Hiring people who can put aside their own ideology

Here I'd weed them out fast without long interviews:

Put a "Strict Neutrality" clause in the job post: State clearly that your team enters homes with zero judgment on politics, religion, or lifestyle. Strong ideologues will often self-select out immediately.

Add one mandatory question to the application: "You will be organizing private spaces with campaign signs, religious items, or lifestyle choices that clash with your personal beliefs. How do you handle that?"

Pass: "My job is to organize, not judge. Their personal life is their business." Fail: Any qualifiers like "As long as they aren't [X]" or long rants about morality. Reject them on the spot.

Ask the "Chatty Client" interview question:
"A client starts passionately venting to you about a controversial political topic while you work. What do you say?"
Look for the neutral pivot: "Haha, everyone's talking about that! Quick question—do you want these bins labeled by color or item?" If they debate or take the bait, pass.

Run a 3-hour paid trial shift: Work side-by-side with them before making an official offer. You will catch body language, eye rolls, or sighs around diverse homes instantly.

Great answers above. In addition,

PAY FOR A SHORT TRIAL SHIFT. Send the candidate out with you or a senior organizer for 2 to 3 hours, paid. Watch how they react when a closet is packed or a home isn't what they're used to. A face that stays neutral under surprise is hard to fake.

ASK ABOUT THEIR PAST CLIENTS. Tell me about the hardest customer or coworker you've worked with, and how you talked about them afterward.  Candidates who trash former clients will do it to yours.

CHECK REFERENCES WITH ONE SPECIFIC QUESTION. Ask the reference, Would you trust this person alone in your home, and why? Vague answers are a red flag.

PUT THE STANDARD IN WRITING. A simple rule in the handbook: no opinions about a client's belongings, beliefs, or lifestyle, in the home or on social media. Have them sign it, so the standard is clear from day one.

START NEW HIRES WITH A SENIOR PARTNER. For the first few jobs, never send someone alone. It catches problems before a client does.

Where are you finding most of your candidates right now? That usually decides how much screening you need. rfontaine​ 

I have a strict policy that there is no political or religious topics during a professional service. For many many years I have held this high as a personal commitment and now have it written in my employee handbook. I feel that is a deeply personal topic and not something a service professional OR a client should be bringing forward. We are just there to solve a problem and that is all. If too many questions start coming up or I feel a conversation is going a certain way I will walk out every time. There are a million and one other topics we can have small talk about that don't involve something that could be extremely polarizing between people.

I have been backed into a wall BY NOT ANSWERING antagonizing questions. I just kept repeating that I don't discuss politics at work.

Hey rfontaine​ , if you're already sending interview confirmations, I'd consider using that same email (or text) to do some of the screening for you. 

One idea is a short pre-interview form to the confirmation and tell candidates up front it takes no more than 5-10 mins. People who are serious about the job will do it. People who aren't will drop off, and that saves you an interview. 

+1 to Anthony's awesome suggestion below. Where have you found your potential candidates so far? 

One thing I’d consider adding early in the process is a DISC assessment.

Not because a certain DISC type automatically means someone will be accepting or nonjudgmental, but it can help you understand how someone communicates, reacts under pressure, handles differences, and interacts with people who may not think or behave like they do.

I’d be looking less for a specific letter and more for traits like patience, emotional control, adaptability, empathy, and the ability to stay professional when they’re uncomfortable.

Then I’d pair that with scenario-based questions before the formal interview.

Something like:

“You arrive at a client’s home and see political signs, religious items, lifestyle choices, or living conditions you strongly disagree with. What do you do?”

Or:

“Tell me about a time you had to work closely with someone whose values or personality were very different from yours.”

Their answer matters, but so does how they answer it.

I’d also make this part of the job expectation very explicit: you’re entering someone’s private home, and professionalism means serving the client without commentary, judgment, arguments, or visible attitude.

DISC can help you screen for fit earlier, but I’d still trust the behavioral questions and a paid working interview more than the assessment by itself.