Do you know your actual effective hourly rate per client — once travel time is included?
Hi everyone — I'm a developer, not a cleaning business owner, so I'll be upfront about that. I'm doing early research before building anything. I've been spending time in this community and something keeps catching my eye. There are a lot of conversations about pricing, undercharging, and knowing your numbers — but the specific gap I keep noticing is this: Jobber shows you revenue per job, but it doesn't tell you your real effective hourly rate per client once you factor in drive time and how long a job actually ran versus what you quoted. For a residential cleaning business with recurring clients, that seems like it could matter a lot. The client who pays $200 but takes 45 minutes to drive to might look identical in Jobber to a client who pays $180 and is 5 minutes away. My question, specifically for cleaning business owners using Jobber: is this actually a problem you run into? Are you tracking profitability per client in any way right now — spreadsheet, gut feel, something else? And if you're not tracking it, is that because it's genuinely not a priority, or because there's no easy way to do it inside Jobber? Not selling anything — I haven't built anything yet. I'd genuinely love to have a 15-minute conversation with a few people who manage recurring residential clients in Jobber. Happy to share what I learn with anyone who's interested. Drop a comment or DM me.Upsides and downsides of hiring a summer helper?
I am thinking about hiring someone to help me in the busy season and the idea of a high school kid as a summer job sounds like a promising idea. I wouldn't have to pay them a crazy salary, they are like sponges with information and they are typically more physically full of energy. I wouldn't be able to send them on their own, but they could help me get a few more jobs done in a day. I am wondering if anyone has tried this and what would be the pros and cons of doing it?How do you keep good employees from leaving?
I had my cleaning company for 17 years now. I have had my fair share of good employees. My longest serving couple has been 12 years. Then I had some team members for 4+ years. While I do not want them to leave as it is hard to find good team members with our core values, I find that they do run their course due to the nature of the job. What have you implemented that helped your business to keep and engage long term good employees? TIAAI Integration w/ Jobber! What's Working for Your Stack?
Hey everyone, first post here, excited to be part of the community. I run a residential cleaning operation in McKinney, TX, and I've been building an AI-assisted ops stack around Jobber. Claude is my primary AI layer for things like client communications, scheduling logic, and business analysis, but Jobber doesn't have a native Claude integration, which creates friction. I'm currently evaluating two paths: 1. Build a custom integration via Make, Zapier, or N8N (I have experience with all three) 2. Use an existing AI app that already connects with Jobber natively Before I invest time in a custom build, I wanted to ask the community: has anyone found a solid AI tool that connects directly with Jobber and handles tasks like drafting client messages, analyzing job data, or automating follow-ups? Open to any direction, like: native apps, workflow tools, or APIs you've had success with. Thanks in advance. Rafael AndradeWhen is it time to hire an accountant?
I am wondering at what point some of you guys have hired an accountant? Did you hire one to grow? To maintain what you have? Or are you simply using one to file taxes at the end of the year? I am thinking about hiring an accountant to manage my finances for me and see where things go, but wondering when is the right time.
How do you handle unreliable employees in a home service business?
Hello! I run a Home Remodeling & Handyman business, and we're excited to share that we've recently expanded to include a Cleaning Division. We've noticed that in our area, many folks are eager for jobs but sometimes lack the commitment to follow through. How do you navigate this challenge? We've already offered competitive pay, which is quite high for our area, yet issues like poor communication, missed appointments, and subpar work still pop up. I'm curious to hear how others have managed similar situations and what strategies you've found effective—whether it's offering career growth opportunities, enforcing strict communication policies, or even increasing wages further. Any advice or ideas would be greatly appreciated!What’s the best way to manage and track leads in Jobber?
Hi! I have searched all throughout old conversations to try and see if anyone else has run into the same challenge I'm currently facing and read some good advice but I wanted to see if anyone had anything new to add. I'm looking for a way to actually track leads, whether that be in jobber with request titles, tags, or custom fields OR integrating a whole separate lead management software. I don't like leads to stay in the new request stage until an assessment is schedule as I do not provide in home estimates. Does anyone have any workarounds they use in jobber for better tracking lead stages and a better system to track when you need to call, text, follow up etc. Or if you found a better integration option. Thank you!!What 3rd Party SMS service do folks use for sending mass / bulk texts to their clients?
What 3rd Party SMS service do folks use for sending mass / bulk texts to their clients? Last month we ran a promotion and marketed it via 4 social media posts and two email sends. Then, we supplemented the campaign with sending SMS messages to our clients from the client re-engagement report. 3 of us divided up the report and pasted the message in the Jobber text thread, changed the first name of the recipient and sent it off to about 600 clients out of ~5,000. It took 3 days... No, not 8 hours a day, we had other things on our list. And when someone responded positively to our message asking for a quote our service manager would go into quote/sales mode while we kept sending. It was brain numbing, but effective. For February, which historically only brings in half or less of the revenue we make during a typical in-season month we almost doubled it. It was our best February ever. The takeaway: Texting works (when done right). For the time it took it will be worth it to spend money on a third party service and press send once, instead of 600 times. So, please share your experience with bulk SMS services- good, bad, meh... I would love to know. Thanks! ~Kyle Klevjer
