast. DCX, a Dallas-based hiring and outsourcing firm, officially launched its DCX Roofing Academy this summer, just months after introducing its services to the roofing world at the International Roofing Expo. The academy is designed to prepare global team members for immediate deployment into essential support roles with U.S. roofing companies. 

“Without training, it can take a long time for new entry-level hires to truly understand the roofing industry,” said Rory Young, chief revenue officer at DCX. “We’ve brought together experts from the roofing industry and our own talent and L&D teams to create an academy that not only turns our top global talent into valued roofing team members but also gives them the confidence to contribute from day one.” 

The academy’s curriculum targets roles such as customer service representatives, sales assistants and production assistants, positions often critical to day-to-day operations but challenging to staff. Over four weeks, participants receive guided instruction on industry-specific topics like project estimation, material selection, contractor relationships, compliance and the full roofing lifecycle. 

DCX isn’t new to tailored training programs. “We’ve been running industry-specific academies since 2022,” said Rory. “We hear all the time from clients about how much of a difference this foundational, industry-level training makes.” 

The first DCX Roofing Academy cohort completed the program in June. Graduates are now working with U.S. clients, offering a tested, trained and cost-effective solution for companies under pressure to grow without overextending. This move marks a deeper push by DCX into an industry eager for scalable solutions to labor shortages and an example of how offshoring, when combined with targeted training, might reshape what talent pipelines look like in skilled trades. 

For roofing businesses eyeing long-term growth without the usual hiring bottlenecks, the DCX Roofing Academy might be worth a closer look!

A new kind of hiring partner is here to help roofing and construction businesses scale smarter and faster. 

The Coffee Shops, the award-winning online communities where the industries meet for technologies, safety, information and education for the construction trades of roofing, metal, coatings, are pleased to welcome DCX into their community.   

DCX is transforming the way U.S. companies hire by offering full-time, highly trained remote support staff from the Philippines. Their approach blends expert recruitment with industry-specific training to help businesses scale quickly and cost-effectively. 

From DCX, you can expect: 

• Highly trained team members ready to support roofing, construction and related industries. 
• A streamlined, four-week hiring process that saves time and eliminates the usual recruitment headaches. 
• Specialized services including sales assistants, estimators, customer service reps, production assistants, bookkeepers and more. 
• The DCX Roofing Academy, which delivers over 200 hours of hands-on training to prepare global team members for day-one impact in the field. 
• A people-first approach with a focus on long-term retention and integrating seamlessly with U.S. teams. 

Founded in Dallas, Texas, DCX was built with growth in mind. Their services go beyond simple outsourcing, they provide infrastructure, training and ongoing support so clients can focus on what they do best. They have already helped over 540 growing U.S. businesses build superstar teams, placing more than 2,000 trained professionals into key administrative, sales and support roles. 

DCX began with a focus on promotional products and now supports a wide range of industries including roofing, construction, environmental services, real estate and marketing. Whether you need estimators, billing admins or graphic designers, DCX helps identify the right talent for each business’ unique needs. 

The Coffee Shops are proud to welcome DCX!

About DCX 

DCX is a U.S.-based hiring solutions company that matches growing businesses with highly trained, full-time remote team members from the Philippines. Through its trademarked 4D™ process and tailored academies, including the DCX Roofing Academy, the company delivers skilled talent who integrate seamlessly into existing operations.