From interns to impact

By Jesse Sanchez. 

With structured mentorship, cross-department training and early ownership of real projects, Sutter Roofing is shaping future leaders from day one. 

As Sutter Roofing enters its fifth generation of family involvement, President Brad Sutter is thinking about the future and who will carry the torch. “We try to have a 30-, 60-, 90-day plan,” he said on this episode of the People Make Roofing podcast. “What are they going to be exposed to in the first three days? What do you expect the takeaways after 30 days? What’s the skill set there?” 

Whether onboarding college graduates, interns or entry-level hires, Brad said the company prioritizes a more intentional introduction to the business rather than expecting new hires to figure things out on their own. Instead of simply assigning a desk and expecting immediate productivity, Sutter Roofing structures the early experience around guided exposure to different roles, processes and expectations. Brad contrasted that with the type of onboarding he experienced early in his career. “If they come in here and, you know, ‘Here’s your desk and here’s a computer, now get to work.’ That’s what I got,” he said. “We just need to be better than that.” 

The company isn’t just bringing in labor, it’s developing talent. “We’ve used internships the last couple of years to help us with some processes and to give some people exposure,” he explained. “It helps us not only with the projects they’re working on, but it gives us feedback on our company.” 

That feedback loop is intentional. “What did you think about working here? What are things that you wish we would have told you? What can we do better on day one?” These questions shape how Sutter Roofing evolves its onboarding and retention strategies. 

Even Brad’s own son took part in the summer internship program, contributing to a cost accounting study that helped him ace his college exam. “He said a lot of the stuff I used this summer really helps me understand how costs are broken out. And that’s why we do these things.” 

The company’s openness to new voices pays off. “They bring new thinking, they bring new technology. And they say, ‘Why don’t we just do it this way?’ And you look at it and go why didn’t we think of that?” 

The ultimate goal? A pipeline of employees who don’t just work at Sutter, they shape it. 

Listen to the podcast to learn more about how Sutter Roofing invests in tomorrow’s leaders!