Product Updates

🚘 Pipehire Roadmap for 2021

2020 was a long year, below is a quick recap of new features we’ve accomplished together over the last 12 months.

⚡ 2020 Pipehire Highlights

Here are some product improvements and functionalities, many suggested by you:

1. New Pipehire Company Dashboard
2.2-way SMS confirmation with candidates
3. Form Metrics and Form Module new look
4.Unconfirmed Appointment Reminders
5.Team addition: Customer Success Manager
6.Indeed and Facebook Job Posting
7.View archived candidates improvement
8. Export and import company data
9.Attendance Module
10. Complaints module upgrade

🚀 Pipehire Roadmap for 2021

As you can see, 2020 was a busy year for Pipehire. And just in case you’re wondering, we’re not slowing down. Below is a sneak peek of what’s to come:

1. New JOB POST cover page and careers page.
2. Training video module.
3. Applicants digital onboarding(e-sign).
4. Pipehire integration with Indeed, Facebook and other job posting services.
5. Plus updates and improvement to the current modules.

Questions or Feedback?

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


😥 Customer Feedback Hurting Your Cleaning Employees? What to do About It…

This is something we rarely think about when we’re small and only have a handful of clients and cleaners.

When I started my cleaning business 16 years ago, we didn’t care much about hurting an employee with customer feedback, which can be very offensive at times. I wanted to still provide my employee some feedback without disclosing everything, to keep them from getting their feelings hurt. House cleaning is a hard job and the last thing we want is to discourage employees from going into customers’ houses.

I tried speaking to my dispatching software, and asked if there was a way to send filtered feedback to my employees, but they didn’t care about this (they received too many features requests.) This is one of the main problems I’ve noticed with scheduling software – that they only care about scheduling/dispatching, and not employee management.

I put my head to work and told my team to build a solution that would:

  1. Allow me to send feedback easily to my cleaning techs via text message.
  2. Allow me to upload photos of the home, otherwise the employee might not remember which house we were talking about.
  3. Be easy for my office staff to keep updated and be aware of the customer complaints. When there’s too much automation, office staff and sales teams forget to pay attention to problems for the management team to solve.

Pipehire’s Complaint Tracker is easy to use and implement. Here’s how to do it.

Step 1: Quick select of the employee and customer: A preloaded list of employees and customers to eliminate data entry.

Step 2: Pick a category of the complaint and zip code: This will allow you to see a future-complaints analysis report (coming in 2021) to spot problems in your company and be able to do retraining. Entering zip codes will show you problematic zip codes in your city so you can avoid marketing there.

Step 3: Enter the complaint: Enter here the actual feedback provided by the client.

Step 4: Check a box if the field manager checked the job: This is important so you can tell if your field manager is doing his/her job.

Step 5: Did this complaint generate a negative review?: You want to track whether these complaints are generating negative reviews on Yelp or Google, so you can measure the impact on your business.

Step 6 and 7: Status of employee and customer resolution. This is a way to have a status of resolution with the customer as well as the cleaner. If you don’t close a complaint properly, it could bite you in the backside, as it happened to me with a flooded house. So, make sure you track and close all complaints. A good cleaning service will make sure their clients are truly satisfied, not only when things are going well but when there are issues to solve.

Step 8: Only save or be able to send a text message to the employee quickly.

Only Save: Will only save the entry for the owner or manager of the company. The employee will never be notified about this.

Save and Send SMS to Employee: The entry will be saved in the employee record and the employee also will receive a text message with the following info:

  • Date of compliment
  • Name of the client
  • Reason
  • Description of the compliment

Step 9: Enter a Complaints Score (1 to 5)

The complaints have a score too, 1 being a Light Complaint, such as, “they forgot to clean a mirror” and 5 being a Hard Complaint, like, “they almost killed my dog,” or “they flooded my house,” or something extreme. 

We use these scores to feed the leaderboard that rates your employees from 1 to 5, 5 being the best. 

How to Avoid Hurting Employee Morale

The little checkbox (see image below): If you uncheck the box, the employee will not see the description or full text of the complaint. We built this because we needed to let the employee know about the compliment/complaint without hurting their feelings. Being able to block the copy from the client if we want to protect the cleaner’s feelings is the key to avoiding discouraged employees.

However, if the employee needs to be let go due to constant performance issues, they’ll be able to read all their feedback if they wish.

Watch the video:


🧠 [Pipehire Webinar] Hiring Cleaners and Virtual Assistants Best Practices and Pitfalls to Avoid with Maria Dorian(Task Away)

Hello everyone, I’ve spoken and worked with Maria Dorian a lot about hiring and managing employees cleaning employees and virtual assistants.

We decided to get together to share our best practices and pitfalls, so you can thrive and finally grow your cleaning business in 2021.

Download Webinar PDF

Eight Amazing Topics:

1. Interviewing IS a sales process: Sure we need to qualify them to be sure the candidate has the basics (clean background, car, etc) but then it turns into a sales process where we need to show them why they want to work for us / the company so they can stick around longer reducing employee turnover.

2. Pick the right Candidates: Learn what types of people, personalities make good cleaners. Is it the experienced ones? Those that never cleaned homes? Learn once and for all who to hire.

3. Rewarding employees for referrals: We will cover how to offer properly sign up bonuses for them after training and a sign up bonus for anyone they refer.

4. Advertising channels: Learn how to generate leads from other unusual channels like Youtube, Hotels, local events and even handing out business cards at the grocery story for clerks and other helpful people that you meet that may be looking for a different industry.

5. Trust is everything: Make a candidate feel safe from the moment they go into your website and fill the job form. The more information you could give them about how their first day will go, the better. Trust increases conversions and reduces your hiring costs..

6. Personal relationships: After the candidate’s first day, the person who did the interviewing should call them to see how it went on their first day.

7. Building company culture: Avoid having a revolving door of new applicants, work on company culture. This will set you apart from the competition and will help with trust and personal relationship building.

8. How to properly do exit interviews: Find out why they are leaving and fix what needs fixing in the organization. A $25 Amazon card for their time helps to get honest answers from cleaners leaving the organization. Learn to track the offboarding process of each employee.

Reserve your Spot:

Date: 1/28/21 @ 6pm ET

Product Updates

😛 New Year, New Features coming in 2021

👋 Happy new year everyone! Coming back from a long vacation recharged to continue building the #1 HR software for cleaning services. We got tons of ideas and great feedback for 2021!

We have a clear roadmap with priorities of what to build but…. want to hear from you as we’re making final decisions on new features coming out in 2021. Please click on the link below 👇 for the features you’d like to see coming in 2021.

Product Updates

🥳 Groundbreaking House Cleaning Management Dashboard will be releasing in December 2020

My first 13 yrs of my cleaning business were pretty stressful because I couldn’t retain good employees. I met Debbie Sardone and she help us solved the issues with the Pay by Performance model and much more 😁 Thanks Debbie!

Then another problem popped up? Couldn’t hire people fast enough to keep with the growth of the business, I looked for many hiring solutions for our industry and I couldn’t find anything that will fit our business model.

In 2018 I started developing an internal tool to help us hire faster and better employees. It’s been a success for my own business and it solved the problem! Several months went by and I showed to couple of CBF members and they told me if they could use it for their business and I said why not?

We released Pipehire in 2020 to the public during CBF Dallas during the beginning of pandemic and thank God has been a success! We’re grateful for first people that believed in us Jacquie Shinniman, Jamie Spurrell, Maria Ramirez, Renee Dickinson and Maggie Zwol true early adopters. 🤓

Less Stress, More Life for Cleaning Business Owners.

For 2021 we declared the year of “Less Stress, More Life” in which we focus on building solutions that help you have better quality of life as cleaning business owner. In 2020 we learned the hard way that life is too short. I plan to live my life with less things running in my head, but rather put systems in place to keep that running. My mind is for creativity, dreaming, giving, helping, not for storage, tracking issues or micromanaging staff.

The first steps towards a Less stressful business is here, we call the the Owner’s Dashboard and will have the following features.

Pipehire new Management Dashboard help you see at a glance:

Appointment Calendar: Will allow to see applicants who have confirmed and unconfirmed appointments. This feature will save you time and will give you a real expectation of the your day. Learn more about this.

• Coming up Employee birthdays and anniversaries: You will be able to send SMS messages to a particular employee on their birthday or work anniversary. Learn more.

Expiring documents: You don’t want your employees running with a expired document ever!. This feature will show you who has expiring documents. Watch a video.

• Remind you of unsolved complaints: There’s some cleaning complaints that are very serious and that will need to be reminded of and properly closed (this feature was inspired by this real life case The Flooded house complaint). You can also setup the reminder here and also how often. You can tell the system to skip the weekends so you are not bothered. Learn more about complaints.

New Applicants with Score: When you need employees fast you want to be alerted of. This section will show you newest applicants and their employee score.

Why we build this? We want to help our users become proactive and efficient and spend less time worrying about their cleaning business operations and live with less stress.

When this feature will be released to the public?
December 2020.

Check this video explaining how this new Dashboard will look like:

Questions or Feedback?

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


🧠 Hiring Trends and Strategies to Thrive in 2021 featuring Amar Ghose from Zenmaid.

One of my goals for 2021 is to spend less time running my cleaning business and more focused on personal and family goals. I think you will agree with me, life is too short as we learned the hard way during 2020.

This December 15th I will be hosting Amar Ghose in my last webinar of the year to discuss what’s coming in the Hiring and Recruiting space for the residential cleaning market in 2021. 

And also we want to give you a clear Hiring Strategy Step by Step so can thrive in 2021 and get the best cleaning talent working for you, so you can focus on other things!

You’ll learn, how to:

1. Build a go to strategy to hire more and better employees.

2. Create your hiring personas to bring the right people from the get go.

3. Hiring trends (and predictions) for the cleaning industry in 2021. 

4. Amar Ghose’s hiring book discussion5. Q&A’s and more.

Topic: Hiring Trends and Strategies 12/15/20 – Amar Ghose and Juan Chaparro.

Download Webinar PDF

Visit The Perfect Hiring Ad for Maid Services mentioned by Amar in the Video.


🎯 Cleaning-Business Guide: 7 Hiring Trends and Strategies to Thrive in 2021

We’re all looking forward to 2021 in every aspect of our lives. We’re exhausted by all the news, viruses and political races that 2020 brought.

So, what’s happening in the world of recruitment in 2021? And how can your cleaning business prepare to take advantage of upcoming trends in cleaning HR?. Let’s take a look at what I see coming that’ll be important to thrive – not just survive – in 2021.

1. A More Diverse Workforce

Diversifying your cleaning workforce has become more crucial than ever. I’ve heard from other successful cleaning-business owners like Mark Baker from Motivated Maids that he’s including everyone in the workforce, finding talent where he normally wouldn’t look, and growing his Canadian cleaning service to be one of the largest in the country.

Applicants to cleaning-technician jobs agree that they tend to prefer applying to companies where diversity, equity, and inclusion are in place. So try hiring people you wouldn’t normally, and use a system to do the sorting, rather than yourself. I see this error happening again and again, where the owner is the bottleneck of growth by not putting a system or process in place that allows office staff to do the hiring.

2. Better Company-Employee Relationship

Most job seekers are looking for employers who can handle Covid-19 types of life changes with more compassion and flexibility. Therefore, your recruitment strategy for 2021 should include a focus on building and enhancing the company-employee relationship. Building this relationship with your employees is always a win-win.

From my own experience, one of the best ways to attract top-tier cleaning talent is being intentional in making it a better place for work. I see this with my own employees who, every so often, bring me their friends and family members interested in applying to work with us. This saves time and resources, rather than having to start from scratch when hiring a new cleaner.

3. Company Culture and Branding

Make 2021 the year to finally implement that dream company culture you had in mind.

I define company culture as the personality of your company with your workforce and clients.

This starts from the moment they visit your website and apply for a job, until they meet you for an in-person or Zoom interview. All the touch points matter.

– Juan Chaparro

One of my favorite company cultures today is Trader Joe’s. I love their funny signs, colorful walls, quirky Hawaiian shirts, 🌺 their unique way of doing things, but most importantly, their people. If you approach any of them, they have this cool vibe and real knowledge about their store. I think, as cleaning-business owners, we can create great company culture. We might not have all the cool things that a brand like Trader Joe’s does, but we have the PEOPLE, the most important assets in our businesses.

4. Use of Applicant-Tracking Systems for Hiring

As technology keeps evolving with mobile and browser technologies, it’s very important that your office implements an applicant-tracking system for your cleaning business. Business owners don’t have time to sort manually, looking for the right candidate who meets certain requirements or can work legally in the U.S.

At Pipehire, we’ve implemented a hiring funnel and scoring system for cleaning employees, which takes the guesswork out of the job. Within our funnel, you can see their recruitment score, which helps you quickly select the right person for the position so you can move forward with an interview, vs. looking at hundreds of resumes before making a decision about who moves on to the next stage.

5. Full Online Identity Lookup to Make Better Hiring Decisions

If you were to look into your applicants’ social-media accounts, you wouldn’t hire many of them, right? In 2021, employee social-media monitoring will be more important in order to understand our workforce and make better decisions for our cleaning business.

Also, continuous MVR monitoring of current employees and new candidates will become more important as technology and motor-vehicle departments make the data more accessible. This monitoring will reveal if they’ve been convicted of driving under the influence, traffic violations, or even unpaid parking tickets while working with you and entering your clients’ homes.

⚠️ We tend to forget to monitor our current workforce where there’s a higher risk of failure than a new candidate that has not even started.

– Juan Chaparro

6. Remote Workers vs In-House

As more industries and jobs transition into remote work, cleaning businesses are no exception. More cleaning-business owners have opted for working from home without any issues during 2020.

I’ve been doing it for 10 years with six people spread across several continents, and I love it! Most office-location issues are solved with a co-working space, a virtual mail address and a regular 5×10 storage unit for cleaning supplies and distribution. I’ve even coached a couple of owners into hiring their own virtual assistants, and they are finding success in their journey using the lean maid business model. Tracking remote workers’ time isn’t rocket science; many cleaning businesses use Hubstaff to see what their teams are working on and track their time.

I believe most cleaning businesses can transition to full remote work if they are OK with not micromanaging their staff. 😀

7. Onboarding Process and Candidate Experience

Customer experience is key for our business, but don’t forget candidate experience. Why? Because they’re like clients, looking to buy into a job’s promise and put in their trust and effort to get a paycheck, and be able to provide for their family and achieve their dreams. I see this process very fragmented and poorly designed for most of the industry. I’m constantly looking at cleaning businesses’ websites and finding that their careers / jobs pages are the last thing on their mind. They’re outdated and they sometimes ask people to fax or email resumes.

I’ve learned that my business brand and experience will attract or deter the BEST candidates. I’m not looking for any candidate, I’m looking for the BEST because they want to work for the best cleaning company they can find locally. I have found this to be so true and so overlooked. Paying attention to this brings me better cleaning-tech leads, thus making the hiring process easier and getting better results overall. Now, add to the best candidates a scoring system and funnel, and you have a well-oiled machine to hire and recruit A players.

Don’t underestimate your careers page, your job form and how they get handled afterwards. These interactions will bring better and more stable cleaning techs as you keep growing your business.

Make 2021 your best year ever, thrive don’t survive. 💪


👀 How to identify A, B, C players during the interview process?

Finding the A-Players for you cleaning business doesn’t have to be hard. Here’s some traits we look for:

  • They’re looking for the best job opportunity
  • They call and apply within the same day, call them back asap
  • They fill all the questions to application
  • Prior jobs experience is fully completed
  • You can call those past managers
  • They show up on time to the interviews on time
  • They have a strong word and are committed
  • Their NO is NO and their YES is a YES
  • They show integrity
  • And they ask questions about the company and what’s in it for them

Simple right? Yes now go and get them!

🤔 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.

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.

Product Updates

🔥 New Management Dashboard coming (and the $5000 flooded house story) that helped us create it.

Pipehire is working on a new Management Dashboard to help you see at a glance:

  • New applicants
  • Coming up birthdays/anniversaries
  • Expiring docs
  • Remind you of unsolved complaints like the flooded house.
  • and much more.

In there you can take action on important and critical action items. We want to help our users become proactive and efficient and spend less time worrying about their business operations.