Onbaording Software for new hires
I am in the process of hiring for my residential cleaning business. Is there any software that is like a database for keeping track of employees? I saw a software by Pipehire. I like the platform, but when I called to inquire I was not happy with how the person answered the phone. Made me question if it was legit or not. I am new at hiring so I just wanted to make sure I doing the process correctly and having a software with checklist to keep track would be helpful.
Good/Better/Best Quotes
I own a residential cleaning company. We offer anything from one-time cleans to recurring...standard cleanings to top-to-bottom deluxe. I have been with Jobber 2018, but I am frustrated with the inability to send out a quote with good/better/best options and am thinking of moving to a different CRM. How do you all deal with this - I don't want to send out 3-4 different quotes. Currently, I send a quote for initial service, then I follow up via email with pricing for different options. But, this is not the ideal solution..and conversion rates on this method are not great. I am thinking of demoing ServiceTitan, but hopefully, someone has a better solution that I haven't thought of.New Year - More Profit
Happy New Year Jobber Blueprint Family!!! In 2025 I am focusing on small changes I can make to increase my business's bottom line. Last year was more hectic than anticipated and I ended the year feeling a bit disorganized. This month, I've blocked off some time to focus solely on reorganizing and decluttering, as a way to set myself up for year-long success. Are there any changes you're making to start the year to grow your bottom line??Do you utilize battery-powered tools?
Handheld battery-powered tools have come a long way from their first iterations, especially over the past few years. I've started making the switch away from gas-powered equipment throughout the last few seasons for my business and have found the switch to be positive for my workflow and bottom line. This is a trend I believe will continue as batteries become more powerful and long-lasting. Are you utilizing any battery-powered equipment and, if so, do you have any favorites you'd like to share??From One Business Owner to Another: Here’s How to Level Up in 2025
Hey everyone, my name is Keith, and I’m a 26-year-old entrepreneur who owns a growing residential cleaning business. I’ve learned a lot over the years, and I wanted to share some advice that could help take your business to the next level in 2025. One thing that has consistently set my business apart is offering multiple cleaning options. I can’t tell you how many times clients have told me they chose my company over competitors because we gave them options beyond just “basic clean” or “deep clean.” Our most popular service is what I call a semi-deep cleaning. This option focuses on deep cleaning the kitchen and bathrooms (the areas most prone to build-up), while doing a basic clean for the rest of the home. Clients love it because it’s practical and affordable. The key here is giving clients the freedom to choose the level of service they want. Plus, having different price points makes booking a no-brainer. Another tip: charge flat-rate fees instead of hourly rates. I’ve found that clients appreciate knowing exactly what they’ll pay upfront. With flat rates, they don’t have to worry about surprise charges or feeling like the job was rushed because the cleaner was running out of time. It also allows you to price based on the condition and size of the home, which makes it easier to provide a fair and transparent quote. Here’s a small but powerful touch: always give your clients something to remember you by. When we arrive at a client’s home, we hand them something thoughtful like a brochure, referral card, or even just a simple “thank you” card. At the end of the cleaning, we leave them with a small gift, like a $2 candle or new dish sponge. Little gestures like these stick with clients and make your service memorable. It’s an easy way to stand out from other companies they’ve used in the past or might consider in the future.
Non billable hour tracking in Jobber (time clock workarounds)
I use Jobber and am finding the Time Clock feature too limited for my needs. While I don’t plan on switching from Jobber any time soon, I wanted to reach out to the community to see what others have done in this situation. I can’t imagine I’m the only one facing this issue. My main concern is that the "General" time clock category hides too much information. Having only the options for clocking "Job Time" or "General" time leaves a lot of room for error, in my opinion. For example, when a team member has a slow day and completes various "overhead" or "non-billable" tasks, it all gets lumped under "General" time. For our company, these tasks include picking up chemicals from a supplier, fixing a headlight on a truck, delivering door hangers, etc. Relying on team members to make their own notes after the fact or expecting an admin to remember these details later feels unsustainable. If we see that a team member has clocked 5 hours on a job and 3 hours under "General" time, it could easily be mistaken for them simply forgetting to clock out for the day. My team is small, but I imagine this issue is even more pronounced in larger teams. Can anyone suggest workarounds or solutions they’ve found? Maybe I need to put more focus on verifying these manual adjustments, but that feels quite labor-intensive. Thanks!How do you utilize reports in your business?
I am curious to hear which reports you consider most valuable in your business and what actions are taken based on those reports if anyone is willing to share. Are there reports that you use regularly in Jobber or reports that you wish were part of Jobber? If so how do you utilize the information that the reports provide? Are changes made based on the reports? Is the data used to create the reports monitored internally for consistency? Thanks for sharing all input is helpful!
Hiring early? Benefit or hinderance?
Is it more effective to hire during the slow season, allowing ample time for thorough training while accepting the risk of reduced working hours for new team members, or is it better to focus on hiring quickly during the busy season to meet immediate demand but potentially sacrifice the depth of training? What factors, such as employee retention, operational efficiency, and service quality, should be prioritized in making this decision?
