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 LLC
Is hiring freelancers for admin work worth it? What's your Take?
Has Anyone Used UpWork to Hire Affordable Freelancers for Admin Work/other jobs? I’m curious if anyone here has used UpWork to hire low‑cost freelancers for administrative tasks in their business. A few friends have recommended it for things like scheduling, data entry, inbox management, and other behind‑the‑scenes work — but I’ve never tried it myself. Before I dive in, I wanted to see what this group thinks. Have you used UpWork for admin help? Was it worth it? Any tips, red flags, or success stories? Appreciate any insight from those who’ve been down this road.
Where to find part-time workers without paying for expensive job postings?
Has anybody used Indeed or another site to hire part-time workers for landscape/gardening work? It looks like Indeed wants $55/day minimum to list job postings. That's pretty expensive for us. What are other small businesses doing to find workers?
What are the best hiring platforms to find qualified workers?
What hiring platforms to you use to find qualified workers I've done Indeed, craigslist, Facebook and other social ads. But no serious suiters. The best thing that's been and always has worked is word of mouth from current employees. Any suggestions.................What kind of employee bonuses are you offering your team?
I recently listened to this Masters of Home Service episode with Cory Byron (WiringByron). It got me thinking, how are you all handling employee bonuses? Has your current approach improved team performance, or have you faced challenges? Share your experience below! Give the episode a listen if you want to learn about: Building a simple bonus system that's easy to manage Common issues a bonus plan can address How regular communication keeps your team motivated Never miss an episode of Masters of Home Service. Subscribe on Apple, Spotify, or wherever you get your podcasts.
How to compensate employees for mileage and drive time between jobs?
Howdy y'all, we're looking for new and/or experienced cleaners in Austin, TX and given the expanse of our service area (drives could be up to 50 miles) I'm trying to source cleaners who live in all four quadrants of the Greater Austin area. [Any recommendations of folks who would make great employees in my area, please shoot me a message!] Understanding that there are a multitude of ways to compensate for mileage or drive time, I'm curious who has found a balance between efficiency and cost. Say a cleaner does 3 cleans in a day and goes directly from home to their first job, and from the last job back to home. Those first and last are 'commute' drives, so we could calculate either a) the distance between jobs 1, 2, and 3, and pay per mile , or b) record the time of arrival at job 1 and the time of completion at job 3, and instead of paying per mile offer an extra $1 or $2 per hour rate so that it is all encompassing. Love to hear your thoughts - thank you!Pros and Cons: Hiring an Employee or Contractor in a Cleaning Business
Our Business has been around for 10 years, and the most painful area has been when we hire contractors and begging poaching customers. We always have to have a plan in place, but when they start acting and we have to run and put fires down some areas in the operation are affected greatly. ]Any Input? Advise or similar experiences?The Quickest Firing I've Ever Done (And What I Should Have Done Differently)
In the trades, we talk a lot about "hire slow, fire fast." I've lived by that principle — long applications, phone screens, in-person interviews, and working alongside our team for a couple of shifts before anyone flies solo. As a skilled labor company, I need to know someone is reliable before I trust them on their own. So when I let someone go recently after just a handful of days, it wasn't a surprise to me. What was a surprise was how much of that situation I had created myself. Here's what happened: I'd gone through the full process with a candidate who looked great on paper — strong experience, excellent finish work, exactly the shower remodeler we were looking for. There was a lot of back and forth on his start date since he was wrapping up another project, and when he finally said he could start on a Friday, I jumped at it even though my schedule was a mess that day. Instead of doing a proper onboarding, I handed him off to my operations manager and told myself we'd sort out the details later. We didn't sit down together to go over expectations, I never walked him through Jobber, and — maybe worst of all — I never confirmed that his new hire paperwork was actually completed. I sent it. I just never followed up. He worked a couple of shifts and the feedback was decent — promising, but still being evaluated. Then Tuesday came, and because we hadn't properly briefed him on the schedule or made sure he understood how our system works, he showed up to a unit turnover job with no context. He felt blindsided, and honestly, I get it — he came on as a bathroom remodeler. His reaction, though, was the problem: attitude with the crew, visibly disengaged at our team meeting, and a text to me saying he couldn't trust us. That was enough. I let him go, and I'm confident it was the right call — his attitude made it clear it wasn't going to work. But I also have to be honest: we didn't give him — or ourselves — a fair shot. The lesson I'm taking away isn't just "fire fast." It's that hiring slow has to extend all the way through onboarding. I was so eager to get him into the pipeline that I skipped the very steps that exist for good reason. If I couldn't carve out the time to do a proper onboarding — paperwork signed, systems explained, expectations laid out clearly — I should have pushed the start date until I could. Going forward, I'm building out a simple onboarding checklist so that no matter how busy things get, nothing gets skipped just because I'm stretched thin. A great hire can become a problem hire real fast when you don't set them up to succeed.
