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Topa Group is a talent partner working with integrators, contractors, and…
Topa Group is a talent partner working with integrators, contractors, and…
Articles by Jonathan
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Using Industry Specific Recruiters to Grow your Business
Using Industry Specific Recruiters to Grow your Business
In today’s competitive job market, finding top talent can be a challenging task for companies of all sizes. This is…
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27K followers
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Jonathan Rigsbee posted thisThis AV company made a bold decision last year... They now let their salespeople generate business HOWEVER they like. It's been incredibly effective I was talking to one of my main clients recently, and he told me something that completely changed my perspective on sales management. "You're not going to make us any money sitting behind a desk in an office," he tells his sales team. "So go hit the pavement and start generating business however you see fit." The catch is if you don't generate business, you're not working there. This isn't about working from your kitchen table in pajamas, but getting out there and meeting people face-to-face. On the residential side, that means visiting job sites where new developments are going up, meeting general contractors on-site, talking to architects about smart home integration and showing up at home builder exhibitions. Commercial salespeople are out nurturing existing client relationships, making sure their company gets chosen for the next big project instead of the competition. And well, the results speak for themselves. I've placed salespeople with companies that embrace this approach, and they consistently outperform those stuck in traditional office environments. What I've learned is that the best salespeople in the AV industry aren't order-takers waiting for leads to come in. They're hunters who understand that real business happens when you're out there building relationships. Your competitors are probably still having their sales teams sit in conference rooms all day, making cold calls and waiting for inbound leads. Meanwhile, your remote salespeople are shaking hands with decision-makers and walking job sites where million-dollar projects are being planned. The question isn't whether remote sales works. It does. It's been proven. Time and time again. The real question is whether you're brave enough to trust your people to go out there and make it happen. Many aren't. But in that case, should they be working for you?
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Jonathan Rigsbee posted thisThis salesperson was STUCK in the market. He closed nearly $1.5m p.a in AV and home automation. We moved him, and his comp has nearly doubled He wasn't doing the basic TV installs and speaker packages, but he wasn't doing fully custom $500K+ mansion systems either. Think full-home automation for $2–4M houses. Lighting control, security, theatre rooms, and integrated audio. Good projects, solid clients. He was a consistent performer, but he could see the ceiling approaching. Most of the deals lived in the same range, on the same types of builds and within the same budgets. Then, an opportunity came up with a company that operated in a completely different tier of the market. The projects were starting well into six figures, on fully integrated systems in luxury homes where automation, lighting, security, and entertainment are all designed together from day one. The kind of projects where the homeowner expects the technology to work flawlessly, and the salesperson needs to be comfortable advising architects, builders, and high-net-worth clients. The barrier to entry for those projects is high. Most salespeople never even get the chance to sit in those conversations. But this company could put the right structure around him. His base salary only increased slightly, but his 𝘁𝗼𝘁𝗮𝗹 𝗰𝗼𝗺𝗽𝗲𝗻𝘀𝗮𝘁𝗶𝗼𝗻 𝗻𝗲𝗮𝗿𝗹𝘆 𝗱𝗼𝘂𝗯𝗹𝗲𝗱. 6 months later, he's working on projects in a completely different category. Homes where a $400K–$600K automation system is considered part of the build, not an upgrade. He just needed the right platform; he already had the skills. Here's what made the difference: • Access to larger, fully custom projects • Mentorship on navigating luxury builds and client expectations • Collaboration with architects and builders early in the process • A commission structure aligned with larger deal values Sometimes the best career moves are just about finding the environment where the same skills produce a completely different outcome.
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Jonathan Rigsbee reposted thisJonathan Rigsbee reposted thisHIRING NOW! Actively looking for a Commercial Audio Visual Site Superintendent & Foreman in Boise, ID. Superintendent: $100k - $120k Foreman: $35 - $40/hr. If interested feel free to reach out! Marley@Topagroup.net | 805-710-8332
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Jonathan Rigsbee reposted thisJonathan Rigsbee reposted thisWe’re hiring! I’m looking for a Mid-to-Senior level Design Engineer who can help scale proposal throughput for a fast-growing company focused on Federal / DoD AV Projects in the Tampa Area. • You’ll work on high-impact, mission-critical AV projects • You’ll help shape and streamline proposal workflows • You’ll be part of a company that’s scaling quickly • Hybrid schedule with strong team collaboration Requirements: • Ability to obtain (or currently hold) a security clearance • Previous AV Design / Sales Engineering background. DM me directly if you’re interested or know someone who would be a great fit. #Hiring #EngineeringJobs #DesignEngineer #GovTech #Defense #AVIndustry #NowHiring #TampaJobs
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Jonathan Rigsbee posted thisThis alarm technician expected another boring interview. Instead, my client handed him tools and said: "Show me what you can do." He walked into the office expecting the usual Q&A session. I expect you know the drill and have been in many yourself. Tell me about yourself, where do you see yourself in five years, all that standard stuff. But this company does things differently. They've got a fire alarm panel set up right in their office. They have real equipment, real scenarios and real problems to solve. "We need you to troubleshoot this alarm and test it for default," they told him. No personality assessments that take an hour after a 10-hour workday, and no waiting weeks between phone screens and in-person meetings. Just pure, hands-on demonstration of skill. He spent 30 minutes working through the system, identified the issue and fixed it, explaining his process clearly. By the time he finished, the hiring manager had seen everything they needed to know. They gave him an offer on the very same day. I've watched other companies lose solid NICET-certified technicians because they're dragging candidates through weeks of assessments and multiple interview rounds. These skilled workers are interviewing with multiple companies and those who move fast win the talent. If you want to know if someone can do the job, let them do the job. That sounds simple, but the companies that take this approach are few and far between. Working interviews eliminate guesswork and show competence immediately. They also respect the candidate's time. This approach has given my client one of the best hit rates I've seen in technical hiring. Food for thought, perhaps if you're struggling to hire currently.
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Jonathan Rigsbee posted thisThis AV salesperson closed $1.8M in deals last year. Then his company changed his commission structure. On what he'd ALREADY billed. He lost $34K. This was a sales rep who'd been with the same AV integration firm for 4 years and was a highly consistent performer. His clients loved him and he'd just wrapped his biggest year ever, closing just under 2 million dollars in commercial installs. Then three weeks before his quarterly commission check was due, he got an email about his new commission policy. Effective immediately. Oh and... it applied to deals already closed, not just future ones. On paper, someone will argue about whether that’s even legal. And honestly, I'm not sure it is, but legal or not, it shattered every ounce of trust. In one email, he lost roughly $34,000 he'd already earned. He quietly called me very shortly afterwards and told me he was open to hearing what else was out there. Companies can get aggressive with their top sales talent when margins tighten, and assume loyalty buys silence. And it does, sometimes, for a while. But the salespeople worth keeping always have options. Top AV sales reps aren't easy to replace. They carry client relationships, technical knowledge, and a reputation that takes years to build. When you claw back what they've already earned, you're telling them exactly how you value their trust.
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Jonathan Rigsbee reposted thisJonathan Rigsbee reposted thisNOW HIRING: Fire Sprinkler Designer Project Manager (San Francisco, CA) I'm partnering with a growing Fire protection company that's seeking a Sr. Fire Sprinkler Designer PM who is ready to step into a higher-Level role. PAY: $90K-$150K/yr + Full benefits, etc.. If Interested, or know someone who may be, Please email me @ David.crane@topagroup.net
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Jonathan Rigsbee posted thisThis fire suppression technician was due a pay raise 2 years in, and he still hadn't seen a dime. So he quit Now he's accepting a better offer with my client. When he finally went back to check his original offer letter, he found the truth buried in the fine print. The asterisk next to his promised raise required his department's revenue to TRIPLE before he'd see any increase. I was prepping this guy yesterday for a potential counter offer from his current employer after he'd accepted a position with one of my clients I always walk candidates through what might happen when they hand in their notice. "Oh no, man," he told me. "There's no going back. They broke their initial promises to me. Whatever they tell me now doesn't mean anything." Turns out his company had been acquired by a large corporation during his time there. When the acquisition happened, they sold him on the dream of growth and advancement. But when it came time to deliver, suddenly there were impossible conditions hidden in the small print. He's now accepted an offer with my client for $37 an hour, up from $32. But more importantly, this company laid out their compensation structure clearly in the offer letter. There were no asterisks or fine print. Just honest, straightforward terms about what he can expect to earn. They even set him up on a call with one of their lead guys so he could ask real questions about the role and compensation structure from someone actually doing the work. If a company hides important details in fine print, they're already showing you how they'll treat you as an employee.
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Jonathan Rigsbee reposted thisJonathan Rigsbee reposted thisHIRING NOW!!! Position: Commercial - Service Electrician Verticals: Gyms & Grocery Stores / Retail Location: 🏙️ Los Angeles / Orange County Compensation: 🤑 $35 - $45/hr If you or somebody you know are interested, feel free to reach out! 805-710-8332 | Marley@Topagroup.net #hiring #hiringnow #hiringimmediately #electrician #service
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5d
Welcome to the team!
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3mo
Huckleberry Hamill just got back into skating after about a decade now that my son is 3. Gotta teach the next generation
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Jonathan Rigsbee liked thisThis AV company made a bold decision last year... They now let their salespeople generate business HOWEVER they like. It's been incredibly effective I was talking to one of my main clients recently, and he told me something that completely changed my perspective on sales management. "You're not going to make us any money sitting behind a desk in an office," he tells his sales team. "So go hit the pavement and start generating business however you see fit." The catch is if you don't generate business, you're not working there. This isn't about working from your kitchen table in pajamas, but getting out there and meeting people face-to-face. On the residential side, that means visiting job sites where new developments are going up, meeting general contractors on-site, talking to architects about smart home integration and showing up at home builder exhibitions. Commercial salespeople are out nurturing existing client relationships, making sure their company gets chosen for the next big project instead of the competition. And well, the results speak for themselves. I've placed salespeople with companies that embrace this approach, and they consistently outperform those stuck in traditional office environments. What I've learned is that the best salespeople in the AV industry aren't order-takers waiting for leads to come in. They're hunters who understand that real business happens when you're out there building relationships. Your competitors are probably still having their sales teams sit in conference rooms all day, making cold calls and waiting for inbound leads. Meanwhile, your remote salespeople are shaking hands with decision-makers and walking job sites where million-dollar projects are being planned. The question isn't whether remote sales works. It does. It's been proven. Time and time again. The real question is whether you're brave enough to trust your people to go out there and make it happen. Many aren't. But in that case, should they be working for you?
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Jonathan Rigsbee liked thisThis salesperson was STUCK in the market. He closed nearly $1.5m p.a in AV and home automation. We moved him, and his comp has nearly doubled He wasn't doing the basic TV installs and speaker packages, but he wasn't doing fully custom $500K+ mansion systems either. Think full-home automation for $2–4M houses. Lighting control, security, theatre rooms, and integrated audio. Good projects, solid clients. He was a consistent performer, but he could see the ceiling approaching. Most of the deals lived in the same range, on the same types of builds and within the same budgets. Then, an opportunity came up with a company that operated in a completely different tier of the market. The projects were starting well into six figures, on fully integrated systems in luxury homes where automation, lighting, security, and entertainment are all designed together from day one. The kind of projects where the homeowner expects the technology to work flawlessly, and the salesperson needs to be comfortable advising architects, builders, and high-net-worth clients. The barrier to entry for those projects is high. Most salespeople never even get the chance to sit in those conversations. But this company could put the right structure around him. His base salary only increased slightly, but his 𝘁𝗼𝘁𝗮𝗹 𝗰𝗼𝗺𝗽𝗲𝗻𝘀𝗮𝘁𝗶𝗼𝗻 𝗻𝗲𝗮𝗿𝗹𝘆 𝗱𝗼𝘂𝗯𝗹𝗲𝗱. 6 months later, he's working on projects in a completely different category. Homes where a $400K–$600K automation system is considered part of the build, not an upgrade. He just needed the right platform; he already had the skills. Here's what made the difference: • Access to larger, fully custom projects • Mentorship on navigating luxury builds and client expectations • Collaboration with architects and builders early in the process • A commission structure aligned with larger deal values Sometimes the best career moves are just about finding the environment where the same skills produce a completely different outcome.
Experience & Education
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Topa Group, Inc.
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Spanish
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German
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English
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