# Martin Pettigrew

Martin Pettigrew shares leadership and business-growth advice for roofing contractors, including how to build stronger teams, systems, and customer service. His posts also show a connection to Maverick Metal & Roof Supply.

- Profile: https://b2binfluencer.marketing/creators/martin-pettigrew/
- LinkedIn: https://www.linkedin.com/in/martin-pettigrew-0069385b
- LinkedIn followers: 19,618
- Median of last 6 posts: 29 reactions, 1 comments (checked 2026-11-02)
- Topics: artificial-intelligence, leadership, recruiting, leadership-development, customer-experience
- Based on 8 dated posts, latest 2026-09-29

## Summary

Martin Pettigrew is useful for roofing leadership content on owner dependency, recruiting, systems, and customer service.

- Best for: Roofing supply brands or leadership campaigns helping contractor customers reduce owner dependency.
- Not for: Consumer homeowner lead campaigns with fixed calendars and performance benchmarks.
- Check first: Confirm audience demographics, partnership terms, and recent comparable post results before contacting.

### Takeaways

- Owner can become estimator, salesperson, production manager, purchasing, problem solver, and customer service.
- Growing companies invest in recruiting, training, processes, supplier partnerships, and leadership culture.
- Recruiting is a daily leadership habit, not an emergency response.

## Main ideas

- **The owner is the ceiling on a roofing business**: Martin argues that growing roofing companies stall because the owner becomes the estimator, salesperson, production manager, purchasing department, problem solver, and customer service team all at once. Working in the business instead of on it works for a while, he says, but it does not scale. The companies that keep growing, in his account, invest in great people and recruiting, consistent training, strong processes, reliable supplier partnerships, and a culture that develops leaders rather than only employees — in short, a business that is not dependent on one person. He frames the aim as being able to step away and come back to happy customers and projects still on schedule, and calls that leadership rather than luck.
- **Recruiting is a daily habit, not an emergency**: Martin contrasts leaders who treat recruiting as an emergency with those who treat it as a daily habit. His reasoning is arithmetic and repeated: every hour spent finding strong candidates saves hundreds of hours fixing weaker ones, so recruiting is not an HR task but one of the highest-return activities a leader can do. He adds a framing line he returns to elsewhere — that a business will never outperform the quality of its team — and ties this to the broader argument that leadership means accepting you cannot outwork a weak team.
- **Consistency beats intensity**: In a strand that is personal rather than commercial, Martin argues that improvement comes from doing something longer rather than doing more. He stacks ordinary examples to make the point: ten pages a day becomes 3,650 pages a year; eating seven bananas in one day is not the same as eating one a day for seven days; the gym mirror does not change overnight. He describes new habits as harder than expected but says focus and energy follow each other, and that small intentional decisions accumulate into large improvements.
- **Customer experience stays first when adopting new technology**: Reporting from an AI summit, Martin emphasizes using AI to help a team work faster and stronger without ever sacrificing customer experience, and keeps coming back to a customer-obsession-first mindset. He connects the technology discussion to the practical job of helping roofing contractors serve homeowners, and to equipping his own team to do that. He shares a set of short lines heard at the event rather than presenting them as his own conclusions.
- **Growth is a decision, not an accident**: Martin asks why so few people win if everyone wants to, and answers that growth does not happen by accident but when someone decides to invest in themselves. He presents events as a way to share what has worked, challenge one another, and shorten the learning curve, while drawing a line between what a group can provide and what only the individual can do: the group can teach, encourage, and shorten the learning curve, but it cannot make the decision.
- **A supplier's job is to help contractors grow, not just sell materials**: Martin uses a field visit to argue that a supply business needs to leave the warehouse and get onto job sites, because seeing the work and the operation is how it learns to serve contractors better. He is explicit that the purpose is not only selling materials but helping contractors take on bigger projects, win more jobs, and have support when the work gets done — a claim that supplier and contractor success are linked.

## Work to read

- [Build a company that outgrows you](https://www.linkedin.com/posts/martin-pettigrew-0069385b_roofinglife-roofingcontractor-businessgrowth-activity-7488543448858423296-Qy5z)
- [Recruiting is a daily habit, not an emergency](https://www.linkedin.com/posts/martin-pettigrew-0069385b_roofinglife-letsgrow-roofingcontractor-activity-7490020902911438848-m6v7)
- [Getting out of the warehouse and onto the job site](https://www.linkedin.com/posts/martin-pettigrew-0069385b_you-can-talk-about-quality-all-day-or-you-activity-7511107374577803265-PT6_)
- [Consistency: the case for doing it longer, not more](https://www.linkedin.com/posts/martin-pettigrew-0069385b_consistency-intentional-activity-7507005253439913984-OKiQ)
- [AI adoption with customer obsession kept first](https://www.linkedin.com/posts/martin-pettigrew-0069385b_roofingcontractor-aifs-roofers-activity-7521327043540856833-f3wy)
- [Growth is a decision, not an accident](https://www.linkedin.com/posts/martin-pettigrew-0069385b_everyone-wants-to-win-so-why-do-so-few-actually-activity-7490477726131388416-yT1L)

## Brand relationships

- **Maverick Metal & Roof Supply** (disclosed_partnership)
- **Rice Roofing** (client)

## Partnerships

The material reviewed contains no sponsorship policy, rate card, media kit, or stated partnership terms for Martin Pettigrew, and no official partnership inquiry route was verified. The posts show him writing as someone at Maverick Metal & Roof Supply who works with roofing contractors on growth — for example, describing a supplier visit to a Rice Roofing job site and his attendance at a Martel AI Summit. Those mentions read as ordinary business relationships rather than disclosed paid placements, and no post describes how he handles paid work, what he charges, or how a brand would engage him. A brand considering a leadership-focused collaboration or advisory role should treat any arrangement as bespoke and confirm scope, deliverables, disclosure, and terms directly with him.

## Alternatives

- Lee Banton: Choose Lee Banton when the collaboration's job is to speak to building owners, facility managers and property managers about protecting a roof as an asset, rather than to roofing contractors about how to run their business. The two posts tied to this account do exactly that. One walks through a commercial leak repair at a manufacturing facility where a loose wall panel fell and punctured the membrane in seven places, then frames the value as repairing each puncture, replacing a damaged drain basket, clearing debris and securing the panel so it cannot cause the next failure. The other explains what a 20-year manufacturer warranty actually covers — materials under specific conditions with documented maintenance, not labor, and not the workmanship or maintenance neglect behind most premature failures — and tells the reader to read the warranty, keep service logs current and schedule annual inspections. If the roofing-supply brand wanted a series that teaches the building owners its contractor customers serve how to protect a roof investment, this voice addresses that reader directly and with technical credibility.
- Mark Wojcik: Choose Mark Wojcik when the brief narrows to the hiring half of the problem, or when the buyer wants recruiting capability rather than thought leadership. One post announces a session titled "Recruit Your Replacement: A Repeatable Hiring System That Outlasts YOU," drawing on 15 years of hiring across hourly through executive roles and promising five core disciplines: stronger role profiles, protected time for hiring, more reliable sourcing routines, and more confident interview and selection decisions. The other argues the flex-recruiter model is booming and asks for agency-trained, US-based recruiters at one to four hours a day. Recruiting is the first of the five investments named in the accepted framing for this brief, so if the roofing-supply brand decided its contractor customers most need help building a repeatable hiring system, this is the more specialized voice and it already teaches the subject in a structured way.
- Lloyd Edelman: Choose Lloyd Edelman when the requirement is leadership and communication content for a broad leadership audience rather than a roofing- or contractor-specific one. Both posts are general leadership commentary. One argues the authority model of leadership has changed and that the strongest organizations create an environment where the best answers come from anywhere, with leaders hiring people better than them in areas they should not own and building enough trust that people will challenge them. The other makes the case that most workplace problems are communication problems rather than people problems, and that clarity and listening affect culture, retention, accountability, customer experience and ultimately revenue. If the same brand's goal shifted to leadership thought leadership aimed at managers across industries, this voice addresses that reader directly and consistently across both posts.

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AI-assisted summary of public posts. Audience demographics are not available. Engagement appears only where we checked recent posts. Method: https://b2binfluencer.marketing/methodology/