Por Jessica Bravo.  

Los artículos más leídos de abril reflejan educación continua, apoyo comunitario, innovación tecnológica y gestión eficiente. 

Durante el mes de abril, RoofersCoffeeShop presentó una variedad de contenidos relevantes para la industria de roofing, con ciertos artículos que captaron el interés de muchos y se posicionaron entre los más leídos. 

El artículo más leído del mes resaltó la participación de RoofersCoffeeShop y en eventos organizados por CertainTeed. Estos encuentros conectaron a contratistas, dueños de empresas y profesionales de la industria que forman parte de su programa de credenciales. Este programa está diseñado para impulsar a los contratistas al siguiente nivel mediante educación continua y certificaciones. El éxito de este artículo refleja el gran interés de los lectores en cómo la educación está ayudando, especialmente al contratista latino, a crecer profesionalmente y fortalecer sus negocios. 

El segundo artículo más leído del mes, titulado “Rompiendo estereotipos, construyendo carreras”, habla sobre la iniciativa en la industria para que jóvenes tuvieran la oportunidad de conocer de cerca los oficios y explorar oportunidades profesionales dentro del sector. Este tipo de esfuerzos no solo ayuda a cambiar la percepción de la industria, sino que también abre la puerta a nuevas generaciones interesadas en construir una carrera en el mundo de roofing. 

Otro de los artículos relata la historia de cómo dos compañías de techado se unieron para ayudar a un veterano que necesitaba un techo nuevo. En el reportaje, Kelly Street de Owens Corning expresó, “nos encanta retribuir a los veteranos que han sacrificado tanto por nuestro país; es una pequeña manera de mostrarles agradecimiento.” Este tipo de historias conmovedoras continúan siendo una parte esencial en la industria.  

Además, los lectores mostraron gran interés en conocer cómo Roof Hub está ayudando a los contratistas a organizar mejor sus proyectos de techado. El artículo, basado en un episodio de Almuerzo y Aprendizaje, explica cómo esta plataforma, desarrollada por SRS Distribution, está transformando la gestión de proyectos en la industria. Julián aportó información valiosa sobre las herramientas disponibles para optimizar operaciones. 

Finalmente, otro de los artículos más leídos abordó un tema fundamental para quienes inician o gestionan una empresa de roofing: el verdadero costo de cada trabajador. Durante un episodio de La Voz de los Ruferos, Teresa Ramírez de Southeast Staffing Agency habla cómo muchos contratistas suelen subestimar este aspecto, costo real de la mano de obra y considerando todos los factores que impactan en la rentabilidad del negocio. 

Mas contenido que informe, inspire y ayude a los profesionales de la industria por venir; no se lo pierdan.  

¡Lee los artículos más leídos de abril! 

5 – Mas allá del material y la oficina

4 – Tecnología que simplifica la gestión de materiales y entregas

3 – “Realmente necesitábamos una victoria” 

2 – Rompiendo estereotipos, construyendo carreras

1 – El crecimiento del contratista latino empieza con educación

By Teresa Ramirez, Southeast Staffing Agency.

In an unstable labor market, recruiting smart is no longer optional.

Finding capable, bilingual, motivated workers who are open to temporary or permanent relocation is a major advantage for companies operating across multiple cities and states. Having a mobile workforce allows businesses to stay agile, responsive and competitive.

But recruiting talent is only part of the challenge; managing people is not easy.

Onboarding, employee relations, compliance with Texas labor laws, understanding worker idiosyncrasy and culture, and day-to-day personnel support all require significant effort, dedication and time. And time is expensive. Time is a luxury we cannot afford to waste, because once it’s gone, it never comes back.

That’s why having a partner like Southeast Staffing Agency makes the difference.

At Southeast, we don’t just help companies recruit, we reduce the time and operational burden involved in building and managing a workforce. We support our clients with:

• Structured onboarding processes
• Ongoing employee relations support
• Strong knowledge of Texas labor laws, we can extend services nationwide
• Deep understanding of workforce culture and communication
• Consistent personnel management

With permanent offices operating five days a week on a fixed schedule, we stay closely connected to both workers and the companies that employ them. We remain attentive, proactive and responsive to workforce needs as they arise.

Smart hiring isn’t just about filling positions; It’s about protecting your time, your operations and your peace of mind. With Southeast, you don’t recruit alone; you recruit smart.

By Teresa Ramirez, Southeast Staffing Agency.

Professionalism, preparation and calm communication help protect workers and support orderly jobsites during inspections.

The roofing industry depends on a diverse workforce, including many Hispanic professionals who are essential to keeping projects moving. During times of increased enforcement or uncertainty, fear and misinformation can impact job sites and the mindset of workers. No one wants to work in an unsafely environment; however, we need to embrace the challenges, be positive and prepare for any situation. Here is some practical guidance from our team at Southeast Staffing Agency.

Practical guidance for construction workers during an ICE inspection

Preparation and calm communication are essential on construction jobsites. In the event of an ICE inspection, the following steps can help workers respond professionally and confidently:

Step 1 - Always remain calm.

Staying calm is essential. Panic or agitation can create unnecessary tension. A respectful and composed attitude helps the situation remain orderly.

Step 2 - Communicate clearly and professionally.

If applicable, explain that you speak both English and Spanish. Speaking in English when possible, can help build trust and clarity during the interaction. Having an accent does not define your legal status — many workers are U.S.-born or legally authorized to work in the United States.

Step 3 - Keep your documents accessible.

Always have your work-related documents readily available. It is also strongly recommended to keep clear digital copies stored securely on a mobile device. Copies should include both sides of each document so reviewing officers have complete information.

Step 4 - Do not engage in panic or provocation.

Remain respectful, avoid arguments and do not react emotionally. Maintaining composure is critical throughout the process.

Step 5 - Be clear about your background if asked.

Many workers in construction are first-, second- or third-generation Hispanics born and raised in the United States. Calmly explaining this, when appropriate, helps provide context and clarity.

Professionalism, preparation and calm communication help protect workers and support orderly jobsites during inspections.

By Jenny Yu. 

A panel of industry experts highlights strategies for building and retaining a team you can depend on in today’s high-turnover landscape. 

In the first Coffee Conversations® of the year, sponsored by Southeast Staffing Agency, Megan Ellsworth was joined by an all-star team panel: Trent Cotney, partner at Adams and Reese; Jared Ribble, executive director for the Future Executive Institute at NRCA; and Teresa Ramirez, president of Southeast Staffing Agency, the webinar explored ways companies can meet the evolving needs of today’s workforce. 

Teresa kicked off the panel by addressing the impact of AI and social media platforms like Facebook, LinkedIn and Indeed on the industry job market. With the unfortunate frequency of fake applications, Teresa emphasized the importance of maintaining face-to-face interviews in the hiring process. “You need to see the people that are going to be working with you and see their reaction when you're asking questions,” Teresa said. “You need to be focused on getting good, reliable people; the best way is face-to-face.” 

To address labor shortages, companies are forced to be more creative with their hiring practices. To fill out a crew for a job, contractors are assembling hybrid teams. “There is definitely a business model movement toward having a combination of subcontract crews and in-house crews,” Jared shared. “You got to be able to find those great sub-crews and great W-2 workers, and you got to be able to retain both and know that they're going to be reliable.” 

After hiring a strong crop of workers, it’s important to be proactive about employee retention. One of the key reasons contractors choose to work with and ultimately stay with an employer, Trent identified, is safety. “A lot of the more seasoned crews want professional contractors that care about their workers and want to make sure it's a safe working environment,” Trent stated. “HR is implementing safety as part of the culture, part of the engagement, part of a long-term retention strategy. Investing in technical training and safety training keeps the crew happy and staying with you rather than looking forward somewhere else.” 

Listen to the podcast or Watch the webinar to learn more about the best practices for staffing, retention and all things HR!  

By Southeast Staffing Agency. 

Behind every successful roofing project is a workforce strong enough to support the pressure, pace and responsibility required on today’s jobsites. 

In an industry often defined by specifications, schedules and square footage, the real engine of roofing success is the people who carry the work from the planning stage to project completion. At Southeast Staffing Agency, that reality sits at the center of how the company approaches workforce support for roofing contractors navigating increasingly complex jobsites. As labor pressures intensify and compliance expectations rise, the conversation is shifting away from simply filling positions and toward protecting the people and processes that keep projects moving with confidence. 

The pressure project managers carry 

Roofing project managers are accountable for schedules, safety, inspections, budgets and client expectations, often across multiple jobsites. Add labor shortages and evolving immigration enforcement and employment verification requirements, and the margin for error disappears. 

Compliance is no longer just an HR function. It is a project risk.

Compliance is operational reality

Employment verification and workforce compliance are under greater scrutiny across construction. Roofing companies must know who is on their jobsites, how they were hired and whether they meet legal employment standards. 

Managing hiring, onboarding, documentation and compliance while running active projects overwhelms many teams. The solution is not avoidance; it’s partnership with professionals who understand both the law and the field.

Roofing needs workforce partners, not just labor 

Sending bodies to a jobsite is easy. Building a stable, compliant workforce is not. 

Roofing companies today need partners who: 

• Understand trade skills and general labor 
• Know real roofing jobsite conditions 
• Prioritize legal compliance and documentation 
• Communicate across languages and cultures 
• Support project managers and HR teams 

Compliance done right protects the company, the project, the client and the worker. Labor is more than wages and as construction leaders, we need to comply with standards and requirements. 

Original article source: Southeast Staffing Agency

By Southeast Staffing Agency. 

The company’s flexible staffing model helps commercial and manufacturing roofing teams fill critical labor gaps with confidence.

In roofing, deadlines don’t wait — and neither do labor challenges. For more than 10 years, Southeast Staffing Agency has stood beside contractors and manufacturers, providing skilled, job-ready workers who fill the gaps and keep commercial and manufacturing roofing projects moving.

Originally known as Southeast Contracting Services, the company evolved into Southeast Staffing Agency to better reflect its mission: delivering flexible workforce solutions, not sending full crews. Whether it’s metal framing, sheet metal, EPDM, TPO or coatings, Southeast’s people step into critical roles, integrating seamlessly with existing teams.

Every worker is e-verified, drug tested, background checked and OSHA-10 certified — ensuring compliance, safety and readiness from day one.

What sets Southeast apart is its nationwide reach and focus on the roofing trades. The agency works in most U.S. states, understanding local job markets and labor challenges unique to construction. Every month, they place roofing professionals in temporary, contract and permanent positions, helping contractors scale their crews without slowing down projects. Their AI-powered matching process reduces time-to-hire by as much as 40 percent, and a 95 percent client satisfaction rate proves their model works. With access to top-tier roofing talent, from skilled sheet metal workers to experienced flat roof technicians, Southeast ensures companies can quickly staff the right people for the right job.

Southeast has also played an influential role in the roofing community, contributing insights through RoofersCoffeeShop® for more than five years. “Heidi has been a friend and a true connector for our industry,” says Teresa Ramirez, founder of Southeast Staffing Agency. “Together we’ve been able to highlight the real cost of labor and the cultural bridges that strengthen teams.”

By filling gaps instead of sending crews, Southeast continues to give roofing companies what they need most: confidence that projects will be delivered safely, on time and on budget.

By Southeast Contracting Services.

Control costs, reduce turnover and maintain project momentum with Southeast Contracting Services.

In today’s construction industry, the difference between meeting deadlines and facing costly delays often comes down to one thing: people. Having the right number of qualified workers, at the right time, is critical. Yet many companies still rely on the traditional approach of bringing in entire crews to staff their projects. While this may appear efficient at first glance, it can often lead to challenges — misaligned skills, rigid staffing structures and higher overall costs.

At Southeast Contracting Services, we believe there’s a better way. Instead of sending full crews, we specialize in filling the gaps — delivering only the workers you truly need, when you need them, with the flexibility to adjust as projects evolve.

The limitations of the crew model

When companies bring in full crews, they are often locked into an “all-or-nothing” arrangement. This approach presents several challenges:

• Excess labor costs: You may end up paying for more workers than the project actually requires.
• Limited flexibility: Construction timelines shift. With crews, you’re stuck with a fixed workforce regardless of real-time needs.
• Uneven skill sets: A full crew may not align perfectly with the specialized skills your project demands.

Filling the gaps: A tailored approach

Our workforce model is designed around adaptability and precision. We provide only the employees needed to keep your project on track — whether that means adding two experienced roofers, several general laborers or even a temporary project manager to cover a leadership gap.

Every worker we provide is thoroughly vetted through E-Verify, 12-panel drug testing, criminal background checks and OSHA-10 training. Beyond compliance, our workers bring reliability, experience and the readiness to adapt.

Mobility from the Rio Grande Valley

One of our core strengths is our mobility workforce strategy. Based in the Rio Grande Valley, our teams are prepared to travel statewide — supporting projects in San Antonio, Austin, Houston and beyond. This gives contractors access to a flexible labor pool without the overhead of hiring permanent staff for temporary needs.

Building smarter, not harder

By focusing on filling the gaps, rather than deploying entire crews, we help companies:

• Control costs by avoiding unnecessary labor.
• Reduce turnover through careful pre-screening and placement.
• Maintain project momentum, even when schedules shift.

For more than a decade, Southeast Contracting Services has partnered with construction firms nationwide to provide smart, scalable workforce solutions. Crews may build projects, but our approach ensures you’re never overstaffed, understaffed or left scrambling.

With over 30 years of staffing experience, Southeast Staffing Agency is a trusted partner in deploying skilled workers nationwide. 

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 Southeast Staffing Agency into their community. 

Southeast Staffing Agency has taken the lead in addressing the critical workforce shortage in the roofing industry. Based in the Rio Grande Valley, Texas, they help construction companies fill in the gaps for immediate and future job openings nationwide. Their mission is to support construction excellence by empowering the industry with tailored staffing solutions that create opportunities for growth and success for everyone while prioritizing ongoing safety education and strong partnerships with clients. 

Whether you are a skilled laborer seeking work or a company in the recruiting process, Southeast Staffing Agency has you covered. From EPDM to metal, coatings to hot torch applications, they staff professionals experienced in a variety of roofing systems. They specialize in the rapid deployment of skilled and unskilled labor for emergency repairs, disaster response or long-term projects. Short-term and long-term agreements can be made with quick turnarounds, ready to mobilize workers within 24-48 hours. Their staffing services support both local and national roofing needs, ensuring crews are never short-handed — no matter the timeline or location.  

Southeast Staffing Agency provides employers with peace of mind by ensuring full E-Verify compliance and helping businesses avoid the risks of hiring undocumented workers. Our flexible labor pool is fully verified, skilled and ready to contribute from day one — giving you a reliable workforce solution you can trust. 

With a 98% client retention rate and thousands of square feet installed annually, Southeast Staffing Agency is a proven partner for commercial and industrial roofing projects. From small crews to large-scale operations, their flexible models are designed to scale with your project needs. 

The Coffee Shops are proud to welcome Southeast Staffing Agency!

By Jenny Yu.  

Discover how this labor partner helps contractors navigate compliance, insurance and hiring before the work begins. 

Accurate labor cost estimating can make or break a construction project, especially when working across states or with unfamiliar crews. Southeast Staffing Agency helps contractors fill in the gaps and avoid hidden labor costs so they can make informed decisions and bid with confidence. 

“We want to make a team. We’re here for a partnership,” Teresa Ramirez, CEO and founder of Southeast Staffing Agency, shared in an episode of Roofing Road Trips®. “We don’t just send the workers and say, ‘Whatever you do, it's not my problem.’ No. What we want to do is share our knowledge and be very detail-oriented about how much this will cost you and how we can help to reduce those costs.” 

Wages are only one part of the labor equation. Travel, project duration, materials, per diems, workers’ compensation and compliance with local laws all impact total costs. Underestimating these can result in shrinking margins or project delays. 

“It’s very important to talk about the duration of the project, the type of material you're going to use. Each state has its own rules, requirements and laws. When you are sending people to other locations — for example, if you are in Minnesota and you are sending people to Iowa or New York — the laws are different there,” Teresa explained. “Also, you need to be aware that the insurance is different between one state and another. Make sure that your workers' comp covers the state that you're going to work with.” 

Furthermore, Teresa stressed the importance of thoroughly vetting workers to ensure dependability and performance. Southeast Staffing Agency conducts background checks, face-to-face interviews and drug testing before placing any workers on a job site.  

“Our workers are from the Rio Grande Valley, but we do an extensive background check in the state of Texas,” she said. “One very important thing is that we do not just recruit by phone or by Zoom call, because at the end of the day, it's construction workers. We need to see them.” 

Southeast Staffing Agency also helps contractors weigh whether to use local or traveling crews, depending on the job’s size and complexity. 

“At the end of the day,” Teresa said, “you're going to have your supervisor, your superintendents, your skilled workers there, making sure that your project will be quality.” 

Read the transcript or Listen to the episode to learn more about Southeast Staffing Agency and how they can help you avoid hidden labor costs for your next project.  

By Teresa Ramirez, Southeast Contracting Services.  

The changing landscape of labor in roofing: Adapting to new realities.

Change is everywhere. From the phones in our pockets to the way we shop, connect and even work, nothing looks quite like it did just a few years ago. Social media runs faster than the news, technology updates constantly and expectations around time, quality and flexibility have all shifted. The roofing industry is no exception.

Since COVID-19, mobility has taken on a whole new meaning. People move differently, work differently and employers have had to adjust quickly. Remote work reshaped some industries, but for hands-on trades like roofing, the big shift has been in how labor is sourced, managed and protected.

One of the most significant forces driving the roofing workforce today is the Hispanic community. Across the U.S., Latino workers make up a large and growing part of the skilled labor force and in roofing, they are often the backbone of production. But to truly support and engage this workforce, companies need more than just bilingual communication.

HR teams, project leads and staffing partners must understand not just the language, but the culture, values and employment laws that impact these workers. From onboarding to compliance, it’s not just about translating a form, it’s about bridging a gap with respect, clarity and knowledge.

Having HR professionals who are culturally aware and trained in employment law is key to avoiding misunderstandings, meeting state and federal requirements and building trust. When recruiting someone with a Latino background, there are layers that go beyond paperwork, such as navigating legal documentation, explaining workers’ comp rights or simply ensuring that expectations are clearly understood from day one.

More contractors are now embracing flexible staffing models — not only to handle labor shortages, but to build stronger teams that reflect the reality of today’s workforce. It’s a shift toward smarter, more inclusive practices that reduce risk, lower costs and help companies grow with confidence.

It’s not always easy to change. But holding onto outdated systems — whether it’s the way we recruit, train or communicate — can slow down progress. Being open to new ways of working, understanding the real cost of labor and appreciating the people who make up our crews is more important than ever.

The industry is moving forward. And those who adapt — not just to trends, but to the people behind the work, will lead the way.