🚀 How to redirect applicants from Indeed to Pipehire.

Learn How Pipehire redirects applicants who have started a job search on Indeed quickly and conveniently to the Pipehire Funnel.

The video showcases a real case scenario; we teach how to post your jobs on Indeed and how to connect Indeed to Pipehire to get the best out of the two platforms.

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Product Updates

👍 Hiring cleaning employees like modern companies do. The Pipehire way.

Our time is limited, running a business is hard work it needs full concentration and attention.

Setting up unattended processes is vital to operate efficiently.

Pipehire has been developing a hiring method to help business owners step up the game.

We welcome you to The Best possible score and A, B, C players method.

Best possible score form

Let’s start in the Funnel which received a full overhaul to make  our hiring process more effective. At the top of the funnel you can see a number which is the “Best Possible Score” for this job opening.

The purpose of the score and the colors are to help you identify the most qualified applicants.

Now you can have a clear apples to apples comparison of all your applicants in one single screen and from any source.

We build this feature so you can save time and identify the A players quickly and move on to the interview process.

Within the new funnel you will also find applicants highlighted in green and with a “recommended badge” these are the most qualified applicants using our recommendation engine technology that we started building during winter.

These candidates will be your best return on investment. We recommend you start with them before someone else hires them.

A, B, C players

Next to the “Best Possible Score Form”, you will see three colored boxes with the letters A, B, and C, those are the three possible categories that the applicants can be classified based on the score obtained in their application. 

This traffic light color can help us to visualize the score obtained by each applicant. 

The green color means the applicant has obtained 80% to 100% of the possible points in the application form.

We refer to them as ‘A-Players’. You should focus on proceeding quickly to interview and ideally hire these applicants before somebody else hires them.

The yellow color means these applicants have obtained between 50% to 79% of the possible points of the job application.

We refer to them as ‘B-Players’. Proceed with caution since these applicants don’t meet all the requirements of the position. If you like someone in particular call and ask more questions to see if they turn to a green color. 

The red color means the applicant has obtained less than 50% of the possible points of the job application.

We refer to them as ‘C-Players’ you should definitely not proceed since they are incomplete applications and/or don’t have the bare minimum requirements of the position. You can archive these applicants if you like.

🤔 Questions on managing cleaning employees?

Email us at or visit us at Pipehire to learn how to better manage all your cleaning employees with our hiring software.


How Liz Trotter uses DISC Assessments to Recruit Rockstar Cleaning Technicians

We had the honor to learn directly from Liz Trotter how she uses DISC Assessments for cleaning techs to improve the quality of her new hires. As hiring cleaning techs becomes more challenging we want to make sure we are adding the right team members to the company to avoid employee turnover and preserve our company culture.

Liz shared her more important findings and revelations in the many years doing DISC assessments in video above she shares it, but here’s the cheat sheet:

What are the best DISC profiles for cleaning techs?

  • High S and C: The best mix!
  • C and S: Awesome.
  • S and high I: Good
  • I and C : Rare to find
  • High D: Not big fan
  • D and C: Won’t hire.

What Are the Four DISC Types?

  • Dominant,
  • Inspiring,
  • Supportive
  • Cautious.

What does DiSC score mean?

DISC measures dimensions of your personality. it does not measure intelligence, aptitude, mental health, or values. 

DISC profiles describe human behavior in various situations for example, how you respond to challenges, how you influence others, and how you respond to rules and procedures.

More about each style:


General CharacteristicsDirect. Decisive. High Ego Strength. Problem Solver. Risk Taker. Self Starter.
Value to TeamBottom-line organizer. Places value on time. Challenges the status quo. Innovative.
Possible Weaknesses:Oversteps authority. Argumentative attitude. Dislikes routine. Attempts too much at once.
Greatest Fear:Being taken advantage of.
Motivated ByNew challenges. Power and authority to take risks and make decisions. Freedom from routine and mundane tasks. Changing environments in which to work and play.


General CharacteristicsEnthusiastic. Trusting; Optimistic. Persuasive. Talkative. Impulsive. Emotional.
Value to TeamCreative problem solver. Great encourager. Motivates others to achieve. Positive sense of humor. Negotiates conflicts; peace maker.
Possible Weaknesses:More concerned with popularity than tangible results. Inattentive to detail. Overuses gestures and facial expressions. Tends to listen only when it’s convenient.
Greatest Fear:Rejection.
Motivated ByFlattery, praise, popularity, and acceptance. A friendly environment. Freedom from many rules and regulations. Other people available to handle details.


General CharacteristicsGood listener. Team player. Possessive. Steady. Predictable. Understanding. Friendly.
Value to TeamReliable and dependable. Loyal team worker. Compliant towards authority. Good listener, patient and empathetic. Good at reconciling conflicts.
Possible Weaknesses:Resists change. Takes a long time to adjust to change. Holds a grudge. Sensitive to criticism. Difficulty establishing priorities.
Greatest Fear:Loss of security.
Motivated ByRecognition for loyalty and dependability. Safety and security. No sudden changes in procedure or lifestyle. Activities that can be started and finished.


General CharacteristicsAccurate; analytical. Conscientious; careful. Fact-finder; precise. High standards; systematic.
Value to TeamPerspective: “the anchor of reality.” Conscientious and even-tempered. Thorough to all activities. Defines situation; gathers, criticizes and tests information.
Possible Weaknesses:Needs clear-cut boundaries for actions/relationships. Bound by procedures and methods. Gets bogged down in details. Prefers not to verbalize feelings. Will give in rather that argue.
Greatest Fear:Criticism.
Motivated ByStandards of high quality. Limited social interaction. Detailed tasks. Logical organization of information.

🤔 Questions on managing cleaning employees?

Email us at or visit us at Pipehire to learn how to better manage all your cleaning employees with our hiring software.


Pipehire Webinar #13 Building Company Culture with your Cleaning Staff by Liz Trotter.

Join us on this webinar to learn from Liz Trotter how to finally build company culture in our cleaning businesses.

Pipehire-Webinar-Building Company- Culture-with-your-Cleaning-Staff-by Liz-Trotter

What will you learn in this webinar?

• The basics and how to start building company culture once and for all.
• What tangible benefits a good company culture produces.
• How to keep very low your employee turnover.
• How to maintain the culture alive and thriving.
• How struggling businesses can repair and thrive.
• How to use DISC assessments to hire cleaning technicians.

Date: 3/25/21 @ 6:00 PM ET


Watch the replay.


🧠 Hiring and Managing Cleaning Techs like Angela Brown

Juan Chaparro CEO of Pipehire the all-in-one HR and Management software, interviews Angela Brown . Learn from her the most important tips on how to hire and manage cleaning techs. She also shared her personal story and how he start her business.

🤔 Questions on managing cleaning employees?

Email us at or visit us at Pipehire to learn how to manage better all you cleaning employees.

Product Updates

👋 Indeed/Facebook integration coming soon – In the meantime, there’s this solution.

Based on our users’ feedback, we decided to start working on an integration with Indeed and Facebook. Posting your job offers will become a breeze with a click of a button!

In the meantime, we can help you post your job offers inside your accounts manually with our Support team.

Need help with this? Set up a support call or call 415-223-0371 our Customer Success Manager is ready to help you.


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