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!
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!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.How to recruit to a rural location
I have tried the Canada job board, the BC job board, LinkedIn, my companies Facebook page, our local Trades Show, Word of Mouth and Community Contractors Facebook page with a paid incentive for a successful referral. I get many applicants from the Middle East and other international places that require new certifications, immigration, housing and more. I am a very small start up company and I can't hire without knowing it is a match that will work out. What are your tips?
Paying Subs
I'm starting a home services technician/handyman business in my local area for those really small jobs that general contractors don't typically take on. I'd like to initially hire subs for the work where I share a percentage of the profits with them per job. For those using this model, what percentage seems fair in terms of compensation 60/40, 50/50, or some other type of profit split?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?When do you know when to start hiring?
Here at GB Plumbing, we knew we should be starting to hire when we were working over 70 hours a week and not seeing any slow down with jobs coming in. We’re now up to 3 trucks, and are looking to hire again as things continue to keep growing and we want to continue to provide more services to our community.
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?
