Recent Discussions
Traning process
Hello, looking for advice on a training process for residential cleaning. Struggling to come up with a plan to help cleaners become successful. As of right now I been hands on training in person. As im growing and hiring team leaders i need a better training process as i can't always be there to train.What else? What is your secret sauce in hiring and retaining talent?
Judith here with Clean Club Calgary. We are a residential and commercial cleaning company. We have been in business for over 15 years and we were able to grow to a 20-22 employee company. I find hiring goes in spurts. Sometimes we have great retention and get good hires through the door. And of course there is the other times. My target for employees is newcomers to Canada. This is where I get the best people. We do have a solid (not perfect) hiring process. We are super transparent about the job (driving is part of the job, you might not get to work in the area you live, there will be changes to the schedule, we will support you - we have a supervisor on staff - and of course you are our number 1 customer - is the message they get) and even like this we have had such a hard time hiring. We participate in job fairs. So my question is other than Indeed (which does work for us) and local Facebook groups, where do you go and recruit for your staff? How do you communicate the expectations of the job? How do you make sure that they are excited after their training period and happy to work? Any help/advice/experience share is welcome!
Hiring & Team
Hello everybody, I am a sorta new business owner (1-2 years), and I am looking at expanding this month by hiring someone to complete all of the window cleanings and pressure washing. I want to do all of the sales and hire a worker or two to complete all of the work! Any advice or tips would be appreciated! Thanks ya'll!What Features Would Be Helpful for Dealing with Subcontractors on Your Team?
Subcontractors can be a powerful way to grow your service business—but managing them smoothly takes the right tools. From scheduling to paperwork to payments, things can get complicated fast if you're relying on spreadsheets or text threads. Here are a few key ideas to kick off the conversation: Insurance Certificate Tracking + Expiration Reminders Making sure your subcontractors are insured is a no-brainer—but keeping track of their certificates and renewal dates can be a hassle. A built-in feature that stores insurance docs and sends automatic reminders before they expire would help keep your business protected and organized. Built-in Payment Processing for Subcontractors Paying subs quickly and clearly is essential for maintaining good relationships. Imagine being able to approve their invoices and process payments right through Jobber—no more chasing emails or juggling payment apps. Subcontractor Availability Scheduling Knowing when your subs are available is half the battle. A shared calendar where subcontractors can input their availability would make job assignment way easier and help avoid scheduling conflicts before they happen. What would you like to see added to help manage subcontractors better? Drop your ideas in the comments—👇
Need advice on scaling
Hi everyone need some advice. The phone has been ringing off the hook and I just can’t keep up with all the work coming my way. I’m a small one man operation and full time firefighter looking to add a couple guys to my operation. any tips would help on how to properly go about expanding. Thank you guys!
How do you help employees collect tips?
We run a cleaning company, and in our industry, tips are a regular occurrence. However, Jobber doesn't support tip collection on the mobile app or on an emailed invoice. Tips can only be collected from a credit card payment in the client hub. Consequently, our staff rarely get tips. Are any of you using other software to assist in tip collection for your employees? Any ideas on how to overcome this issue?Painting Company here: Employees or Subs?
My Texas painting company has been operating with employees since we started. We offer benefits, WC, of course pay taxes, etc. Employees are expensive. Strangely enough, I have also found employees often are harder to keep motivated without constant oversite - they get the work done, but often not as fast as subcontractors, so that cuts into profits as well. I understand that a lot of franchises, like That 1 Painter, and CertaPro, have managers who are employees, but their laborers are 1099 subcontractors they basically treat like employees. The subs wear the company shirts, and work to the company's standards and the managers pop in here and there to check on them. This way the company avoids paying taxes, benefits, etc., and if they are low on work, they have no obligation to keep paying their laborers. This all sounds really nice. With how expensive my labor force and overhead are, I find it hard to be competitive against other companies with a subcontractor business model and still remain profitable. Any other painting companies or similar businesses - what do you guys do?Building a Strong Team for Long-Term Growth”
I’ve learned that when it comes to hiring, it’s not just about finding people who can do the job — it’s about finding people who believe in the vision of your business. Skills can be taught, but work ethic and character is hard to find. Treat your team with respect, communicate clearly, and create an environment where they feel valued. The right people will help grow your business — the wrong people will slow it down. It all starts with leadership and setting the right example.”*
Commission Based Pay?
Hey guys! Wondering if anyone here has experience with paying employees commission instead of hourly. How is that working for you guys? How do you have it set up to where you’re making the profit you need and the employee is happy and motivated to work hard? At what percentage do you pay? Thanks!
