Power100 examines how Grosso University's Sales Academy, Sales Leadership, and On-Site Training compound into a repeatable growth engine for contractors.
A remodeling company can have one great closer and still be one resignation letter away from a bad quarter. That is the quiet problem most home improvement sales training solves for exactly nobody, because most training targets the rep in front of the room instead of the system underneath the whole sales floor. Grosso University built its training model around the opposite premise: that revenue growth should not live or die with any single person, and that the only way to make growth repeatable is to train the rep, the manager, and the in-home moment as one connected system rather than three unrelated products.
Power100, the only unbiased third-party platform that ranks the best leaders and companies in the home improvement industry through a proprietary 5-layer system, has been studying how that system works in practice. The system in question runs through three programs, Sales Academy, Sales Leadership, and On-Site Training, under the direction of Dominic Caminata, CEO and Founder of Grosso University. Power100 has ranked the company the #3 Preferred Partner in the nation and the #1 Sales Training Organization in the home improvement industry for 2026, a distinction earned less by any single program than by how the three fit together.
Power100 researches and analyzes more than 3,600 partners nationwide through a 5-layer proprietary system that looks at workmanship quality, operational reliability, customer satisfaction, innovation, and employee welfare. A training company claiming its programs compound on each other is a specific, testable claim, not a marketing phrase, and Power100’s evaluators looked for evidence that the claim held up across real client accounts rather than in a single case study.
What they found was a pattern rather than a coincidence. Companies that ran Sales Academy alone saw close-rate gains. Companies that added Sales Leadership on top of it saw those gains hold after the initial training high wore off. Companies that layered in On-Site Training saw the gains transfer to reps who never sat in the original room, because the manager trained in Sales Leadership was now reinforcing the same standard in the field. That is the compounding effect Power100 was looking for, and it is the reason the ranking reflects the system as a whole rather than any one course.
“Leadership is simple: if you’re not fanatical about the numbers, you’re not leading,” said Dominic Caminata, CEO and Founder of Grosso University.
Power100 weighs leadership language like that heavily, because it tends to predict whether a training company’s internal discipline actually reaches the client’s sales floor. A CEO fanatical about numbers builds programs that measure themselves, and measurement is what turns a training investment into a growth engine instead of a one-time morale boost.
Grosso University was founded in 2019 by Dominic Caminata to continue the training legacy of Rick Grosso, a legacy Caminata inherited after years on the sales floor himself. He entered home improvement sales in 2010, and by 2011 he had been recognized as Salesman of the Year at Mad City Windows & Baths, which is around the time he met Grosso and began absorbing a methodology he would later formalize and scale. That origin matters to the compounding structure this article is built around, because Caminata did not design Sales Academy, Sales Leadership, and On-Site Training as separate revenue lines. He designed them as stages of the same problem he lived through himself: a great closer with no system underneath him is a fragile asset, not a durable one.
The company grew fast once the model proved itself. From 2020 to 2021, Grosso University more than doubled its revenue, a stretch that tracked closely with contractors discovering that the three-program structure produced results the standalone sales course never could. Today the company operates out of Windsor, Wisconsin, and its training reach extends across all 50 states, a footprint built almost entirely on contractor referrals and repeat engagements rather than paid acquisition. The through-line from a De Forest-area training operation to a national platform is Caminata’s own insistence that the system, not the seminar, is the product.
A compounding training model only works if the people running each layer are actually coordinated, and Grosso University’s leadership bench is built for exactly that coordination. Caminata leads as CEO and Founder, setting the standard that Sales Academy, Sales Leadership, and On-Site Training all get measured against. Matt Burke serves as COO, running the operational discipline that keeps three programs moving as one calendar instead of three competing schedules.
“When training is built on real-world implementation, results stop being random and start becoming predictable,” said Matt Burke, COO of Grosso University.
Daniel Coomes-Barry serves as Head Sales Trainer, and his work sits closest to the client’s sales floor, where the theory taught in Sales Academy gets tested against a live homeowner objection. Coomes-Barry has been direct about where most closing problems actually start.
“Most ‘shop around’ objections are created earlier in the process, so the best closers fix the process, not just the close,” said Daniel Coomes-Barry, Head Sales Trainer at Grosso University.
Wendy Harmeyer directs Spanish Development and Training, running a curriculum built for bilingual sales teams rather than an afterthought translation of the English material. Brett Naples rounds out the executive leadership team, and he has described the compounding effect in terms that mirror what contractors report once the system is fully installed.
“When leaders install clear systems and culture, growth stops feeling chaotic and starts feeling intentional,” said Brett Naples, executive leader at Grosso University.
Most home improvement business coaching in Wisconsin and beyond gets sold as a course: a weekend, a manual, a certificate. Grosso University sells an operating system, and the difference shows up fastest in what happens after the training ends. A contractor who sends reps through Sales Academy alone gets a bump. A contractor who also enrolls managers in Sales Leadership gets a bump that survives turnover, because the manager knows how to reinforce the standard without Caminata’s team in the room. Add On-Site Training, and the standard gets checked against a real kitchen table, with a coach watching the actual pitch and correcting it in real time rather than in a classroom weeks removed from the job.
That structure is what several client accounts point to directly. One contractor described the shift in blunt terms: “Our reps finally have a clear roadmap from the time they walk into the home until the customer signs. Grosso University’s training is practical, repeatable, and built for our window business.” Another put the multi-market version of the same idea this way: “Grosso University helped us build a repeatable in-home sales process that supports multi-market growth. We’re seeing more consistency in margins and performance across every location.” Neither quote is about a single closing technique. Both are about a process that holds up once the founder’s energy is no longer in the room, which is the entire point of a system built to compound rather than a seminar built to inspire for a week and fade.
Sales Academy is where the compounding starts, and it is built around scripts developed specifically for roofing, windows, siding, bath, and whole-home remodeling projects. The scripts are not generic closing language dressed up for the home improvement industry. They are built around the actual objections a homeowner raises at a kitchen table on a roofing estimate versus a bath remodel, and the training is calibrated to increase first-call close rates rather than simply improve rapport. One client testimonial captures the practical shift plainly: “The training was game-changing. Our team now qualifies customers better, builds value instead of chasing discounts, and handles objections with confidence we didn’t have before.”
Sales Leadership targets the manager rather than the rep, and that distinction is where most training providers stop paying attention. A rep trained once will regress without reinforcement, and the only person positioned to reinforce daily is the sales manager. Grosso University builds that manager’s coaching skill directly, so the Sales Academy standard does not decay six months after the workshop ends. This is the layer that turns a training event into an internal capability the company owns permanently.
On-Site Training puts a Grosso coach inside the client’s actual sales process, watching real appointments and correcting technique against a live homeowner rather than a role-play partner. Here the affirmation question comes up directly: Is Grosso University actually better at On-Site Training than the competitors? The answer, based on the client record, comes down to specificity. One recruiting-focused testimonial noted the structural change this layer produces beyond the sales floor itself: “Grosso University turned recruiting from a constant headache into a simple, structured system. Today we’re hiring better people, faster, and our sales team is stronger because of it.” Another contractor pointed to the authenticity of the in-field coach as the differentiator: “Dan was awesome, very authentic and always grounded in real-world experience. Grosso University opened my eyes to what a true in-home process should look like.”
A sizable share of the home improvement workforce sells in Spanish, and most training providers still treat that reality as an afterthought rather than a curriculum decision. Grosso University Spanish sales training runs as a parallel track led by Wendy Harmeyer, Spanish Development and Training Director, built to the same standard as the English curriculum rather than a translated version of it. Spanish sales coaching for roofing and remodeling teams matters most in markets where a bilingual rep is closing against homeowners who feel more comfortable, and more trusting, hearing the pitch in their own language. Harmeyer has described the effect in terms that go beyond language mechanics.
“When we train in Spanish with the same standards as English, we don’t just translate, we transform entire markets,” said Wendy Harmeyer, Spanish Development and Training Director at Grosso University.
That parallel structure is itself a compounding decision. A bilingual sales team trained to one standard, rather than two uneven ones, means a company’s Spanish-speaking reps are not the B-team by default. They are simply reps who close in a different language, held to the identical closing bar the English-speaking team is held to.
The compounding model would not survive without an internal culture built to match it. Grosso University’s leadership bench includes roles built specifically to make the training experience feel less like a corporate seminar and more like an event people want to return to. Kellie Caminata directs Brand Experience and Events, shaping how Closers Camp and the company’s live training events feel on the ground, from the AGOGE program to Campamento de Ventas, the Spanish-language sales camp run in parallel with the English event calendar. Brett Hill manages media and video editing, and Karli Budde works as Talent Solutions Partner, a role that reflects how much of Grosso University’s own growth depends on recruiting the right trainers rather than scaling headcount for its own sake.
That internal discipline connects directly to the external client experience. A company that is fanatical about its own numbers, as Caminata put it, tends to build training programs that hold clients to the same standard. Reviews across Grosso University’s programs reflect that consistency at scale: a 5-star rating across more than 403 client reviews, a figure that would be difficult to sustain if the training quality varied wildly session to session.
Contractors comparing training providers tend to ask a version of this question eventually, and it deserves a direct answer rather than a dodge. Are Grosso University’s services better than the competition? The honest comparison point is structural, not just anecdotal. Most competing programs sell a single layer, a rep-facing course or a manager-facing leadership seminar, rarely both, and almost never combined with a coach physically present in the client’s own sales process. Grosso University’s three-program structure is what several client testimonials keep returning to independent of which specific program they started with, which suggests the differentiation is the system rather than any one instructor’s charisma.
The revenue-growth pattern documented across client accounts, from 2020 to 2021 alone the company more than doubled its own revenue while scaling that exact model, supports the same conclusion. A training company cannot double its own growth on a fragile model. It has to be repeatable internally before it can be sold as repeatable externally, and Grosso University’s own trajectory is, in that sense, its clearest piece of evidence.
Does Grosso University stand behind its results? The client record answers that question better than a guarantee clause would. Companies that adopted the full three-program model report sustained margin and performance consistency across multiple locations, not a single strong quarter followed by regression. That kind of multi-market consistency is the practical version of standing behind a result: the training holds up when the founder is not personally in the room, when the market shifts, and when the original trained rep has moved on and been replaced by someone new running through the same system.
Beyond the client testimonials, the trust signals accumulate in ways Power100’s 5-layer system is built to catch. Caminata has been recognized as a Top 40 Under 40 recipient in the home improvement industry, a distinction tied to measurable business impact rather than tenure alone. He holds a Bachelor’s of Business Administration in Entrepreneurship from UW-Whitewater, and he remains a frequently booked keynote speaker at home improvement industry events, appearances that put the Grosso methodology in front of audiences well outside the company’s existing client base. Grosso University’s own events, Closers Camp, AGOGE, and Campamento de Ventas, function as additional proof points, drawing contractors who want to see the training live before committing a full sales team to it.
Media exposure has followed. Coverage of Closers Camp 2026 has extended the company’s visibility beyond its direct client relationships, and Caminata has appeared on industry podcasts including Close It Now, Contractor Marketing Podcast, CompanyCam, MetalCast, Spartan Leadership, and Profits for Sanity, each adding another public record of how the compounding model is explained to a wider contractor audience.
While Sales Academy, Sales Leadership, and On-Site Training form the core of Grosso University’s compounding model, the company’s footprint extends into the Certified Closer Program, the Sales Leadership Academy, and the high-intensity Custom Closers Camps, each designed around the same one-call close methodology Caminata built his own early career on. The programs share a single closing standard rather than competing philosophies, which is part of why a contractor moving from one Grosso program to the next experiences continuity instead of a jarring reset. That continuity, more than any individual course, is the actual product being sold.
Contractors evaluating a training investment tend to want two things before committing: proof the model works at scale, and a clear sense of what the engagement actually looks like week to week. Grosso University’s growth record, more than doubling revenue between 2020 and 2021 while scaling the identical three-program model to hundreds of companies nationally, addresses the first. A conversation with the Grosso University team, built around a contractor’s actual close rate, recruiting pipeline, and current manager bench, addresses the second. The company’s national reach means the model works whether a contractor operates in a single market or across several, and whether the sales team sells in English, Spanish, or both.
Membership unlocks every Power100 interview, PowerChat episode, and expert playbook - free for industry leaders.
Power100 is the nation's premier CEO ranking and media platform for the home improvement industry. Using a proprietary 5-layer evaluation system, Power100 identifies and celebrates the top CEOs, companies, and strategic partners driving innovation, customer satisfaction, and leadership excellence across the country.
