Your Team Is Your Business
In the cleaning industry, your team is your product. Every interaction a cleaner has with a client’s space and belongings reflects directly on your reputation. One careless employee can cost you a client worth thousands of dollars per year. A great one can generate referrals that fuel your growth for months.
Hiring and training cleaning staff is one of the hardest parts of running a cleaning business, but it is also one of the most impactful. Get it right and you build a company that runs without you. Get it wrong and you are stuck putting out fires every day.
Part 1: Hiring the Right People
Where to Find Candidates
The best cleaning employees are not always found on generic job boards. Cast a wide net using multiple channels:
- Indeed and ZipRecruiter: Still the highest volume sources for hourly workers
- Facebook community groups: Local groups often have people actively seeking work
- Nextdoor: Neighbors looking for flexible work opportunities
- Employee referrals: Your best people know other good people. Offer a $100-200 referral bonus after the new hire completes 30 days.
- Local workforce agencies: Useful for finding entry-level candidates quickly
- Community colleges and trade schools: Students often seek flexible, part-time work
Writing an Effective Job Posting
Your job posting is your first filter. A vague posting attracts vague candidates. Be specific about what you offer and what you expect:
Include:
- Starting pay rate (being transparent attracts more applicants)
- Schedule and hours available
- Physical requirements (standing, lifting, bending)
- Transportation requirements
- Whether you provide supplies and equipment
- Growth opportunities within your company
Example opening line: “Earn $17-21/hour cleaning residential homes in the [City] area. Flexible schedules, paid training, and room to grow into a team lead role.”
The Interview Process
Phone screen first, then interview in person. During the phone screen, focus on logistics: availability, transportation, and experience. During the in-person interview, look beyond the resume.
Key questions to ask:
- “Tell me about a time you had to pay close attention to details at work.” (Reveals conscientiousness)
- “How would you handle a situation where you accidentally broke something in a client’s home?” (Reveals honesty and professionalism)
- “What does a clean space look like to you?” (Reveals standards)
- “Why are you interested in cleaning work specifically?” (Reveals motivation)
- “How do you handle doing the same type of work every day?” (Reveals staying power)
Red Flags to Watch For
- Cannot provide reliable references from previous work
- Vague about why they left their last position
- Shows up late to the interview without communicating ahead
- Unwilling to undergo a background check
- Overly focused on schedule flexibility without commitment to minimum hours
Background Checks and Insurance
Always run background checks on cleaning staff. Your clients trust you with access to their homes and businesses. A single incident can destroy your reputation and expose you to liability.
- Run criminal background checks through a reputable screening service
- Verify identity and work authorization
- Consider motor vehicle record checks if employees will drive company vehicles
- Ensure your business insurance covers employee actions
Part 2: Training for Consistency
The First Day Framework
A structured first day sets the tone for the entire employment relationship. Do not just hand new hires a mop and send them to a job site.
Day one should include:
- Company orientation (30 minutes): Your values, expectations, dress code, and communication standards
- Safety training (30 minutes): Proper chemical handling, equipment use, ergonomic techniques, and what to do in an emergency
- Cleaning procedures walkthrough (2 hours): Demonstrate your standard cleaning process room by room
- Shadowing (remainder of the day): New hire observes an experienced cleaner completing a full job
Create Cleaning Checklists
Checklists eliminate ambiguity and ensure consistent quality regardless of who is on the job. Create detailed checklists for each room type:
Example: Bathroom Checklist
- Clean and disinfect toilet (inside bowl, outside, base, behind)
- Clean and polish mirror
- Clean countertop and sink (remove all items, clean underneath, replace)
- Wipe cabinet fronts
- Clean shower/tub (walls, floor, fixtures, glass)
- Empty trash and replace liner
- Wipe light switch and door handle
- Mop floor (start from back, work toward door)
- Final inspection: check for hair, water spots, streaks
Digital checklists in your job management software ensure nothing gets missed and give you a record of what was completed on every job.
The 3-Stage Training Program
Stage 1: Shadow (Days 1-3) New hires observe experienced cleaners, ask questions, and begin handling simple tasks. They should complete at least three full jobs as an observer.
Stage 2: Supervised (Days 4-10) New hires clean independently while a trainer checks their work after each room. Provide immediate feedback on technique, speed, and thoroughness.
Stage 3: Independent with Spot Checks (Days 11-30) New hires work solo jobs with periodic quality inspections. Schedule at least two unannounced spot checks during this period.
After 30 days, conduct a formal review. Discuss what is going well, what needs improvement, and set goals for the next quarter.
Ongoing Training Topics
Initial training is just the beginning. Schedule monthly or quarterly training sessions covering:
- New cleaning techniques and products
- Customer communication skills (what to say if a client is home, how to handle complaints)
- Time management and efficiency tips
- Safety refreshers (chemical mixing hazards, slip prevention)
- Upselling additional services (teaching cleaners to identify opportunities like window cleaning or deep-clean add-ons)
Part 3: Retaining Your Best People
The cleaning industry has notoriously high turnover, often 100-200% annually. Reducing turnover saves you thousands in recruiting and training costs.
Competitive Compensation
Pay is the baseline. If you are not competitive, nothing else matters.
- Research local market rates and pay at or above the median
- Offer performance bonuses for quality scores, client compliments, and perfect attendance
- Provide raises on a clear schedule (after 90 days, 6 months, and annually)
- Consider profit sharing or bonuses tied to company performance
Create a Growth Path
Cleaning employees stay longer when they see a future. Create clear advancement opportunities:
- Cleaner to Senior Cleaner (higher pay, more complex jobs)
- Senior Cleaner to Team Lead (manages a small crew, earns a premium)
- Team Lead to Quality Inspector or Trainer (supervisory roles)
- Inspector/Trainer to Operations Manager (runs day-to-day operations)
Recognition and Culture
Small gestures make a big difference in retention:
- Employee of the month recognition with a tangible reward
- Birthday and work anniversary acknowledgments
- Team outings or meals to build camaraderie
- Prompt, transparent communication about schedule changes, company news, and expectations
- Open door policy for concerns and suggestions
Use Technology to Reduce Friction
Administrative headaches drive good employees away. Modern tools reduce frustration:
- Mobile-friendly scheduling so staff can view their jobs on their phone
- Clear job details with addresses, access instructions, and client preferences
- Easy time tracking that does not require manual timesheets
- Quick communication channels for same-day updates
CleanScale provides all of these through its mobile app, giving cleaners everything they need for each job without chasing down information.
Building a Team That Lasts
Hiring and training cleaning staff is an ongoing investment, not a one-time task. The businesses that do it well create a significant competitive advantage: reliable service, consistent quality, and happy clients who refer their friends. Start with a structured process, document everything, and continuously improve based on what you learn. Your team will become your greatest asset.