A practical playbook for hiring, training, and getting the most from a canvasser. Built from the real lessons of running MPP franchises.
Important Note: This is a general guide designed to be helpful and offer guidance. It is not to be taken or used as employment advice. For specific situations, please seek professional HR or legal support. Always check gov.uk for up-to-date rules and guidance, as this guide may be out of date at the time of reading.
Hiring the right canvasser can be one of the most effective ways to grow your business.
A good canvasser is often the first point of contact between your business and potential clients, so choosing the right person is essential. This guide outlines what to look for, what to expect, and how to set someone up for success in the role.
A canvasser represents your business and the MPP brand on people's doorsteps, so they must be someone you would personally feel happy to open the door to.
Door-to-door canvassing requires confidence, but also empathy and good people skills.
This position can suit a variety of people, especially those who enjoy walking and speaking to others. It often works particularly well for:
Older individuals who enjoy being active and meeting people
Parents looking for a flexible role to get out of the house for 2–3 hours a day
Part-time workers wanting supplementary income
Anyone who enjoys community interaction
Someone who doesn't mind the UK weather
Canvassing is a skill that takes time to develop properly. While some people take to it quickly, it typically requires a training period.
This role suits people who are naturally outgoing, confident and at ease speaking to homeowners. Experience helps, but strong people skills matter more.
Relevant experience, such as backgrounds in direct sales, door-to-door sales, field marketing, fundraising, estate agency, telesales, or other customer-facing roles that require confidence and resilience are great examples of experience.
It can take up to 4 months to fully train a canvasser to a high standard and mould them into a great asset for your business, but a great canvasser is worth that investment.
To maximise results, canvassing should take place when homeowners are most likely to be in.
These are typically the highest-contact periods, meaning the canvasser is more likely to speak to decision-makers at home.
Because evenings and weekends produce the best results, the ideal canvasser will be someone willing to work during:
Canvasser pay can vary depending on location and experience.
| Role Type | Typical Earnings (UK) | Notes |
|---|---|---|
| Employee canvasser (base + small commission) | £24,000 – £50,000+ | Standard salaried roles; varies with region & company. |
| Commission-based / Self-employed sales | £40,000 – £70,000+ | Driven by sales performance; many adverts in this range. |
| Lead generator / appointment setter | £24,000 – £45,000+ | Often base + bonuses; depends on conversion. |
Source: AI-aggregated estimates, January 2026. Check current job boards for live data.
When employing a canvasser, have a look on Indeed and other job advertising platforms in your area to get an idea of how much to pay.
Real-world adverts pulled from Indeed showing how others in similar roles are paying:
High-earning potential for commission-driven door-to-door marketing in the solar sector.
Window cleaning canvassing role. Pay on a weekly basis at 1.5× the total of canvass work brought in. Canvassers previously average £500 – £700 per week.
Charity/hospice lottery sales. £300 – £700 per week paid weekly. 30 hour week. Suitable for semi-retired or mature sales professionals.
Home improvement canvassing. No more than 36 hours/week. Benefits include employee discount, flexitime, and a referral programme.
When interviewing or trialling a canvasser, focus on:
The right person can generate steady leads and build local awareness, but success depends on:
A template you can adapt for your area. Replace the placeholders in {{double braces}} with your local details before posting.
Perfect for someone looking for consistent, flexible, local work with great hourly pay and independence. Ideal for anyone who enjoys being outdoors, chatting with people, and earning extra income around other commitments. A great fit for people who like to stay active and be part of a friendly, growing company.
{{Area / Location}}
£20 – £25 per hour after training complete + Bonus Per Completed Job
Part-time / Flexible hours — 8–12 hours per week (minimum)
We're My Property Pros, a 5-star Trustpilot-rated, fast-growing home services brand helping homeowners across the UK maintain and improve their properties. We're now launching a local roof cleaning campaign across {{Area}} and we're looking for a driven, friendly canvasser to help us spread the word on the doorstep.
You'll be going door-to-door in targeted areas (we provide the map), introducing homeowners to our professional roof cleaning service. Your job is to spark interest, take basic contact details, and book a free quote for our team to follow up.
Click Apply Now or send a quick email to {{Email address}} with your name, location, and a few lines about why you're a good fit. Start date for the role is {{Date}}. Full training provided.
Natural conversationalistCan chat effortlessly and put people at ease.
Target-drivenEnjoys working towards goals and commissions.
Trustworthy & professionalRepresents the brand with honesty and integrity.
Understands homeowner concernsCan position services as an investment, not just a cost.
Happy & Cheerful DispositionBrings positive energy to conversations, making interactions enjoyable for potential customers. Friendly, upbeat, and naturally engaging.
ResilientComfortable with rejection and doesn't take "no" personally. Keeps a positive attitude, bounces back quickly, and stays motivated even after tough days.
We're looking for confident, personable, and results-driven canvassers to generate leads for our exterior cleaning services. The ideal candidate enjoys chatting and engaging with homeowners, understands the benefits of professional cleaning, and thrives in an active, outdoor role.
We are looking for individuals interested in building a long-term working relationship and growing with the business. People who are committed, reliable, and eager to grow with us. If applicants are looking for a short-term role or a stopgap job, this isn't the right fit.
Where you post the role makes a big difference to the applicants you get.
You can use Zak from Web Hiring to post the job advert on your behalf. The post lasts for 28 days and goes on Indeed.
For current pricing, please contact the franchise team. Other places like Facebook groups can work too.
Post on your business page (free), local groups. You can also boost the post (recommended for better reach) set your audience and location.
You can post jobs for free (with optional paid sponsorship for more visibility).
You can post jobs and share in your network; it's great for professional roles.
These are commonly used by recruiters and jobseekers and have large candidate pools:
Large UK job board with paid advertising and CV search options.
A popular nationwide board with high traffic.
Provides access to a big CV database and job postings.
A clear process for finding the right person.
Review CVs for relevant experience, skills, and job history. Check that the candidate meets the basic requirements of the role. Shortlist those who appear suitable.
Goal: Identify strong applicants efficiently.
You can do a light online check, but it must stay lawful and relevant.
Acceptable: Google search for professional background or serious public concerns. LinkedIn profile review.
Social media platforms: Checking Facebook (is their profile private, or can you see everything about them?). Who are they friends with? Group activity (helpful or a keyboard warrior?). Look for personal lifestyle and a sense of who they are.
A short conversation to introduce the company and role, learn about their motivation and communication style, confirm interest and availability, and ask about a DBS check or criminal record.
Purpose: Mutual fit before moving forward.
Even if you already have a CV, an application form is valuable because:
Invite shortlisted candidates to meet face-to-face. Focus on role competency questions, cultural fit, and scenario-based discussion.
Offer a short practical stage. Show them what the work involves, let them try basic tasks, run role-play of typical customer or team scenarios.
Purpose: See real ability, not just interview performance.
Make the final hiring decision based on everything gathered through the process. Issue a formal offer and onboarding plan.
Some questions are sensitive and should be handled carefully:
Age: You generally should not ask directly, unless there is a legal requirement.
Sick leave history: This can fall under health/disability discrimination. Only ask what is strictly necessary and handled appropriately.
Better alternative: "Are you able to meet the attendance requirements of this role?"
There are real differences between employed and self-employed arrangements. Here's a side-by-side comparison to help you decide.
A clean, structured process to follow:
We hope this has been useful and if you do need any help or support please don't hesitate to contact the Franchiser team.
Important Reminder: This is a general guide designed to be helpful and offer guidance. It is not to be taken or used as employment advice. For specific situations, please seek professional HR or legal support. Always check gov.uk for up-to-date rules and guidance, as this guide may be out of date at the time of reading.