New Google Search Features: Online Estimates Filter and “Have AI Check Prices” — what does this mean for service pros?
Google has recently started rolling out new pricing-related features in local home service search, and they could impact how service businesses get discovered. Two early changes we’re seeing: “Online estimates” filter Google is beginning to surface an Online estimates filter in some home service searches. Early signs suggest businesses that provide clear, machine-readable pricing or instant estimates may be favored over generic contact forms. “Have AI check prices” or “Ask AI for Pricing” feature Google is also testing an AI feature that gathers pricing on a homeowner’s behalf by using AI to call businesses and collect price quotes. https://www.youtube.com/watch?v=illIa8LSfY0 These features are still new and evolving, but they raise big questions about pricing transparency, estimates, and local search visibility. We’re curious: Have you noticed either of these features in your area yet? Do you currently show pricing or estimate ranges online? Do changes like this make you rethink how you approach pricing and Google visibility? Would love to hear what service pros are seeing so far 👇You've got the time tracking data, now what?
Once you’re tracking time (in Jobber or other methods), the next question is: what do you actually do with all that data? In the latest Masters of Home Service episode, Jerry Jackson and Forrest Derr discuss using weekly time tracking reports not just for payroll, but also for making informed decisions that impact efficiency, profitability, and team culture. (Jump to the 11:07 mark) Here are a few ideas from the episode to get the conversation started: Track unbillable time (like shop hours or supply runs) as its own job to help spot inefficiencies. Set SPH (sales per hour) and unbillable time targets for your team—and make them visible. Get your team to report their own time and performance metrics to build ownership and accountability. How are you using time tracking? What changes have you made (or want to make) based on what the data is telling you? Share your wins, your hurdles, or even the metrics you wish you understood better. Tune into the full episode below:
Using AI and Voice to Capture Job Notes and Follow-Ups in Real Time
Hi everyone, I wanted to start a discussion around how home service teams capture job notes, follow-ups, and action items during busy workdays, especially while on-site, on calls, or moving between jobs in Jobber. In many service workflows, essential details come up verbally: - Notes after a customer conversation - Follow-ups discussed on the phone - Reminders during travel between jobs These often get entered into the system later, which can lead to missed context or extra admin work at the end of the day. One approach we’ve been exploring is using AI-powered voice input through tools like Gennie, where teams can speak notes or tasks and have them synced back into their existing systems while Jobber remains the system of record. I’m interested to hear from others here: - How do you currently capture job notes or follow-ups when typing isn’t convenient? - Do you update everything in real time or batch it later? - Would voice-based input be helpful in field operations, or does it create more overhead? Looking forward to learning how others approach AI and operations in real-world home service workflows.How do you hold techs accountable for accurate time tracking in Jobber?
We have GPS enabled so we can see when and where techs are clocking in and out, but I’m curious how others are enforcing accountability when the data shows missed or incorrect punches. How are you handling clock drift, forgotten punch-ins, or late edits without turning it into constant micromanagement? Are you using pay corrections, write-ups, coaching, or tying accuracy to performance reviews or bonuses? Also interested if anyone has built SOPs or automations around this that actually stick in the field.How do you manage different level Service Contracts in Jobber?
We are currently offering one service contract; however, we are looking to create three tiers. We would have a Silver, Gold, and Platinum package. Each package/membership would offer something different. How could we effectively manage this in Jobber to keep track of which clients are on which level package? How many visits they have/have used? Payments? Etc.How do you keep your crew motivated and paid when work slows down?
Every year, that slow season creeps up on us. One minute the phones are blowing up, and the next it feels like the world goes quiet. When jobs slow down, keeping your crew busy and positive can be a real challenge. I’ve tried different things over the years. Training days, cleaning up the shop, and even team outings just to keep morale up. But the truth is, it’s hard when the pipeline dries up. How do you keep your team motivated and paid when things get slow? Do you cut hours, find smaller projects, focus on marketing, or use the time for business planning? I’d love to hear what has worked for you and how you turn downtime into momentum for the next busy wave.How to start an in house training center for painting?
I am looking for feedback on starting a training center for residential painting. We have a shop but it is kind of small for what I am looking at doing. Is there any creative ways I could go about purchasing, or leasing a building that is specifically for training and education? My goal would be to hire on young men and women who are interested in the painting trade and have a facility to train them in before they every step foot on a job. For example, there would be a class room to learn about products and applications. Then there would be actually rooms built out and small exterior walls build out with different substrates to actually train applications. I would hire some of my current employees to be paid extra to run classes and training. What do you think? Am I dreaming too big or is this something I could accomplish? How could I go about making this happen?
