A gutter company COO runs installs across every crew and market: the machines, coil supply, safety program and quality standard. They turn the sales team's signed jobs into finished gutters and guards, and report production and callbacks to the CEO.
By the HireBus team · Updated · Pay data: BLS, May 2025
Median pay, specialty trade contractors · BLS, May 2025
Annual pay: 10th percentile $69,930, middle half $100,570 to $283,340, 90th percentile $386,670. Source: BLS Occupational Employment and Wage Statistics, May 2025, specialty trade contractors.
Reports to
Chief Executive Officer
Department
Operations
Schedule
Weekdays 7 to 5, on call when needed · Monday to Friday, 7 to 5, plus evenings and weekends in the spring and fall peaks, and on call for urgent problems
Also called
VP of operations · Director of operations · Director of installation
Gutter company COO job description template
This is our Role Blueprint, word for word. Replace the highlighted fields and adjust the example targets and pay to fit your company.
The Chief Operating Officer (COO) in the gutter installation industry is responsible for optimizing installation processes, enhancing operational efficiency, and managing resources effectively. This role directly impacts the company's profitability and customer satisfaction by ensuring high-quality service delivery and streamlined operations.
2. Essential Duties and Responsibilities
Oversee daily operations of installation teams to ensure timely and quality completion of projects.
Implement process improvements to enhance operational efficiency and reduce costs.
Manage resource allocation, including labor and materials, to optimize productivity.
Develop and maintain operational policies and procedures to ensure compliance and safety.
Utilize industry-standard software such as CRM and project management tools to track performance and progress.
Collaborate with the sales and customer service teams to align operations with customer expectations.
Monitor and report on operational performance metrics to the executive team.
Drive initiatives for continuous improvement and innovation in installation techniques.
3. Key Tasks / Daily Activities
Conduct daily briefings with installation teams to review schedules and address any issues.
Perform site visits to ensure compliance with quality and safety standards.
Review and approve project estimates and timelines.
Analyze daily and weekly operational reports to identify trends and areas for improvement.
Provide coaching and training to team leaders to enhance their management skills.
Ensure timely procurement of materials and equipment necessary for installations.
Coordinate with the finance department to manage budgets and expenditures.
Follow up on customer feedback to address any service issues promptly.
4. Key Performance Indicators (KPIs)
Installation completion rate: ≥ 95% on-time.
Customer satisfaction score (CSAT): ≥ 4.8/5.0.
Callback rate: ≤ 3%.
Operational cost efficiency: Reduce costs by 10% annually.
Employee productivity: Average 3 installations per team per day.
30/60/90-day ramp expectations: Achieve 80% of target KPIs by day 90.
5. Required Qualifications and Skills
Bachelor’s degree in Business Administration, Operations Management, or related field.
Proven experience in operations management within the construction or home services industry.
Proficiency in project management software and CRM systems.
Strong leadership and team management skills.
Excellent problem-solving and decision-making abilities.
Valid driver’s license and ability to travel to job sites.
6. Preferred Experience
5+ years of experience in a senior operations role in the gutter installation or similar industry.
Experience with Lean or Six Sigma methodologies.
Familiarity with local building codes and regulations.
Previous experience in a customer-facing role.
7. Physical Requirements
Ability to lift up to 50 lbs occasionally.
Comfortable working in various weather conditions.
Willingness to travel to multiple job sites within the region.
Use of personal protective equipment (PPE) as required.
8. Work Environment and Schedule
Typical work hours are Monday to Friday, 7 AM to 5 PM.
Occasional weekends and evenings during peak seasons.
On-call availability for urgent operational issues.
Seasonal workload variations, with peak demand in spring and fall.
9. Compensation and Benefits
Competitive base salary with performance bonuses tied to KPIs.
Payouts contingent on quality safeguards such as CSAT and low callback rates.
Comprehensive benefits package including health insurance, retirement plan, and paid time off.
Opportunities for professional development and growth within the company.
10. Company Culture and Overview
At [INSERT COMPANY NAME HERE], we are committed to excellence in craftsmanship, safety, and customer satisfaction. Our team is dedicated to continuous improvement and innovation, ensuring that we deliver the highest quality service. We foster a culture of accountability and growth, where every employee is empowered to contribute to our success and build a rewarding career.
11. How to Apply
If you meet the above criteria and want to be part of a growth-oriented company focused on customer satisfaction, please send your resume to [INSERT EMAIL HERE] or apply online at [INSERT WEBSITE LINK HERE].
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The template's targets assume several installs per crew per day, so the COO runs a high-volume system rather than a few long projects. These parts differ.
Fascia work on older homes brings EPA's lead rule
Pulling old gutters often means replacing rotted, painted fascia. On homes built before 1978, firms paid to disturb paint must be certified in lead-safe work. EPA's minor repair exception covers exterior jobs that disturb up to 20 square feet of paint, but not work that demolishes painted surfaces, so tearing out painted fascia may not qualify. Iowa runs its own program in place of EPA's. The COO decides who gets certified and how estimates flag older homes. Source: U.S. EPA: Lead Renovation, Repair and Painting Program.
Tall houses and commercial jobs bring lifts
Some buildings are too tall for the crew's ladders and call for a boom lift. OSHA's aerial lift rule lets only authorized persons operate one, requires a daily check of the lift controls before use, and bans belting off to a nearby structure. Installers tie off to the boom or basket, never to the fascia. Decide which crews are trained and who books the rentals. Source: eCFR: 29 CFR 1926.453, aerial lifts.
Machines set the day's capacity
Each crew forms its gutters on a machine in a trailer, so the number of working machines caps how many jobs leave the yard each morning. Some machines form only one profile, which means six-inch and box gutter jobs may compete for fewer trailers. Keep a maintenance log for rollers, the shear and the drive, and decide when a spare machine earns its place.
Sold jobs need an honest lead time
In spring and fall, sales can sign work faster than crews can put it up. Publish a lead time each week from the backlog in crew-days, and have sales quote that number to customers. When the promise and the calendar drift apart, customers cancel or complain, and the completion and satisfaction numbers show it within weeks.
Guard installs are their own line
A guard job over existing gutters needs no machine and goes faster than a full system, but the old gutters' pitch and hangers have to be checked first. Decide whether guard work goes to dedicated crews or fills gaps in the gutter crews' days, then price and schedule it to match that choice.
How much gutter company COOs make
The closest BLS group for gutter company COOs is chief executives. Chief executives who work for specialty trade contractors earned a median of $169,170 a year ($81.33 an hour) in May 2025, according to the Bureau of Labor Statistics. That’s below the $213,990 median for chief executives in all industries. About 3,830 of the 204,350 chief executives in that survey work for specialty trade contractors.
A base salary with a production and quality bonus is the common setup. This template pays the bonus only when customer ratings and the callback rate hold up.
Specialty trade contractors
$169,170$169,170 median Middle half $100,570–$283,340 10th–90th $69,930–$386,670
All industries
$213,990$213,990 median Middle half $129,540–$356,200 10th–90th $75,700–$507,730
10th–90th percentileMiddle halfMedianAnnual pay, May 2025. Source: BLS Occupational Employment and Wage Statistics.
Annual pay by percentile
Group
10th
25th
Median
75th
90th
Specialty trade contractors
$69,930
$100,570
$169,170
$283,340
$386,670
All industries
$75,700
$129,540
$213,990
$356,200
$507,730
BLS counts too few chief executives at structure and exterior contractors for a steady figure, so these figures cover specialty trade contractors. Post a real range for your market in the ad.
The pay line in the template above is an example from our Role Blueprint. Set yours from these figures and what local companies pay.
Skills to hire for, and what you can teach
Hire for these
Has run several crews or locations from one set of standards
Turns weekly production and callback numbers into changes in the field
Sets up safety programs for ladders, lifts and lead-safe work
Plans capacity from the backlog and the season
Coaches field leaders who came up as installers
Teach these on the job
Gutter profiles, hangers, guards and sealants
Seamless machine setup and upkeep
EPA lead-safe certification steps
Your CRM and project management tools
Local coil distributors and lift rental yards
The COO sets how crews use the CRM and project management tools, so job photos, completion sign-off and callback tickets all land in one place. On the equipment side, they keep a record for every machine, trailer and truck and set the rules for lift rentals.
Gutter company COO interview questions
Two of the 6 questions we'd ask, and what a strong answer sounds like. Ask every candidate the same questions, and rate each answer on your own before you compare notes.
Situational · Reversing a safety trend
There have been [three] ladder incidents this year across different crews. What do you do?
A strong answer: Investigates each for root causes (setup, footing, standoffs, rushing), fixes equipment and training, sets clear rules, has supervisors audit ladder setups and tracks near misses.
Behavioral · Using subcontracted installers
Tell me about a time you brought in subcontracted installers to meet fall demand. How did you protect quality and the company's name?
A strong answer: Checked license, insurance and past work, made sure they were truly independent businesses, set written standards for hangers, sealing, cleanup and photos, started them on simple jobs, inspected early and dropped any who missed.
Use the template's numbers only until you have your own. Base each target on a full year of your installs, since spring, fall and winter look so different.
Installation completion rate
Scheduled installs finished on their booked day, by crew and by market, read weekly so one slipping crew shows up early.
Customer satisfaction score (CSAT)
Survey scores collected after each install, grouped by crew, with each low score sent to a field leader for follow-up within the week.
Callback rate
Return visits for leaks, sagging runs or loose downspouts divided by jobs finished, sorted by cause and crew from the callback tickets.
Operational cost efficiency
Field cost per installed foot, covering crew pay, coil, fasteners, fuel, lift rentals and machine repairs, compared season to season.
Employee productivity
Installs and installed feet per crew day, from completion reports, with ranch homes and multi-story jobs compared separately.
30/60/90-day ramp expectations
Agree on which reports, crew ride-alongs and safety reviews the new COO completes by each checkpoint, then score the metrics against your plan.
Career path
Operations managerRuns the daily schedule, crews and coil stock for one market.
General managerOwns a market's sales, installs and customer service.
Chief operating officerSets the install system, safety program and equipment plan for every market.
What do the template's lifting and weather lines mean for a gutter COO?
The template's wording stays as it is. For a COO it describes site visits: carrying a box of hangers or a downspout bundle of up to 50 pounds, standing in rain, cold or sun while a crew works, driving between jobs, and putting on eye protection and work gloves at the house. Tell candidates how often you expect them in the field.
How much does a gutter company COO make?
Chief executives who work for specialty trade contractors earned a median of $169,170 a year ($81.33 an hour) in May 2025, according to the Bureau of Labor Statistics. The middle half earned between $100,570 and $283,340 a year. Pay also depends on your local market, experience and bonus terms.
What does a gutter COO look for in an estimate?
The template has the COO approve estimates and timelines. The general manager checks the price, while the COO checks what the job will take: a lift, a carpenter for rotted fascia, or lead-safe steps on an older home. The COO also checks that the promised date fits the crews already booked. Catching a gap before the job is scheduled saves a wasted trip.
Which reports should a gutter COO read each week?
Feet installed per crew, jobs finished against jobs promised, callbacks by cause, machine downtime, coil scrap and the backlog in crew-days by market. Together they show whether sales and production are in step and which crew needs a field leader's attention first.
Should a gutter company rent lifts or buy one?
Rent until a lift would be out most weeks of the season. Owning one adds storage, transport, upkeep and inspection records to the COO's list, and a lift sitting in the yard earns nothing. Track rental days for a full year, then compare that cost with a lift's payment, insurance and upkeep.
