Your kid is thinking about a summer with us.Here's the honest version.

Pest control sales, on foot, all summer.

Your student knocks doors in a residential neighborhood, signs homeowners up for a pest control service plan, and gets paid a commission on each contract. There is no base salary. This is straight commission. Their earnings rise and fall with their effort, their training, and how consistently they show up.

They start with two to three weeks of intensive training (we call it Bootcamp) before they ever knock a paying door. After that, the daily rhythm is: morning training, afternoon and evening on the doors, debrief at night. The summer runs roughly twelve weeks, generally late spring through early fall.

What we do to keep them safe.

• Reps work in pairs or in close proximity to a team in the same neighborhood, with managers checking in throughout the day.
• We knock during daylight and early-evening hours only. No late-night doors.
• Reps are trained to disengage from any uncomfortable interaction and to call a teammate or manager immediately.
• Every rep carries a phone, a route plan, and a direct line to leadership.
• Managers know where teams are working at all times.

We can't promise that nothing will ever go wrong. We can promise we've thought through the obvious risks and built the day around minimizing them.

Where they sleep.

During the summer season, we help reps coordinate housing in the cities we work. Specifics like group housing versus individual leases, who pays, and what's included depend on the year and the market your student is assigned to. We walk through housing on the recruiter call, before anyone commits, so there are no surprises.

If you want the housing breakdown before your student applies, call us directly: 208-254-0833.

The people around them.

Each rep has a manager who is responsible for their training, their numbers, and their well-being. Most of our managers are former reps. They've done the work, taken the rejection, learned the craft, and now coach others through it. Founders, including Redge Allen, are reachable by text year-round, not just summer.

We also assign every rep to a reading list (Carnegie, Voss, Duckworth, Willink, Clear, others) with regular discussion groups. The point isn't to look smart on paper. The point is to give your student tools they can use for the rest of their career.

The real economic picture.

Commission-only means high upside and real risk. Top reps clear a full year of typical college income in a single summer. Average reps make a solid summer's earnings, meaningfully more than most hourly summer jobs. Reps who quit early, skip training, or don't put in the days make significantly less.

What we won't do is quote you a specific number. Anyone in this industry who guarantees you an income figure is selling you. Earnings here depend on the person doing the work.

There is no application fee. There are some real day-to-day expenses every rep encounters: transportation, gear, background check, basic licensing depending on state. We walk through every one of them on the recruiter call before your student commits.

Five questions worth asking.

• Why this, why now? Their answer should be their own. Not yours, not their friend's.
• What's their plan if it gets hard in week 3? Because it will.
• Who's their manager? Ask them to introduce you. We're happy to talk to parents directly.
• What does success look like at the end of summer? Not just dollars. What skills, what habits, what relationships.
• What's the worst case? If it doesn't work out, what's the off-ramp? (Answer: they leave with the training, the books, and zero financial obligation to us.)