Claim your Territory!
Hello Jobber Community, My name is Mario Visin, Founder of Group7 Home Services LLC. We joined the Jobber community with a spirit of collaboration, learning, and service to the home services professionals who keep our homes, neighborhoods, and communities running. I believe the home services industry is entering one of the most important seasons in its history. Blue-collar workers are becoming entrepreneurs by the thousands. Handymen, roofers, painters, landscapers, installers, restoration experts, and specialty trade professionals are no longer just working jobs — they are building businesses, serving families, and creating the foundation for generational opportunity. The home services industry represents hundreds of billions of dollars in economic activity each year. Large suppliers, big-box retailers, and national construction brands have created tremendous wealth from this industry. Yet the heart of the industry has always been the person swinging the hammer, climbing the ladder, knocking the door, answering the emergency call, and doing the work that homeowners depend on. That person is you. That person is me. That person is the blue-collar professional who deserves better systems, better connection, better opportunity, and a clearer path toward building a meaningful life through the trades. One thing I have noticed across many industries is that people often struggle to connect with one another in ways that truly make a difference. We are entering a time where connection and community will matter more than ever. The future will not only belong to the biggest brands or the largest companies. It will belong to those who learn how to connect, serve, collaborate, and build trust with one another. At Group7 Home Services, we are designing a Live-Work-Play vision for the trades — a curriculum and platform strategy focused on helping home services professionals serve one another, grow together, and build wealth through shared relationships, better systems, referral opportunities, and a service-first mindset. This is not just about jobs. It is about lifestyle. It is about family. It is about creating a future so compelling that the next generation sees the trades as a path of pride, ownership, entrepreneurship, and purpose. Strategy matters. Systems matter. Technology matters. But the real transformation begins when good people come together with humility, discipline, and a desire to serve the need before serving the self. I believe larger technology companies serving the trades, including platforms like Jobber, play an important role in this new era. The right technology can help blue-collar entrepreneurs run smoother businesses, communicate better with customers, organize their teams, and create more professional experiences for the homeowners they serve. But technology alone is not the full answer. The real power comes when technology, community, service, craftsmanship, and vision meet at the same table. Group7’s broader mission is Building Thriving Cities by helping people connect around housing, entrepreneurship, education, and local economic opportunity. We believe the home services professional has a major role to play in that transformation because every strong city begins with strong homes, strong workers, strong families, and strong relationships. I am a visionary, and I understand that vision must be protected, refined, and shared with care. But I also believe the home services industry is ready for a new conversation — one centered on dignity, ownership, connection, and a higher conscious level of capitalism where the smaller parts come together to create something greater than any one person could build alone. The big brands we know today started with a dream, a strategy, and a willingness to work for decades. The next great wave of wealth creation may come from like-minded people linking their common threads together, weaving a much larger blanket of opportunity for families, workers, entrepreneurs, and communities. Being part of a community is just the beginning. How we connect matters. Relationships are everything. Work like your life depends on it. Best, Mario Visin Founder, Group7 Home Services LLCHow do you structure pay and incentives for high school employees in a small business?
I started a firewood company that services commercial accounts like grocery stores and individuals that want a premium firewood. One of my goals is to hire high schoolers and pay them a fair wage. My question is, how do I manage the cost of hourly pay and the expectation that this is only sustainable if they are able to significantly contribute to the productivity of the business? I’ve considered creating a pay incentive if they are able to hit certain metrics. I would appreciate your feedback.
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!
Where do I hire a qualified box truck driver willing to do hard work?
I run a growing local food scrap hauling and composting business in Louisville, and we’re looking to hire a dependable part-time route driver for box truck and step van work. The job involves early mornings, local routes, heavy wheeled bins, liftgates, outdoor work in all weather, and a long drive down some windy country roads after backing in and out of loading docks downtown. For those of you who have hired solid delivery or route drivers before, where have you had the best luck finding hardworking, reliable people who are comfortable with physical work and independent routes? Indeed? Amazon/FedEx drivers? Word of mouth? Looking for advice from folks who have actually found good people.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?
Where do you find the best workers to hire?
Where have you had luck finding new members for your business? I have several avenues that I would like to try but I'm wondering who has had good luck and where you've had that luck. Vocational schools? Facebook job posting? Next Door? Anyone use Home Depot's hiring through their Pro Network? Looking for the best starting point. Thank you in advance for your feedback!Should I hire employees or use 1099 subcontractors for better quality?
We have 6 subs full time and it's burned us a few times. We go behind them on ~25% of jobs. We just got CompanyCam and that'll help operationally. But, I am considering going the employee route and paying hourly. What do you feel works best -- to maximize profitability, ensure quality, and reduce headaches?What did you do when you lost your best employee?
We’re going through this right now in our business. Our lead technician is moving out of state. Honestly, it’s bittersweet. I’m genuinely happy for him because this is a great life opportunity for him and his family, but I’d be lying if I said it hasn’t caused me a lot of anxiety too. He has been a huge part of our growth. A lot of the consistency our customers experience came from him: reliability quality of work customer trust leadership in the field helping train newer employees When you have someone like that on your team, it’s hard not to feel like “How are we supposed to replace this person?” And the honest answer is you probably do not replace them immediately. My wife and I already know we’re going to have to pick up extra work temporarily while we hire and train again. That part is uncomfortable. One thing this situation has reinforced for me though is how important standardization becomes as the business grows. Because if all the quality, knowledge, and expectations only live inside one employee’s head, losing that employee can seriously damage the business. Over the last couple years we’ve worked hard to document things like: customer communication, how to reply to someone, when to send our "On The Way" text messages gate procedures to make sure dogs are safe and secured after each visit completion expectations for each yard common customer issues onboarding processes to bring new employees up to speed faster training expectations to know what a "finished" job looks like None of that magically replaces a great employee. But it does make rebuilding much more realistic. I also think moments like this expose whether the business was built around systems or around specific people carrying everything. Still learning through this one myself. What did you do when you lost your best employee?
