A siding company general manager runs the sales team, install crews and office day to day and owns the profit they produce. They visit job sites to check installs, settle homeowner complaints, keep change orders priced, and make sure the work sold fits the company's state registration.
By the HireBus team · Updated · Pay data: BLS, May 2025
Median pay, structure and exterior contractors · BLS, May 2025
Annual pay: 10th percentile $51,090, middle half $74,190 to $154,760, 90th percentile $210,280. Source: BLS Occupational Employment and Wage Statistics, May 2025.
Reports to
Chief Operating Officer
Department
Operations
Schedule
Weekdays 8 to 5, longer in peak season · Monday to Friday, 8 AM to 5 PM, with daily site visits, longer peak-season days and some on-call during key phases.
Also called
Branch manager · Exteriors division manager · Location general manager
Siding company general manager 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.
Responsible for the overall strategic leadership and operational management of the siding and exterior cladding division to ensure superior quality installations and sustainable business growth. Acts as a key decision-maker in directing department functions and monitoring performance indicators across all facets of the business. Partners with executive leadership to uphold company values and drive operational excellence.
2. Essential Duties and Responsibilities
Directs multiple departments to ensure alignment with company objectives and industry standards.
Monitors key performance indicators (KPIs) and implements strategies for continuous improvement.
Oversees project management to guarantee that installations meet quality and safety standards.
Leads cross-functional teams to optimize workflow, resource allocation, and customer satisfaction.
3. Key Tasks / Daily Activities
Reviews daily performance reports and adjusts operational strategies as needed.
Conducts regular meetings with department heads to discuss progress, challenges, and opportunities.
Visits project sites to evaluate installation quality and resolve discrepancies.
Engages with customers to ensure high satisfaction levels and address any service concerns.
4. Key Performance Indicators (KPIs)
Quality Installation Rate: Achieve or exceed 98% first-time installation quality.
Project Completion Efficiency: 95% of projects completed on schedule.
Customer Satisfaction Rating: Maintain a rating above 4.8 stars.
Cost Efficiency: Meet or exceed a minimum of 20% gross margin on projects.
5. Required Qualifications and Skills
Bachelor’s degree in Business Administration, Construction Management, or a related field.
Minimum of 7 years’ experience in operational management within the home services industry.
Proven leadership skills with a strong emphasis on team building and performance management.
Excellent analytical, communication, and problem-solving skills.
6. Preferred Experience
Prior experience in siding, exterior cladding, or a closely related construction field.
Hands-on experience with project management and budgeting in the home improvement industry.
Familiarity with industry-specific compliance standards and safety protocols.
Experience in driving operational efficiencies and managing cross-departmental projects.
7. Physical Requirements
Ability to occasionally lift or move up to 25 lbs.
Required to visit job sites, which may involve exposure to outdoor weather conditions.
Capable of standing and walking for extended periods during site inspections.
Comfortable with working in diverse environments including active construction zones.
8. Work Environment and Schedule
Standard work hours are Monday through Friday, 8:00 AM to 5:00 PM.
Flexibility required, including potential extended hours during peak project periods.
Local travel to project sites and client locations on a daily basis.
Occasional on-call responsibilities during critical project phases.
9. Compensation and Benefits
Competitive salary range of $90,000 to $120,000 per year based on experience.
Performance-based bonus structure tied to departmental KPIs.
Comprehensive health, dental, and vision insurance packages.
401(k) plan with company match and other fringe benefits.
10. Company Culture and Overview
At [INSERT COMPANY NAME HERE], we are dedicated to providing quality home improvement services while fostering a culture of innovation, collaboration, and continuous growth.
Our inclusive environment values proactive leadership and teamwork, empowering employees to achieve both personal and professional success.
We celebrate achievements and invest in our team's development to drive excellence and customer satisfaction.
Join a company whose mission is to enhance homes and lives through exceptional service and expert craftsmanship.
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].
Need help filling this role? HireBus posts the ad, Iris interviews every applicant by phone before you do, and you decide who to hire. Start hiring now
The GM sees each job from contract to callback. Registration rules shape what the company may sell, and change orders and callbacks decide what it keeps.
South Carolina's siding registration has edges
South Carolina registers vinyl and aluminum siding installers as a residential specialty for jobs over 500 dollars. A specialty contractor can't take work outside the scope of its registration, even by hiring or subcontracting someone else to do it, and can't build additions without a residential builder or other licensed person supervising. The list doesn't name fiber cement or wood, so ask the commission which registration covers them before you sell them. Source: S.C. Code Title 40, Chapter 59: Residential builders and specialty contractors.
Rhode Island expects classes and updates
A new Rhode Island registration needs proof of five hours of pre-registration education, and each renewal needs two and a half hours of continuing education for residential contractors. A registered company must also tell the board in writing right away when its partners or officers change. Keep course dates, renewals and board notices on one calendar so the registration never lapses. Source: R.I. Gen. Laws § 5-65-5: Application for registration and continuing education.
Rot and trim decide the margin
Nobody knows how much rotted sheathing or trim sits behind old siding until it comes off. Put a unit price for replacement sheets and boards in every contract, have the crew photograph the damage before fixing it, and get the homeowner's signature on a change order the same day. When a job runs over, fix the estimate template, not just that job.
Callbacks point to a crew or a product
Log every callback with the crew, product, side of the house and cause, such as wavy panels, open caulk joints, unpainted cut ends or water at a window. Review the log monthly with the production and sales leads. One crew's repeat problem is a coaching job. The same problem across crews means the estimate, the product or the install standard needs to change.
How much siding company general managers make
The closest BLS group for siding company general managers is general and operations managers. General and operations managers who work for foundation, structure, and building exterior contractors earned a median of $102,230 a year ($49.15 an hour) in May 2025, according to the Bureau of Labor Statistics. That’s below the $105,770 median for general and operations managers in all industries. About 30,750 of the 3,503,020 general and operations managers in that survey work for structure and exterior contractors.
Salary plus the template's bonus on department KPIs. Weight that bonus toward job margin and callbacks, since a GM controls those most.
Structure and exterior contractors
$102,230$102,230 median Middle half $74,190–$154,760 10th–90th $51,090–$210,280
All industries
$105,770$105,770 median Middle half $72,320–$167,280 10th–90th $50,090–$253,390
$0k$50k$100k$150k$200k$250k$300k
10th–90th percentileMiddle halfMedianAnnual pay, May 2025. Source: BLS Occupational Employment and Wage Statistics.
Annual pay by percentile
Group
10th
25th
Median
75th
90th
Structure and exterior contractors
$51,090
$74,190
$102,230
$154,760
$210,280
All industries
$50,090
$72,320
$105,770
$167,280
$253,390
BLS doesn’t publish pay for siding contractors on their own. These figures cover foundation, structure and building exterior contractors, which include them. 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 a home improvement location or division and owned its profit
Finds the line where a job lost money on a cost report
Leads sales and production managers who don't always agree
Settles homeowner complaints in person and confirms the fix in writing
Knows how a siding job is measured, sold and installed
Teach these on the job
How each maker handles warranty claims
Registration and permit rules in each state you serve
Your CRM, estimate template and photo app
Association and builder contract terms
Your callback and change order process
The GM works in the CRM where contracts, change orders and callbacks are logged, the estimate template reps price from, and the crews' photo app. Insist on one weekly report that shows each job's estimated and actual cost side by side.
Siding company general manager 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 · Fixing a rep's insurance promise
A homeowner is angry that insurance will pay to replace only the damaged walls, and your rep promised the whole house. What do you do?
A strong answer: Talks with the homeowner and the rep, owns any promise the rep shouldn't have made, explains options honestly (matching, salvaging pieces, paying the difference) and retrains or disciplines the rep.
Behavioral · Removing a harmful employee
Tell me about a time you let go of a strong installer or crew lead whose behavior was hurting the team. How did you handle it?
A strong answer: Documented the behavior, gave clear warnings and a chance to change, made the decision, handled it respectfully and explained the standard to the team.
Use the template's targets as examples of what to measure. Replace them with your own once you've tracked a full year of installs and callbacks.
Quality Installation Rate
Count jobs that passed the final walk-through and had no callback within your warranty review window, divide by all jobs finished, and keep the failures by crew.
Project Completion Efficiency
Set each job's finish beside the date promised at signing, leaving out delays the homeowner asked for, and record why each late job slipped.
Customer Satisfaction Rating
Combine each homeowner's post-job survey score with public reviews from the same month, and have the GM call every homeowner who rates the job low.
Cost Efficiency
Figure gross margin per job from final invoices and actual costs, change orders and callbacks included, and compare it with the margin the estimate planned.
Career path
Sales manager or operations managerRuns either the in-home reps or the crews and schedule, and learns where sold jobs go wrong in production.
General managerOwns sales, installs and the office, and the profit they produce.
Some every day. The GM walks the outside of a house during an inspection, stands on an active site during tear-off, and may move sample boards, a box of trim or a ladder weighing up to 25 pounds. Those visits are outdoors in whatever weather the day brings. Wear the crew's hard hat and eye protection on site, and make reasonable accommodations available.
How much does a siding company general manager make?
General and operations managers who work for foundation, structure, and building exterior contractors earned a median of $102,230 a year ($49.15 an hour) in May 2025, according to the Bureau of Labor Statistics. The middle half earned between $74,190 and $154,760 a year. Pay also depends on your local market, experience and bonus terms.
How often should a siding GM be on job sites?
The template calls for daily local travel, so plan it. Visit starts on large or unusual houses, any job with a new crew, and final walk-throughs where the homeowner has raised a concern. Drop in unannounced on routine jobs each week too. A GM who only sees houses when something goes wrong learns about crews too late.
Who should handle warranty claims with the siding maker?
The GM owns the maker relationship, so claims should go through them. Production gathers photos, product labels and the install date, and the GM files the claim and keeps the homeowner informed. Learn each maker's claim steps before you need them, and keep install photos and labels on file for every job so a claim years later still has proof.
Who should approve discounts below the price book?
The GM. Reps want the deal and the sales manager is paid on volume, so a price below the floor margin should need the GM's written approval. Give the sales manager a small band to approve alone. At month end, compare every approved exception with the job's final margin to see whether it paid off.
