Jason Staiger
VP of Sales (KNOK) & Co-Founder, Legacy Marketing
D2Dcon Speaker
Recruit like you sell, lead like you mean it—Jason builds high-output Canadian D2D teams that keep producing.
- VP of Sales, KNOK
- Co-Founder, Legacy Marketing
- BBA (TRU)
- 620 personal accounts in 2021
- Ex-Smart Haven leadership.
Short bio
Jason leads sales at KNOK and co-founded Legacy Marketing, one of Western Canada’s top-producing door-to-door teams. Before KNOK, he held field leadership roles at Smart Haven (TELUS Trusted Provider), where he stacked 311 personal security accounts in 2020 and 620 in 2021—a record-setting run—after earning a BBA from Thompson Rivers University (and playing varsity soccer).
He’s appeared on industry podcasts (YouTube/Spotify) to break down recruiting, ramp plans, and leadership rhythms—including the “Commission Unlocked” pilot episode focused on building Canada’s fastest-growing D2D sales team.
Industry tags
- Security
- Smart Home
- Solar
- Leadership
- Recruiting
D2DCon appearances
Watch / Listen
“Steal the playbook” — Top frameworks
1) Recruiting = Selling (same funnel, same reps)
- Treat interviews like closes: book → show → close → start (track each stage daily).
- Run daily 10-minute recruiter stand-up (yesterday’s numbers, today’s target, top objection).
- Replace “apply” with booked interview as your core KPI.
- Script the recruit pitch like a close (value → proof → offer → start date).
- Hire to a start class, not rolling one-offs—momentum sells. Micro-CTA: Train recruiters with the D2D Recruiting Course. Context: Jason’s own content emphasizes recruiting as a skillset parallel to selling (see Commission Unlocked Ep. 1).
2) 30-60-90 Rep Ramp (field-ready in two weeks)
- Days 1–14: script reps, 20+ mock objections, watch one full in-home daily.
- Days 15–30: micro-territory ownership; 2–3 daily KPIs (doors, sits, closes).
- Days 31–60: certify on the full pitch; add one mentee.
- Days 61–90: promote on scorecard, not gut feel; start referral harvesting. Micro-CTA: Add them to The League for community + accountability.
3) Day-1 Territory Blueprint (so rookies don’t wander)
- Pre-pin walkable zones with 90-minute loops; no over-driving.
- Door split: odd/even + side streets; remove decision fatigue.
- Pair rookies with a closer for first 5 sits; record learnings.
- End of day: 2 wins + 1 fix ritual to cement learning. Micro-CTA: Pair with D2D University fundamentals page (internal link).
4) Content Engine for Recruiting (own your backyard)
- Record manager daily huddles as short clips; post to IG/YouTube Shorts.
- Create a “Why This Career” carousel post weekly; measure link-outs to interviews.
- Host a 30-min weekly space (YouTube/IG Live) to answer recruiting questions.
- Capture alumni wins as Reels; push to site + LinkedIn. Micro-CTA: Embed Commission Unlocked Ep. 1 on the page; it converts curious candidates.
Quote Bank
You have to look at recruiting the exact same as sales. It’s a skillset.
FAQs
Who benefits most—rookies or leaders?
Both. Jason’s track record spans personal production and multi-office leadership, so setters/closers get scripts and cadence, while managers get hiring and rollout rhythms.
What’s KNOK (and Smart Haven)?
Smart Haven rebranded to KNOK; Jason serves as VP of Sales (KNOK/Legacy) on the leadership team.
Where can I hear Jason’s philosophy before D2DCon?
Commission Unlocked Ep. 1 (YouTube/Spotify) and his recruiting clip on socials.