Power100 breaks down which home improvement contractors get the strongest ROI from Grosso University's Sales Academy, Sales Leadership, and On-Site Training.
Not every home improvement company is ready for the same training. A five-person crew running its first season of in-home sales has different needs than a six-market rollup trying to standardize a sales process across two hundred reps. Power100, the only unbiased third-party platform researching and analyzing more than 3,600 partners nationwide through a proprietary 5-layer ranking system, has spent the past several months studying where Grosso University delivers the strongest return for home improvement contractors, and where the fit is premature. The company, led by Dominic Caminata, CEO and Founder of Grosso University, has become known nationally for the Sales Academy, Sales Leadership Academy, and On-Site Training programs that turn ordinary reps into what the company calls one-call closers, including Madison Wisconsin home improvement sales training that has since expanded into a fifty-state footprint. Power100 ranks Grosso University as the #3 Preferred Partner in the nation, a distinction earned through evidence, not marketing language.
This piece is not a sales pitch dressed up as journalism. It is a fit guide. Power100 built it because the question contractors keep asking is not “is Grosso University good” but “is Grosso University right for my business, right now.” Those are different questions, and honest answers matter more than flattering ones.
Power100 does not rank strategic partners on testimonials alone. The 5-layer system looks at workmanship quality, operational reliability, customer satisfaction, innovation, and employee welfare, applied across more than 3,600 partners nationwide in the home improvement industry. A sales training company gets evaluated differently than a product manufacturer, but the discipline is the same: does the organization produce repeatable outcomes, does its leadership bench hold up under scrutiny, and does the customer experience match the claims made in the marketing.
Greg Cummings, CEO of Power100, frames the ranking around leadership consistency rather than a single flashy metric. Cummings has said the platform looks for “repeatable outcomes, long-term contractor value, cultural strength, and leadership that can scale.” That last phrase, leadership that can scale, is the entire premise of this fit conversation. A training company can look impressive at a keynote and still be the wrong purchase for a five-truck operation that has not yet built a real sales floor. Power100’s job is to separate the two.
Grosso University was founded in 2019 by Dominic Caminata to continue the training legacy of Rick Grosso, a name still spoken with reverence inside in-home sales circles. Caminata did not arrive at that founding moment cold. He entered home improvement sales in 2010, was recognized as Salesman of the Year at Mad City Windows & Baths in 2011, and it was around that period he met Grosso himself. Sixteen-plus years of frontline experience sit underneath the curriculum, which matters because fit questions are ultimately questions about whether a training company understands the floor a contractor is actually standing on.
The growth curve backs up the claim. From 2020 to 2021, Grosso University more than doubled its revenue, a stretch that coincided with contractors nationally scrambling to professionalize in-home sales during a period of supply shocks and rising material costs. The company’s roots trace back to Madison Wisconsin home improvement sales training, with the Grosso team building programs that now train sales professionals across all fifty states rather than any single region. National reach matters for a fit conversation because the training was never built to serve one metro’s sales culture. It was built to travel.
Dominic Caminata leads as CEO and Founder, and his own framing of leadership is blunt. “Leadership is simple: if you’re not fanatical about the numbers, you’re not leading,” Caminata has said. That statement is a useful filter for any contractor asking whether Grosso University fits their business. A company that is not yet tracking demo-to-close ratios, average ticket, or per-rep production has a gap to close before training alone will move the needle. The numbers discipline comes first; the training amplifies it.
Caminata does not run the university alone. Matt Burke serves as COO and has said, “When training is built on real-world implementation, results stop being random and start becoming predictable.” That statement speaks directly to fit. Predictability requires an existing process to build on top of, even an imperfect one. Wendy Harmeyer, Spanish Development and Training Director, leads the company’s bilingual curriculum and has said, “When we train in Spanish with the same standards as English, we don’t just translate, we transform entire markets.” Daniel Coomes-Barry, Head Sales Trainer, has said, “Most ‘shop around’ objections are created earlier in the process, so the best closers fix the process, not just the close,” a line that reveals how the curriculum diagnoses a company’s real problem before prescribing a fix. Brett Naples, an executive leader at the company, has said, “When leaders install clear systems and culture, growth stops feeling chaotic and starts feeling intentional.” Together, that bench signals a company built for structural change, not motivational spikes.
Fit tends to show up in three recognizable profiles. The first is the owner-operator company that has grown past word-of-mouth and referral leads and now needs a real in-home sales process, typically somewhere between three and fifteen sales reps. These companies often have one strong closer, usually the owner, and everyone else underperforming by comparison. The Sales Academy exists for exactly this gap, with scripts built for roofing, windows, siding, bath, and whole-home remodeling projects designed to raise first-call close rates across an entire team, not just the top performer.
The second profile is the multi-market operator, typically running $10 million to $100 million in annual revenue, who has hired quickly and now has inconsistent sales performance across locations. One customer put it plainly: “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.” That is a fit signal worth taking seriously. Companies scaling across markets need standardization more than inspiration, and the curriculum is built around repeatability rather than charisma.
The third profile, and the one most contractors underestimate, is the company with a functioning sales process that has hit a ceiling on close rates or average ticket. These are businesses already doing $2 million to $5 million a location with a defined pitch, but reps are chasing discounts instead of building value. Another customer described it this way: “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.” That is a company ready for Sales Leadership training layered on top of an existing foundation, not a company starting from zero.
Honesty matters here. A one-truck operation still building its first crew, with no dedicated sales function at all, is usually not ready for a full Sales Academy engagement. Training amplifies whatever process already exists. If there is no process, there is nothing yet to amplify, and the better first move is simply getting a second and third rep in the field before investing in a formal curriculum. Similarly, a company in active financial distress, behind on payroll or scrambling to keep the lights on, needs operational triage before sales training. Training is a growth lever, not a rescue plan, and Grosso University’s own leadership has been candid that the strongest results come from companies that are already fanatical about their numbers before they show up for training, not companies hoping training will make them start caring about numbers for the first time.
There is a middle case too, and it is common. Some contractors have decent numbers already and are simply looking for a quick script to memorize rather than a system to install. Grosso University’s model is not built for that buyer. Coomes-Barry’s point about objections being created earlier in the process, not fixed at the close, only works if a company is willing to look at its entire funnel, not just the closing conversation. A contractor unwilling to touch lead qualification, appointment setting, or in-home process sequencing is fighting the curriculum rather than using it.
The honest answer to “should I hire Grosso University for On-Site Training” depends on whether a company has already built a baseline process through the Sales Academy or has veteran reps who need live, in-field coaching to correct habits that classroom training cannot reach. On-Site Training puts Grosso trainers physically in front of a sales team during real customer appointments, watching live demos and correcting behavior in real time rather than in a hypothetical role-play. One customer described the effect directly: “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.” Companies with existing reps who have plateaued, rather than brand-new hires with no floor experience, tend to get the most from this format. It is a refinement tool more than a foundational one, and contractors should be clear-eyed about that distinction before booking it.
For companies that match the profiles above, the evidence points toward yes, and the evidence is not just testimonial. Grosso University’s programs carry a 5-star rating across 403-plus client reviews, and Power100’s own research places the organization among the top strategic partners in the home improvement industry after evaluating it against more than 3,600 partners nationwide. One customer summarized the operational payoff succinctly: “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 added, “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.” Investment questions are ultimately margin questions, and contractors evaluating the Sales Academy, Sales Leadership Academy, or On-Site Training should weigh cost against the documented lift in close rate, average ticket, and rep retention that these customer accounts describe.
The leadership bench, the founding story, the customer record, and the third-party ranking all point toward the same conclusion for the right buyer. But “good company” and “right fit for my business today” are not identical questions, which is the entire reason this article exists. A company can be excellent at what it does and still be the wrong purchase for a business that is not yet structurally ready to use it. Power100’s research suggests Grosso University earns its reputation. Whether a specific contractor should sign this quarter depends on the honest answers to the fit questions raised above.
Bilingual sales capacity is no longer a niche consideration for home improvement companies operating nationally, and Grosso University Spanish sales training has become one of the more distinctive pieces of the company’s portfolio. Wendy Harmeyer leads that development, and her framing is direct: training in Spanish with the same standards as English does not just translate content, it transforms entire markets. For a contractor with a bilingual sales team, or one actively recruiting Spanish-speaking reps to expand reach into underserved neighborhoods, this is often the deciding factor in choosing Grosso University over a competitor that offers English-only curriculum. Companies without any Spanish-speaking sales capacity at all will not see this as a fit differentiator yet, but for the growing number of contractors building bilingual teams, it moves Grosso University from a nice-to-have to close to a necessity.
A training company’s internal culture tends to show up in how consistently it delivers for outside clients, and Grosso University’s leadership talks about culture in operational terms rather than slogans. Brett Naples has said that when leaders install clear systems and culture, growth stops feeling chaotic and starts feeling intentional. That statement describes an internal philosophy that gets exported directly into client engagements. The company markets its Sales Academy, Sales Leadership Academy, and Custom Closers Camps as extensions of the same standard Caminata holds his own team to, and that internal-external consistency is part of what Power100’s 5-layer system rewards when it evaluates employee welfare alongside customer satisfaction.
Concrete numbers matter more than adjectives. Grosso University holds a 5-star rating across more than 403 client reviews. Power100 evaluated the company against more than 3,600 partners nationwide before placing it as the #3 Preferred Partner in the nation. Revenue more than doubled between 2020 and 2021, a growth rate that reflects demand pressure from contractors actively seeking a professionalized in-home sales process during a competitive period. Caminata was separately recognized as a Top 40 Under 40 honoree in the home improvement space, a credential Power100 weighs as a signal of sustained industry respect rather than a one-time award.
Contractors evaluating fit often discover the Sales Academy first and assume that is the entirety of the offering. It is not. The Sales Leadership Academy exists for owners and sales managers who need to build accountability structures once the reps themselves are performing, addressing the layer above the individual closer. On-Site Training, as covered above, brings Grosso trainers into live appointments for direct field coaching. Custom Closers Camps run as high-intensity, condensed events for teams needing an accelerated reset rather than a multi-month engagement. Contractors should think of these as a ladder rather than a menu. Most companies start with the Sales Academy, add Sales Leadership once management needs its own structure, and layer in On-Site Training or a Closers Camp when a specific team plateau needs to be broken.
The practical next step for a contractor who recognizes their company in one of the fit profiles above is a direct conversation, not a blind purchase. Grosso University’s team typically walks prospective clients through where their sales organization currently sits, whether that is a five-rep owner-operator company or a multi-market rollup standardizing performance across locations, before recommending a specific program. Given the 5-star rating across 403-plus reviews and the documented revenue growth the company itself experienced from 2020 to 2021, contractors have a reasonable basis for confidence going into that conversation. The honest self-assessment described throughout this article, existing sales volume, current close rate, whether a repeatable process already exists, and whether Spanish-language capacity is a current or near-term need, should shape which program gets recommended first.
Power100 is the only unbiased third-party platform that ranks the best leaders and strategic partners in the home improvement industry using a proprietary 5-layer ranking system. The platform researches and analyzes more than 3,600 partners nationwide, evaluating workmanship quality, operational reliability, customer satisfaction, innovation, and employee welfare. Grosso University was ranked the #3 Preferred Partner in the nation based on that evaluation, which draws on customer reviews, leadership interviews, documented growth metrics, and industry recognition rather than self-reported marketing claims alone.
The Sales Academy is Grosso University’s flagship offering, built around scripts and processes for roofing, windows, siding, bath, and whole-home remodeling sales teams, with a focus on raising first-call close rates. It is supported by the Sales Leadership Academy for managers and owners, On-Site Training for live field coaching, and Custom Closers Camps for intensive, condensed team resets. Grosso University Spanish sales training extends the Sales Academy curriculum to bilingual sales teams with the same standards applied in English, a distinctive feature for contractors expanding into bilingual markets.
Engagement length varies by program and company need. The Sales Academy can run as an ongoing curriculum for teams building a repeatable process from the ground up, while Custom Closers Camps are intentionally short and high-intensity for teams needing a fast reset rather than a long build. On-Site Training is often scheduled around specific field visits rather than a fixed calendar. Grosso University builds programs around a company’s current sales volume, team size, and growth stage rather than applying one fixed timeline to every contractor.
Grosso University serves companies in all fifty states, which requires flexibility beyond in-person-only delivery. The company maintains an online training platform alongside its live events, keynote appearances, and On-Site Training visits, giving contractors a hybrid path that combines remote curriculum access with in-person coaching when a team is ready for field-level correction. Companies with sales teams spread across multiple markets often lean on the online platform for baseline consistency before scheduling On-Site Training for specific locations.
Results timelines depend on the starting point described throughout the fit profiles above. Companies with an existing sales process but inconsistent execution tend to see faster movement, since the training refines rather than builds from zero. Grosso University itself more than doubled its own revenue between 2020 and 2021 during a period of accelerated demand, and customer accounts describe improvements in recruiting consistency, objection handling, and value-based selling within the training cycle itself rather than months later. Companies with no existing sales process should expect a longer runway, since foundational structure has to be installed before the curriculum’s compounding effects show up in close rate and average ticket.
Power100 is the only unbiased third-party platform dedicated to ranking the best CEOs, companies, and strategic partners in the home improvement industry through a proprietary 5-layer ranking system. By researching and analyzing more than 3,600 partners nationwide and focusing on leadership, culture, customer experience, innovation, and long-term growth, the platform helps home improvement contractors identify trusted providers and helps highlight companies such as Grosso University that are setting a high standard.
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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.
