The best ways to find cleaning staff are employee referrals, Indeed job posts, and local Facebook groups. Plan to spend $2,000 to $5,000 to hire and train each new cleaner. This guide covers the full hiring process from job postings to training programs to keeping your best workers.
Why Does Your Team Make or Break Your Business?
Hiring your first employee is the biggest step in growing a cleaning business. You go from doing all the work yourself to managing others. The people you hire shape your reputation, how many clients stay, and how much money you make.
The cleaning industry loses a lot of workers each year (often 100-200% turnover). This means most cleaning businesses are always hiring. The ones that do well know how to find good workers, train them fast, and keep them happy. This guide covers the whole process from writing a job post to managing your team.
When Should You Hire Your First Employee?
Timing your first hire matters a lot. Hire too early and you will lose money. Hire too late and you will miss out on jobs and wear yourself out.
- You're at 80%+ capacity — When you're turning down jobs or can't fit new recurring clients into your schedule, it's time
- You have consistent revenue — You need enough recurring income to cover an employee's wages even during slow weeks
- You have systems in place — Checklists, pricing structures, and client communication processes should be documented before you bring someone new on
- You've calculated the numbers — Use our Profit Margin Calculator to verify you can afford payroll while maintaining profitability
(accounts for payroll taxes, workers' comp, supplies, and drive time)
Should You Hire Employees or Independent Contractors?
This is one of the most important legal choices in the cleaning industry. Calling workers contractors when they should be employees can lead to back taxes, fines, and lawsuits.
When to Classify as Employee
- You control how the work is done — You provide checklists, training, specific cleaning methods, and quality standards
- You set the schedule — You assign jobs, set arrival times, and determine the work sequence
- You provide equipment — You supply cleaning products, vacuums, and other tools
- Workers serve your clients — They clean for your business's customers, not their own
When Independent Contractor May Apply
- They control their own methods — They decide how, when, and where to clean
- They have their own clients — They market their own services and set their own prices
- They provide their own equipment — They bring their own supplies and tools
- They work for multiple businesses — Not exclusively for you
When in doubt, classify as an employee. The Internal Revenue Service and state agencies look very closely at cleaning businesses for worker status mistakes. The penalties — back taxes, interest, and fines — cost far more than any short-term savings from 1099 classification.
Where Do You Find Quality Cleaning Candidates?
Finding good, trustworthy cleaning staff is the biggest challenge owners face. Here are the best ways to find workers, listed by how good the hires turn out:
- Employee referrals — Offer $100-$200 bonuses for successful hires. Your current team already knows who is reliable and works hard. This is the best way to find great hires
- Indeed — The largest job board for hourly workers. Post detailed job descriptions with clear pay ranges. Respond to applications within 24 hours
- Facebook Jobs — Free job postings that reach your local community. Join local job-seeker groups to amplify your reach
- Craigslist — Still effective for hourly positions in many markets. Keep listings clear and professional
- Workforce development programs — Work with local groups that help people get back into jobs. These workers are often very motivated
- Community boards — Libraries, churches, community centers, and laundromats often have free bulletin boards
Writing a Good Job Posting
Your job posting is the first thing workers see. Stand out from the "Now Hiring Cleaners!" crowd with these tips:
- Clear pay range — "$16-$20/hour depending on experience" gets more quality applicants than "competitive pay"
- Schedule specifics — Part-time/full-time, day/evening, weekday/weekend
- Benefits — Even small perks matter: mileage reimbursement, flexible scheduling, paid training, performance bonuses
- Requirements — Valid driver's license, reliable transportation, ability to pass background check
- Growth opportunities — "Opportunity to advance to team lead" attracts ambitious candidates who stay longer
What Does the Interview Process Look Like?
A clear interview process helps you pick better workers and avoid bad hires that cost you money.
Phone Screen (5-10 minutes)
- Confirm basics — Availability, transportation, willingness to undergo background check
- Check communication — Can they speak clearly? Are they professional and polite?
- Share pay and expectations — Ensure alignment before investing more time
In-Person Interview (20-30 minutes)
- Ask behavioral questions — "Tell me about a time you had to deal with a difficult situation at work" reveals character better than "Are you reliable?"
- Discuss cleaning experience — Prior cleaning experience is a plus but not required. Attitude and reliability matter more
- Explain your standards — Show them your cleaning checklists (try our Cleaning Checklists). Their reaction tells you if they're detail-oriented
- Look for reliability signs — Were they on time? Did they dress well? Did they follow up as promised?
Working Interview (2-4 hours)
This is the most helpful step. Pay them for a test clean with an experienced team member. You will see their work habits, attitude, strength, and eye for detail — things no interview question can show.
What Background Checks Do Cleaning Businesses Need?
Your employees will be inside clients' homes and businesses. Checking their background is a must for trust and safety.
- Criminal background check — Covers felony and misdemeanor records, sex offender registry. Cost: $25-$50 per candidate
- Identity verification — Confirm they are who they say they are
- Driving record check — If they'll drive to job sites, verify a clean driving history
- Reference checks — Call 2-3 professional references. Ask: "Would you hire this person again?"
You must get written permission before running a background check. You must also follow Fair Credit Reporting Act guidelines. If you decide not to hire someone based on the results, you must give them a copy of the report and a notice of their rights.
How Do You Onboard New Cleaning Staff?
A clear onboarding process sets the right expectations and helps new hires get up to speed faster. Here is a day-by-day plan:
- Day 1: Orientation — Company overview, policies, uniform, supplies, clock-in/out procedures, safety training, and paperwork (W-4, I-9, direct deposit)
- Days 2-3: Shadow training — New hire follows an experienced cleaner, observing techniques, pacing, and client interaction
- Days 4-5: Guided practice — New hire does the work while the trainer observes and provides real-time feedback
- Week 2: Supervised solo work — New hire cleans independently with a quality check at the end of each job
- Weeks 3-4: Gradual independence — Reduce oversight as confidence and quality improve
What Should a Cleaning Training Program Include?
Good training is the difference between steady quality and endless client complaints. Cover these areas:
Cleaning Techniques
- Top-to-bottom, left-to-right — Teach the basic cleaning order that saves the most time
- Product usage — Which cleaner for which surface, proper dilution ratios, dwell times for disinfectants
- Equipment operation — Proper use and basic maintenance of vacuums, mops, and specialty tools
- Room-by-room standards — Specific expectations for kitchens, bathrooms, bedrooms, and common areas using your cleaning checklists
Client Interaction
- Professionalism — Introduce yourself, wear clean uniform, ask before moving personal items
- Communication — Report damage immediately, note special requests, and never discuss other clients
- Privacy — Never snoop, open drawers, or discuss client homes with anyone outside the company
Safety Training
- Chemical safety — Never mix chemicals (especially bleach and ammonia), proper ventilation, handling spills
- Body safety — Proper lifting, knee pads for floor work, taking breaks to avoid hurting yourself from doing the same motion over and over
- Slip and fall prevention — Wet floor awareness, proper footwear, cord management
How Much Should You Pay Cleaning Staff?
Good pay is the biggest reason great workers join and stay with your team. Here is what the cleaning industry really pays:
- Entry level — $13-$17/hour depending on your market
- Experienced cleaners — $17-$22/hour
- Team leads / supervisors — $20-$28/hour
- Performance bonuses — $25-$100 per month for perfect attendance, quality scores, or client compliments
- Mileage reimbursement — Internal Revenue Service standard rate per mile for employees who drive between jobs
Replacing a cleaning employee costs $2,000-$5,000 when you add up hiring, training, lost work, and unhappy clients. Paying $2-$3 more per hour than other companies costs much less than losing workers all the time. Use our pricing guide to plan for this.
How Do You Keep Your Best Cleaning Staff?
Keeping workers from leaving is the best thing you can do for your profits and happy clients. Here is what works:
- Pay above market rate — Even $1-$2/hour above other companies makes a big difference in keeping people
- Provide consistent hours — Unpredictable schedules are the #1 reason cleaning employees quit
- Recognize good work — "Employee of the month," verbal praise, and small bonuses make people feel valued
- Create advancement paths — Cleaner → Team Lead → Trainer → Manager gives employees a reason to stay and grow
- Listen to feedback — Regular check-ins show you care about their experience, not just their output
- Help them grow — Training on new skills and certifications builds loyalty
How Do You Manage a Growing Cleaning Team?
As your team grows beyond 2-3 people, you need management systems to maintain quality and efficiency.
- Use scheduling software — MaidProfit handles team scheduling, route optimization, and job assignments automatically
- Set up quality checks — Random inspections or follow-up calls with clients catch problems before they become complaints
- Hold regular team meetings — Weekly or biweekly huddles keep everyone aligned on standards, address issues, and share positive feedback
- Document everything — Policies, procedures, and disciplinary actions should be in writing. This protects you legally and ensures consistency
- Lead by example — Occasionally work alongside your team. It builds respect, keeps you connected to the work, and helps you spot training gaps
Build a Team That Grows Your Business
Hiring well is the base of growing a cleaning business. Put time into your hiring process, train well, pay fairly, and build a place where good people want to stay. The payoff shows up in steady quality, happy clients, and a business that grows without depending only on you.
For more on growing your cleaning business beyond solo operations, read our How to Scale Your Cleaning Business guide.