Intro: You’re Not Struggling to Find Cleaners—You’re Struggling to Filter People Fast Enough
When I scaled my companies, I learned this the hard way: bad hires don’t just cost money. They destroy client trust, tank team morale, and set your growth on fire—in a bad way. You don’t need more bodies. You need the right bodies. Especially in the cleaning industry, where reliability, repeatability, and character matter more than skill.
If you’re reading this, your cleaning business is growing. Good. Now stop winging it. You don’t accidentally build a team of killers. You engineer it. Here’s how.
1. Ditch Job Posts. Build a Hiring Funnel That Filters Fast
Posting on Indeed isn’t a hiring process. It’s a lead gen step. Your real job is to build a funnel that screens out flakes and finds rockstars.
Here’s how mine runs:
- Step 1: Application – Easy form
- Step 2: Short video – “Why should I hire you?”
- Step 3: Paid Trial Day – Actions speak louder than interviews
- Step 4: 30-Day Test Run – You’re not married yet
Each step eliminates weak fits and attracts the committed.
Stat to know: Bad hires cost $4,700 each (US Dept. of Labor). Let that sink in.
2. Want Better Cleaners? Pay Like a Boss
Out-hire everyone by out-paying everyone. Period.
This isn’t minimum wage work—this is frontline brand-building.
- Offer $18-25/hr (region matters)
- Bonuses for performance and consistency
- Fire fast when they don’t perform
Pay more so you can demand more. Simple.
Reality check: If your revenue-per-clean is weak, raise prices. Don’t lowball your team.
3. Character Over Chatter: You Can’t Teach Hustle
You can teach someone how to mop. You can’t teach pride in their work.
Look for:
- Early birds
- Confident speakers
- Ownership mindset
- Eye contact, not excuses
Screen with this:
“Client’s mad. What did you do?”
Listen for ownership, not finger-pointing.
4. The Paid Trial Day: Instant Red Flag Detector
Don’t guess. TEST.
Put candidates on the field and see if they fold or fly.
Watch for:
- Early vs. late arrival
- Attitude under pressure
- Listening vs. know-it-all energy
- Work ethic in silence
Fact: 60% of cleaning companies lose hires early due to onboarding fails (Cleaning Business Today, 2024)
5. Referrals Work…Until They Don’t
Great employees bring great people. Bad ones? Not so much.
Make it work:
- Only accept referrals after 60 days on your team
- $150-$300 bonus if referral stays 90 days
- Track ROI like it’s a marketing campaign
6. Your Culture Is the Bait—Market It Like a Rockstar
You show off for clients. Why not for potential hires?
Showcase:
- Bonus celebrations
- Team wins
- Cleaners of the month
- Real stories from the field
Make your team feel like a movement, not a job.
Stat: 76% of workers say company culture matters as much as pay (Glassdoor, 2025)
Image idea: Cleaner holding a bonus check with a smile and caption: “Winners get paid.”
7. Always Be Stocked with A-Players
Someone will quit. Someone will no-show. What then?
Your move:
- Never stop recruiting
- Keep 3-5 pre-screened pros on standby
- Check in monthly to stay on their radar
- Offer backup shifts to keep them fresh
If you wait until you’re short, you’re already behind.
Bonus Round: Automate the Boring Stuff
Admin will drown you if you let it. Stop chasing paperwork.
Use tools to win back time:
- Google Forms for apps
- Calendly for interviews
- Loom for SOPs
- Gusto for payroll
Stat: Founders who spend 40%+ of time hiring grow 3x faster (Inc., 2025)
Final Word: Build Like a Pro, Not Like a Hobbyist
Hiring isn’t a task. It’s a growth engine.
If you want to scale, you need a team. And if you want a team that lasts, you need a hiring system that filters out the dead weight.
Set the bar high. Pay like a pro. Fire fast. Train sharp.
You’re not just building a cleaning business—you’re building a legacy.
