You Don’t Need More Hours — You Need the Right People
Everyone says they want to grow — but few are willing to let go. The inbox, the content, the sales follow-ups, the backend bugs — they hang onto it all, thinking it’s the only way to keep control. I get it. I used to do the same. But over the last 9+ years, I’ve built and scaled businesses by doing the opposite: building a remote team I trust, and getting out of their way. Not just “virtual assistants” — real professionals. People who run content, sales outreach, client communication, systems, software, and everything in between. They don’t just lighten the load. They raise the bar. This approach has been a game changer — not just for saving time, but for building momentum that actually lasts. It’s what I’ve been doing successfully for nearly a decade. If you’re wondering where to find this kind of talent, how to train them, or how to make it actually work long-term — drop your questions. Lets talk!What Features Would Be Helpful for Dealing with Subcontractors on Your Team?
Subcontractors can be a powerful way to grow your service business—but managing them smoothly takes the right tools. From scheduling to paperwork to payments, things can get complicated fast if you're relying on spreadsheets or text threads. Here are a few key ideas to kick off the conversation: Insurance Certificate Tracking + Expiration Reminders Making sure your subcontractors are insured is a no-brainer—but keeping track of their certificates and renewal dates can be a hassle. A built-in feature that stores insurance docs and sends automatic reminders before they expire would help keep your business protected and organized. Built-in Payment Processing for Subcontractors Paying subs quickly and clearly is essential for maintaining good relationships. Imagine being able to approve their invoices and process payments right through Jobber—no more chasing emails or juggling payment apps. Subcontractor Availability Scheduling Knowing when your subs are available is half the battle. A shared calendar where subcontractors can input their availability would make job assignment way easier and help avoid scheduling conflicts before they happen. What would you like to see added to help manage subcontractors better? Drop your ideas in the comments—👇Traning process
Hello, looking for advice on a training process for residential cleaning. Struggling to come up with a plan to help cleaners become successful. As of right now I been hands on training in person. As im growing and hiring team leaders i need a better training process as i can't always be there to train.
Hiring & Team
Hello everybody, I am a sorta new business owner (1-2 years), and I am looking at expanding this month by hiring someone to complete all of the window cleanings and pressure washing. I want to do all of the sales and hire a worker or two to complete all of the work! Any advice or tips would be appreciated! Thanks ya'll!Hiring the Right People!
Finding and Keeping Skilled Workers in the Trades Finding good help is tough, especially in the trades. What’s your approach to hiring people who not only have the skills, but also fit well with your team? And once you’ve got the right people, how do you keep them motivated and loyal to your business? Let’s talk about hiring techniques and retention.Building and Keeping a Team Engaged
Hi Everyone, I wanted to see how do you build your business? We are a mostly residential cleaning company in Calgary, Alberta, Canada. I say mostly residential because we also do some commercial cleaning but our main business is reoccuring cleaning. I have been plugging along for 15 years and it took me many tries to get the right people on the bus in my office. I find these people a blessing as I know with our size I would not be able to run it all on my own. Now we have our office admin (customer service, scheduling, social media, other tasks), supervisor (babysit the team, hiring - firing, performance management, quality assurance and feedback from clients) and part time sales rep (follow up on leads, networking). These people are solid and I wanted to ask how do you keep them engaged, invested and continously learning. What outside trainings worked for you team? What perks? Rewards? Thanks a million!
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?
