Hiring is essential to making your cleaning businesses succeed. Every home service company constantly needs a significant number of applicants to grow its cleaning business continuously. When it comes to acquisition, a powerful landing page is crucial.

Provably you have spent significant resources trying to attract more applicants to your website or even implementing tools like google jobs, so now it’s time to make your landing page shine and get them to work with you.

This blog will show you how to design a job offer page that will attract better applicants step-by-step.

If you’re struggling with a low volume of applicants in your company, this blog walks you through exactly what you need to do so you can increase the number of applicants your cleaning business needs to succeed.

So let’s get started.

First, landing pages must be appealing. This is the first impression your applicants obtain about the job you offer. Therefore, using an attractive picture with a headline showing why they should join your cleaning company will help the applicants stay and keep reading about the offer. This first impression is about catching their attention and making them interested in your home service company and what you offer them.

Now that your applicants want to know more about your job opportunity, it’s time to show them the essential points to convince them to make it to the end with their application. So here we will make sure they fit this job and are available to do it.

We have to talk about these three main points: Job, Benefits, and Requirements.

The job, it’s very important to make a proper description showing what is the job about, how much will they earn, where is the work performed, if they need to work by themselves or in a team, how do you track their schedules and how they get paid. This information will provide an overview of the position so new applicants know what to expect.

The benefits are up to your cleaning company and what you can offer your employees to get a high retention level. For example, paid training, paid vacation, or job security. Display as many benefits as you can so they can feel how fantastic is your cleaning company

It is essential to mention the requirements to apply for this job offer. Aspects like minimum age to apply, work permit, availability, or additional needs like owning a vehicle and being available to drive. We need to filter our applicants before they send their applications, so we don’t waste time later in interviews with people that unfortunately don’t fit.

Including some testimonials of your actual employees may impact positively. New applicants can feel how it is to work in your cleaning company. This is the final touch to making them ready to start the application.

Finally, you need a clear call to action to redirect them to an application page where they can fill out the form and follow the process to be interviewed and start working with your cleaning company. 

We also want to share some tips to improve your website, including your landing page.

To summarize, this landing page has to be attractive, easy to follow, with as much information as you can provide them, and with a clear call to action to start an application. 


Pipehire helps you hire better. More reliable employees will make your business thrive. We use a customizable funnel to filter job applicants with the type of worker you are looking for. So let Pipehire do the work for you and help you find the perfect employee for your business!

🤔 Questions on managing cleaning employees? Email us at support@pipehirehrm.com or visit us at pipehirehrm.com to learn how better to manage all your cleaning employees with our hiring software.

Are you struggling with Indeed, ZipRecruiter, or don’t even know how to get started?

Candidate management and marketing for candidates is time-consuming, plus the increasing costs of Indeed are making other business owners look for alternatives elsewhere.

We discuss how to:

– Increase candidate flows from all platforms in under 10 minutes a week.

– How to automate Facebook to respond to applicants.

– Talk about Google’s new feature in search “Google jobs” and how you can take advantage of more traffic.

– Indeed, performance analysis and redirect.

All right, guys, thank you for coming to this webinar. Uh, today we have webinar number 24, and we’re gonna be covering candidates volume and how to automate all of these in the most popular job boards I’ve noticed. Uh, there’s a big challenge, uh, there, and most people trying to understand these different platforms. And, um, I want to basically help you guys set up these systems and also, um, break down some of the challenges. Uh, we get a lot of people asking us about how to do certain things and, uh, and also people complaining that they are not having enough volume and that’s, uh, basically things we wanna cover. So let me start by sharing my, um, my screen.

I wanna basically get started here, um, and trying to understand the big problem of acquisition that we all have, which is bringing enough people to apply. Um, there is obviously less people out there working than before, and there’s more companies looking for a applicants. Then there is people looking for jobs in the space. So we need to understand that the acquisition part is really is getting people to apply and getting people to apply has some work behind it that most people are ignoring. So, um, couple of months ago, we created this, uh, hiring funnel framework, which is seven parts to this, but I’m gonna touch on this number one today, really? And it’s about understanding clicks, landing pages and the clarity of the job, making sure that you have all this things in place. So obviously clicks and ads all come from the different platforms.

Indeed Facebook, super recruiter, Google jobs, job boards, different job boards. And we need to land these people or bring these people to a landing page. And this landing page, basically it’s to help ’em sell or help. ’em U say, this is the job for me. We need to build good traffic, good pages with good content about our specific job. Doesn’t do any good to have the same page for everyone. I see a lot of people having the same website with the same video, the same person trying to sell the job. So you need to have a unique page about your company, about your job, about what’s unique about your culture. So the acquisition parts really starts here, not by only spending a lot more money on whatever side that you have. So you first to have to start at your own website, what are you doing? How are you selling your job and how is exactly that people find you most companies today? I see that still don’t have a good landing page or a job page for the, for the applicants. It’s incredible. So if you’re asking yourself why I don’t have enough applicants, it’s because you don’t have a good landing page about your job. Remember we’re selling our job to cleaners. We’re selling our job to these people. They’re not gonna buy anything if it’s not well presented.

So I’ll give you sample of mine. Uh, You can come in and look at it and use it as a template. But you know, we spend time creating videos here exactly about our work. We have done SEO in regards to the page. We have good photography. And then we have four sections here in which explain what the job is a about. How do they work, how much they can earn schedule, how do they get paid

Benefits? You wanna see benefits. Obviously you have all those benefits requirements what’s required of the job testimonials. What are the testimonials? All of this is important. So people know who you are, and this is critical. Many people still miss this. Most, the most important part, which is communication about your job offer. Doesn’t do any good to have a bunch of ads out there if you don’t have a good ad. So that’s the first thing you have to see in your, uh, hiring process in your, uh, acquisitions, uh, part of the funnel. So let’s go back to, um, To our presentation here. Now, uh, The goal Of this page is to maximize the conversion rate. So people who look at it and click apply on your website, That is the goal.

So just like you spend money, building a great landing page for your customers, you need to spend the money to build for your employees or for the people that you’re to hire. If you don’t have that, you’re missing on a big opportunity. So I wanna bring this to you first, cuz most people are thinking how much more money do I need to spend on the different job boards? And sometimes your problem could be that you need to fix just exactly this thing. So please do me a favor and make sure you have this job created this page created. And one of the things to is important is that when you name the page, if you can look at here on the top, You see house cleaning, how housekeeping jobs in Dallas,

You have to, you have to name the page correctly. You have to put the keywords in these pages correctly. All of these things are important. Why it’s important because the SEO it’s important. So by when you have the page correctly, uh, name correctly, you can show up on the search engine results. Obviously there’s always gonna be the, you know, indeed and the rest of the job boards. But eventually if people keep scrolling down on search results, they will find your company. And that is very important to really have some organic traffic that is free, that you’re not paying tons of money. So Don not rely on somebody building you landing page of your domain, cuz that’s not doing anything good when you stop paying for that service or that company, you lose whatever traffic or SEO they built. So I always recommend build your own careers or jobs pitch and whatever form that you’re using or system that you’re using. Always make sure people is being redirected to your page. That is the best thing I can suggest as far as your website. Okay. So we’re gonna start, uh, start talking also about, uh, here,

Common, uh, mistakes people I’m making here. I can see a lot of people with broken links or pages that are not secure, which this, you know, de motivates people to apply to your company. So make sure your company has a good work in URL. I see a lot of people not collecting enough information. So the form is just basically couple of questions and then attach a resume. Really attaching a resume is really not very useful because you cannot compare people like apples to apples. So I, I don’t recommend collecting resumes that makes it even harder to get people to apply. But in this case of this form, name, phone on an email in a, in a resume is not good enough. You’re gonna have to spend a lot of time screening people if they send you resumes. Now there’s another mistake people make is poor quality in the web experience when people are receiving the, um, or are gonna apply to your company. So for example, this company particularly had 37 steps. I was at 34 right here and I was already, I was at 19 and it had 37 steps to complete. I mean, it’s gonna take forever to people to complete this. So make sure you don’t have a hundred questions, but make sure you don’t have two questions. You have to find a balance between, you know, enough information that you need, but not make it so complicated that people do not apply.

Also poor quality in, in the photography. Uh, a lot of people still have unfortunately stock photography, pixelated photos, all of these has to be fixed. If you don’t have these correctly set up, you’re always gonna have issues with conversion. You are not gonna show us a professional company. You wanna make sure that you have a good photographer, take photo for your company, your employees, real people, and then make sure you put ’em on the site. So make sure these things are covered. Once those things are covered, let’s start with one of the, the biggest platform out there, which is indeed. And I see that most people do not understand indeed. Uh, most people are just afraid or I don’t know. They, they have some sort of, uh, There kind of gets stuck with indeed because they say, I don’t know how to do it. I don’t know how to set up an count. And uh, the first thing we have to understand is that indeed it’s a search engine of jobs

And response to a search query based on location. So when you enter into indeed and you look for house cleaning jobs in named your whoever has the best description and the, and the, and the content within the description of the job is the one that starts to show up on top. But obviously because indeed it’s a search engine, just like Google, about jobs they show on top has the most budget and also has the best description and matches the query of the people of the person that is looking for that job. So those things are the combination of what makes people be on the top description or the, the actual query, that person types on the, on the, on the keyboard, the screen, and then the budget. Those are the two things that really make volume. As far as indeed. Now you’re gonna see eventually your job post and this job post, uh, is gonna be, uh, is gonna see a link to your website or to another system that you use. Now, it’s very important that this is when your website, your career page starts to help you convert people. If you don’t have a good job, uh, page, if you don’t have a good description about your company, about your, who you are, then they look at it and they don’t apply, but you pay for the click.

So it’s, it’s people think this is rocket science and indeed is nothing complicated. You just have to have the basics well covered. And by that, you know, uh, I mean the copy, the description of the job. So let’s, let’s look at, uh, here’s some, some, some of my indeed account here. So typically you can have obviously free jobs pay jobs and, and I have free one here. So the, the first things you wanna cover as far as the basics of indeed, is that you have the correct title for the job. So typically house cleaning, tech, house, cleaner housekeeper, These are the main searches that people are looking for. Then you have the city, the location, the details of how much you pay and all of these things, and then comes the description. The job description is very important and you have to put here exactly what you do, what you offer. All of these things are critical to the success of your business. If you don’t have a well written job description, it’s gonna be very hard to bring in people. So everything really starts at the copy level. What’s written what people are perceiving from you. We haven’t spent any money yet. We’re still figuring to make sure we have of the basics done correctly. Once you have this done correctly, it’s a lot easier to bring in people. Okay?

Now, as you keep moving along, indeed, you will see, uh, settings here. So you have obviously the job settings, the advertising location. When you know you, you need to hire the budget and then you have this section application settings. And when you click on this pencil, you will see that most of you guys have Email. And what this does is that it’s gonna send you an email

<affirmative>

With the applicants. And when you do that, you’re gonna have a bunch of people applying to your website to your form, but you’re gonna have a lot of emails that you have to click through and look through those guys. And then, Uh, you’re gonna start to say, Hey, please go and fill my other application, uh, or, Hey, please contact me. And you’re gonna have a lot of these back and forth with people. So what I do, and what I recommend is that you have the application URL setting enabled, and by this, you have to call indeed and you have to say, I need to redirect my applicants. When you do this, you are gonna put here the URL of your job page. So in this case, mine is GMA account four slash jobs. Now this is the best way to redirect and automate the traffic to go to your site and go to your company and not have to deal with people on Going back to dashboard. If you are using just a normal through email application, <affirmative>, you’re gonna have a candidate section here,

And then you’re gonna have this thing full of people here. As you see, I have zero candidates here because I’m redirecting everyone to my own form. So make sure that you’re not having to manually talk to people here because us 80% of those people are not gonna respond, but you’re still wasting time trying to talk to them. So my recommendation is, and the way to automate, uh, indeed, is that you redirect those guys to your web form, to the system that you’re using, and then they apply there instead of you talking to them on indeed, cuz you’re gonna see that you’re gonna spend a bunch of time trying to talk to them. And most of those people will now respond. Okay. All right. So, uh,

Right, let’s go back here to the screen on basics. Um, in some us markets, they charge per click per month or per applicant, and I’ve spoken to several of my customers and I’ve spoken to indeed. And I asked them why some cities are different than others and say, well, we’re testing a, what produces the most revenue for the company for indeed in some cities, they feel like per month works best. And some cities think that per click works best. So if you ask somebody in another city, Hey, how much are you spending? Or how much are you paying? The answer is gonna be very different. Cuz are changing constantly this and they change per city. So, you know, go figure, they’re trying to obviously monetize as much and create as much revenue from indeed that this is, uh, why you see so much change in the way they charge customers. Okay, Cool. Um, let’s move on here to some of other basics. Um, well what about best days to post or worse days to post? So, uh, I took my own account And I looked through basically up to last week and I did an analysis of all these impressions, clickthrough rates, applic cause et cetera. And I notice a pattern and the pattern is, uh,

Right here. The days with less impressions is Fridays and Saturdays. It makes a lot of sense. Why? Because people are not applying for jobs and on Friday nights or Saturdays, they’re out there doing something and enjoying their life. Right. And the days with the more impressions is Mondays and Tuesdays. So what is an impression, an impression is when you’re at or you’re yeah. Is served to somebody, uh, a house clean and sees it. Now, when you look at CTR or clickthrough rate, this is, you know, basically a calculation of how many clicks went through to your site, to your ad. So basically I, I did a, a, you know, an average of all this data and compile and got these too. So if you wanna start an ad, make it, make it, make sure it’s between Mondays and Tuesdays, Fridays, and Saturdays. Nobody’s gonna see it cuz nobody’s interested in finding a job on Friday night. So these are two pieces of data that you should consider when you’re putting your jobs out there. Your ads.

I also calculate a click through rate, which all combined was 22.6, total clicks apply rate. I have all these in zero. Why? Because I’m redirecting people to my own form. I’m not having them apply through. Indeed apply. If you’re not familiar with indeed apply, apply is really that blue bottom says apply with indeed they put a name, an email and a resume and that’s it. And then they send the application. When you let people apply through indeed apply. You’re gonna basically receive a name, an email, a phone, and then a resume. You’re not gonna have a specific questions about the house cleaning answered. You don’t know if they have, you know, the skills needed for the job. You’re just gonna get somebody, a name and a resume. And when you do that, you waste a lot of time because you don’t have enough data to make a decision about this person. Okay. So that is, uh, a conclusion I, I receive or I got from analyzing my own ads. Um, the way you can see this, if you wanted to do it on your own, indeed is that you go back to your jobs And then you’re gonna look for, uh,

Performance report, click here. You’re gonna see the full details of this. You can download this and see it in day range. <affirmative> so That is basically as far as, uh, you know, we’re gonna go today on indeed. If you have any questions about indeed, please, uh, post them on the chat. We’ll try to cover them as, uh, As we go along. All right. So, and let’s move on to Facebook. So Facebook Obviously sends leads, not full applications. Uh, when I do that, when we look on that, Okay. So when you are at, on Facebook or@facebook.com, which is kind of like the inbox part of Facebook, um, you’re gonna see people applying right, applying to different jobs. And as you see, we get tons of people here interacting, but the important part, or what you should know about Facebook is that the application they send you is just a name and a resume and sometimes nothing. So I wanna show you here, What you need to know here. This, this is what you need to do to automate Facebook and stop wasting time on Facebook. So a lot of people apply, but you just get an email and a resume. So when you go to, uh, the automations portion of ind of Facebook, you’re gonna see, uh, all these different messages and there is one here, job application received.

So you’re gonna click on this and gonna put here, basically turn this on right here. And then you’re gonna put

In Spanish and English or whatever language you want. Do you want to put this message here in this text? And if you look at it on this right side, you’re gonna see it says, hi, we’ve received your application. Is your interest in working for us to continue, please complete the full application at this website. And then I send them to my landing page of jobs. Okay. This automation occurs always when somebody applies to a Facebook job, since most of the people that apply on Facebook are most of the time undocumented, then, you know, starting or engaging conversation with them. It’s gonna, it’s gonna be a lot, a lot of wasted time. So by automating Facebook with this job application, uh, timing, you’re letting the real interested people and those that qualify to go to your website and apply that way. You don’t have to start and engage a conversation and waste time with somebody that might not be the right people. So think about that every minute that you spend on the wrong person could be invested in maybe the right person. So that’s why I recommend that you create this, um, a specific automation

<affirmative>

So this is what you do. And then right below here, you’re gonna basically click complete the job application. It’s gonna be the, the hyperlink on this side, and then you’re gonna see, uh, the one for Spanish and for English. I do recommend that if you, um, <affirmative>, you know, hire people that speak Spanish, that you offer an application in Spanish as well. Uh, I do that, uh, when somebody lands on my side and they click jobs, they’re presented with this box so they can pick a language

And we even what, and ahead, and even created a video in Spanish. So this one’s Spanish, the other one is in English. So you really have to take the effort and really make a quality landing page. So this starts to really solve the problem of acquiring people or volume think is spending money in, in trying to bring leads or applicants. But it is most of the time I find that people don’t have those basics covered and they are just wasting money, hoping and praying that somebody will apply. But think about this, the realities that employees can pick and choose job, they want anywhere doing anything and they’ll get higher on the spot. So at this point, we as cleaning companies, we’re selling our jobs to these people and we have to do it in a, in a professional way.

Okay? So that is basically the, um, the Google, excuse me, the, the Facebook automation that you want to create, um, clearly your job, your Facebook job ad or post should have again, your URL. That’s why I strongly suggest that you build, or you have your web person build you a landing page for jobs, cuz everything that you do as far as marketing and, uh, and simplifying your life is to send people to one unique URL. If they call, if they say, send a message, you send them to the same place, same place, same place. And all of them get funneled through the same form. That’s that’s how you can compare apples to apples, not with resumes. It’s impossible. You are never gonna have enough time in your life to make that happen. Cool. So let’s move on here. Give me a second. Perfect. So let’s look at our page here again. Okay. Facebook, um, how to automate it based. You’re gonna redirect them to that page. Now I wanna, uh, bring to your attention guys, uh, In Google jobs, Google jobs, as most people, uh don’t know, Google is trying to really Compete And provide a better search experience for job seekers. And most people don’t know that Google is really working hard to bring, you know, a competitor to indeed, as far as search volume, there’s a lot of money being made by indeed. And most people really have a most of the time aid relationship, cuz we feel like we have to pay indeed. Otherwise we have no people. So Google notices this and they create something called Google jobs. Most people never knew about this. So if you look for, you know, cleaning,

Cleaning jobs,

<affirmative>

In, you know, Orlando, Florida, for example, you’re gonna see that the first results is this box here.

Now when you look for house cleaning services in Orlando, you’re gonna receive, you’re gonna see the typical box with a map and you’re gonna see the top companies with the highest ratings because Google understands that that is a consumer looking for a cleaning service. In this case, you are a cleaning business offering a job. So you should be visible on this box as well. Okay? And most people don’t know about this. Why? Because you never look for cleaning jobs in your area. So if you do the exercise and just put any city here, um, Miami, for example, you’ll see again, that same box. Okay. Now when you click on the more jobs here, you’re gonna see that Google has built these unique search engine as the design specifically for looking for jobs. You see, so this is gonna get a lot bigger. Google is gonna put a lot more efforts into this because <laugh> people are, are tired of paying this for every ad.

Uh, and these days, unless you put some money, as far as budget, you’re not gonna get any, any much traffic. So it’s very important that you guys know that this is now another source of applicants is recent, is somewhat new. Uh, obviously indeed has the most brand recognition as far as employees looking for jobs, uh, that’s why they get so much traffic and they can charge whatever they want because they got all the traffic. But Google is a good new way to do it. Now you’re gonna ask yourself, how do I post on Google? Well, typically it has to be, um, through a job board like trabajo.org or C recruiter or just different sites that push through that, you know, 85% of the job offers starts here in Google. Most people start looking on Google and how do you get here? So those are some options. Uh, we as pipe high are recently about two, three weeks ago. We release a better version of pushing your job through Google. And I want to show you guys how that works here.

So when you’re in your job offer, we build this more, get more applicants. And when you click this button here, basically we’re pushing to Google jobs right now. This is a better feature it’s free. Uh, for the next two months, we’re testing it out. See if it brings more volume. Uh, we want to track conversions. We wanna track volume, but this is a good way to get started on Google jobs. So you start to show on the search results and uh, not only, uh, on indeed, why, because you want to show up in three places this box on indeed <affirmative>. And hopefully if you did a good job on your page, on your job page, on your SEO page, you’re gonna start to show up eventually in the second or third page from your own company. So for example, this company here, king of mates, you see, this is a natural result of a company, uh, here in Miami.

And then you’re gonna see, you know, clean authority. This is their page. So the third page or second or third page is where those natural search engine results of those, those companies start to show up. So think about this. If you show up on Google or indeed, and then you show up on the search results, you are gonna be very ahead of most people. Now add to that a good landing page, a good site, good photography, good video, good description of your job. Now you’re 80% ahead of most companies. So please make sure that you have this. You have time to set up these things, uh, pay your web developer. Whoever’s helping you in that to really build a quality page with good SEO. Then you’re gonna be a lot more, uh, ahead of people when it comes to creating, uh, volume and bringing people to your company. All right. Let’s um, Let’s look on back here. What else do we have? Okay, so that is basically, uh, as far as that SI recruiter is another player in the game, SI recruiter has been trying to really Coming to, uh, the game of indeed and try to really gain some market share. Uh, we, we, we are pushing right now to see recruiter, uh, why, uh, because SI recruiter pushes the job to obviously their side, but they also push to other smaller job boards. So there’s a, about a hundred smaller niche job boards that receive different, you know, jobs from different companies. And we’re really working on building a better, uh,

Or distribute the job in more places. I think, uh, we are all tired of pain, uh, only indeed and they keep raising prices. They keep doing whatever they want and most people keep Spain. So we think we need to, you know, fish in another pond and really not depend only on one player or one source. We want to, you know, distribute the risk across other different sources of, of workers. So that’s why we’re building more connections to more systems as they become available. There’s not many obviously, but, uh, or bigger ones. There’s not many big ones. There’s glass door, there’s sip. There’s indeed there’s monster simply higher. Those kind are the kind of the big, big players. And then there’s a bunch of smaller, uh, smaller groups or job boards that we’re trying to push the jobs to those sites. So in the next coming months, you’re gonna see, you know, more distribution as far as, uh, pie to other systems. Okay. All right. So, um, I want to, uh, open up the mic to questions, things that you guys wanna share and, uh, would love to, to hear from you guys. I know there’s, there’s people that are struggling out there with, you know, managing the systems. And, uh, I wanna see if anybody has a question that we can help you answer today.

There one here’s one,

If applicants go to a URL instead of email, do they still go through the deal breaker funnel and our questions? Well, if you send somebody from indeed to, uh, like a pipe form on another form, obviously the deal breaker questions, uh, most likely will not, uh, go through on indeed because you’re telling indeed, Hey, do not take the application on, indeed send it to my site, send it to my form and I’ll do the screen because what those deal breaker questions of indeed is that you are asking indeed to screen people for you. The thing is that indeed the screening questions are pretty simple driver’s license or car or things of that nature. But the reality is that there are a lot more question that we need to ask before we consider somebody, uh, viable or somebody qualified for the job. So I recommend that the real screening occurs in your form with all the questions that you really need to answer or, and have answered.

Uh, that’s why, uh, uh, on our forms here that we’ve built, they all come with, uh, their pre template ready for you to use. And they have here obviously scoring attached to those questions. Uh, for example, if you have felonies, you get minus 10 points, you’ll basically be at that point, make mark as a C player and you will not have to deal with this person later cuz the system just mark puts it there and puts it in the C player category. This person will not be able to book a call with you, throughly only B and C a only BNA players can book through a currently, um, integration that we have here. So it’s important that uh, those questions happen in your web form otherwise. And what you’ve noticed so far is that most people, you know, yeah, could have a car and, you know, be available to work on a certain schedule <affirmative> but when, but indeed doesn’t allow you to create more questions that are very targeted to our industry. And what we’ve built here is a fully customized way to create your own forms with your own scoring. And you can change it. You can give more weight to another question or another. So that is a good thing about being able to really create a customized solution here. So that’s why I don’t use Indeeds apply or I don’t take them on indeed, cuz I know I’m gonna waste out of my time. And it’s usually people that are just there trying to collect unemployment.

All right. Uh, with indeed it’s a sponsorship of ads, the same as you paying for the ad. I have a friend in our industry that says she has never paid for an indeed ad, but in the past, if I didn’t sponsor an ad, I basically get no applicants. Okay. Thank you, Lynn. Um, basically sponsoring an ad, which is, uh, going back to my ads here, sponsoring an ad is basically paying for ads. They just call it sponsor. But I mean you can have free ads. You can have the paid ones and this is what I do. Basically I have, if you notice here, I have this one sponsored for two 50 and I have another one sponsored for 500 a month and they’ve sent 536 people. So the reality is that in some markets in some smaller, sometimes a free ad could work. But if you’re in a competitive city like Dallas, Atlanta, or Phoenix and big, large cities with tons of people or tons of good companies with the high budgets to hire people, you’re not gonna get away with a free ad.

So, you know, it really depends on the demographic area where you are that really pushes for an ad that’s to be paid or sponsored or not. So, you know, that’s why I, I tell you guys do not ask your friend in another city, how much they’re spending, because it changes dramatically from market to market, uh, New York city, for example, I have a friend there and he has to spend about $2,000 a month just to stay on top the search results because the density of the city, there’s a lot of volume of people looking for house cleaners. Uh, and then the companies are spending obviously as much money as they can to really bring those applicants versus somebody like in Kansas, in a small town, she doesn’t have to spend a lot because this, the town is smaller and the demand is different. So it’s very important that you, you guys do not really share or ask your friends in other cities.

Okay. Lynn response here that yeah, she makes sense. She’s in a rural area. Thank you. All right, let’s go to another question here. Uh, do you pay indeed for leads if they apply through your URL instead of email? Yeah. You always gonna pay, uh, even if you redirect people to your own, uh, form, uh, why, because that’s, that’s how they are. You’re always gonna pay for those, those people, uh, whatever form of application to email or through, uh, your website or your form. You’re always gonna pay, uh, to be remembered. Paying is what positions you’re you’re at on top of the search results. Obviously combined with the copy, the, the title, uh, the search query, all of that is what brings you to the top of urge. Uh, and then obviously if you have a budget of 500 a month, you’re gonna be shown more times than somebody that’s in the $200 budget and somebody that’s zero budget.

So because remember, if you think about Google, remember Google ads that you you pay through for the add on the top part, the yellow section, it’s the same way you just pay to be on top and to be displayed more times you pay more. So the bigger budget you get shown more. That’s why they track. Um, I was looking here, impressions. Impressions is what’s the amount of times your add is show own two applicants. And the amount of impressions that you get is basically directed or related to the budget and to the description of your ad. So that’s why good copy, good landing page and good budget will most of the time do the job for you, bring in more volume. Okay. Um,

Somebody asks here, as you mentioned, it was not too good to request too little information, but also it’s bad to have too many questions, one steps. What would be an average of ideal number of questions to have in our form? Well, I’ll answer here this, uh, for you. I don’t, I don’t know if it’s the amount of questions. Uh, I think it’s about the right questions. Uh, you know, if this was a, maybe be a cashier’s job, you know, couple of questions will be enough, but since this is a job that somebody needs to go into somebody’s house, I need to know more things. Um, so right here, basically we have, you know, I don’t know how many credit, I haven’t count them really, to be honest, but, uh, I wanna make sure I cover, uh, the following. Let me preview this form here.

I really wanna obviously cover, um, personal information, the basic information about some of somebody I want to make sure I have to know about your experience, your education. I wanna make sure I’m covering the background check section. Do you have felonies? Do you have to suspend the driver’s license? Have you have any issues with that? I wanna have a section of questionnaire, for example, I want to know if you need, uh, if you’re available to work certain days, certain times, I wanna know if you have, um, a vehicle, if you have, uh, you’re allergic to animals. I wanna know sometimes some of you know, of, of the companies, I see ask specific questions. If like, you know, can you mix bleach with this other product? What happens sometimes they wanna know if they really know how, how to clean, uh, with, you know, unique questions.

So, and then obviously the questionnaire and work history. So, uh, these are kind of the five areas you wanna cover, uh, in order to really make a good decision. So that, that will be the answer for that. Just, just, just not too many, not too little. You just have to have the right questions. Uh, we, uh, on pipe har we give you all those questions already for you to use, and they’re basically, uh, you just put in your logo couple, you just change these yellow sections and then you’re ready to go. You don’t have to, he created from scratch. All right. Um, Uh, you mentioned it was not good to request a little, oh, hate that. Sorry. That’s the same one. Okay. Louis. My, my cohost is saying that about 20 to 25 questions is, uh, the questions, the amount of questions are form. Um, so there you go. Yeah. The, the ones that I show you here, this was one, uh, right here. It was 37 questions as too too many questions. And this one was too little. So about 20, 25 questions is good enough to really know if that’s the right person for your job.

Let me see if I have more questions here. Okay. No more questions. Let’s check. Uh, let stop sharing his, Okay. Um,

You have questions, you can also send them to my email or you can send them to our Facebook group, um, every month or so I do a webinar and I try to always cover things that are very relevant and things that are people have having issues with. I know, uh, the market in general, it’s, uh, demanding. I mean, people are looking for, uh, for employees and, uh, you know, everybody’s looking for employees at this point, uh, what really is gonna separate you from, from the rest it’s, you know, your brand, your message, who you are, your copy, you really, uh, wanna attract people that will rather be in your company, not somebody else’s company. So that one is really important that you have a clear message and you have your values that you really want, uh, say it set out in your website. Uh, we, we have a section of values here on our side. Uh, it’s here values.

Why? Because that’s, you know, we, we, we really, we need to bring the people that will fit in our company, you know, before COVID anything with was fine. I mean, nowadays people are very picky of who they wanna work with and you have to be really good at communicating your brand’s message, your values. One of the things that, you know, people come to to work for GMAS, uh, it’s that, you know, we do everything with non-toxic products, green product supplies, uh, and you know, the customers that we attract are also looking for this type of company. So we really, uh, if you think about it, we’re in, we’re like a marketplace, uh, because we’re selling somebody time to somebody that needs it and we need to create this relationship. So it’s, it’s very important that the message to your customer is done correctly and the message to your employee is done correctly. So you can bring those two people together.

Um, okay. And I wanna, uh, thank you. Great info. Okay. All right. So, uh, in the next five minutes, I just wanna cover, uh, one, one thing that I’ve noticed, and maybe you guys can help me with this. Um, so as you know, we all use these different platforms and we all spend a lot of money on indeed and whatever sites that we used to to bring people in. So we, we had one idea on, on pipe was too, basically from all the applicants that I receive in my own cleaning business. And others that I’ve seen is that there’s about a 90% of those people, that one of the, one of those, a percentage of those do not qualify, obviously because they don’t have the legal documentation or they don’t have a driver’s law license, but then there’s another group of people that do qualify, but they are far from my location, or they are sometimes too young or too old or whatever might be the reason, but sometimes we cannot hire those people because different reasons, but they will work for some, anybody else’s, uh, company.

So I was thinking and say, what if I could put all of those applicants that I don’t use put ’em to the service or, or, or to, to a list. So other people, other companies could use those people, um, and instead spending so much more money, new leads, you could see a list of candidates around your local area that other companies couldn’t hire, uh, because, or maybe didn’t have the spot for them, or they just were not a good fit, but the company. So I was thinking of creating like a, just call it like a, um, a mini, uh, how do you call it marketplace, I guess, of where you put all these people that you don’t use. Uh, so other companies locally could use them and maybe you could resell those people, uh, or those leads to other companies, uh, for small a fraction, uh, versus you having to go out there and support money, money.

So if all of us would technically put those people in one side, it will reduce the amount of money that we spent on, on, on leads. And, you know, it will make it more efficient for all of us, uh, in the cleaning business to kind of have a master side where, you know, we put all the people that we don’t use and maybe somebody can use that person and can give my job to this person. So I’m thinking it, something like that. And I would love to hear any ideas about kind of like crowdsourcing <laugh>. Uh, so that is a quick idea. If you, if you, if you have any thoughts about that idea or, uh, would you like to hear more about it or participate or explore more about it? I would love to talk to you. You can send us an email to Juan Piper, hrm.com and, uh, just maybe contact us through that.

I just wanna explore this, if this is something we could do with our current users. So people can really take advantage of all these people that are being technically not higher or wasted, and it could be a good opportunity for other cleaning businesses to buy those, you making some money of those leads that you pay for to continue hiring. Okay. Um, all right guys, that’s it for tonight, uh, this will recorded and posted in our Facebook groups and on our YouTube channel. If you haven’t subscribed our YouTube channel, go look for us in YouTube as PI higher, and then click subscribe. You get notified every time that we create a video. And thank you so much for tonight and have a great night. God bless you guys. Bye bye.


🤔 Questions on managing cleaning employees? Email us at support@pipehirehrm.com or visit us at pipehirehrm.com/ to learn how better to manage all your cleaning employees with our hiring software.

I had the pleasure to connect with Miguel Zabludovsky a couple of months ago and was blown away by the synergy and shared vision we had towards improving the experience of hiring cleaning employees and, in general, a better job board for our industry.

He shared his vision for a better, a way better way to find house cleaning techs, and I believe his new startup, Heystack, could change the game for the good. I’m excited to share with him more of how Pipehireand Heysstack could redefine de future of HR and Hiring.

In this webinar, we’ll learn more about his story of growing Slate as one of the most extensive cleaning services in NYC and his full vision for Heystack; also, you will be able to do early registration for your company.


So Miguel, welcome. Thank you for coming


Miguel Zabludovsky:

Thank you, Juan.

Juan Chaparro:

It’s a pleasure to have you here. And I see that you’re having a lot of fun in that room. Looks very bright. And I want to get started with a little bit about your story, and if you can tell us how you got started in the cleaning business, kind of the pains, the successes, and just really we want to hear all about it.

Miguel Zabludovsky:

Yeah, sure. So I’ll give you the three minutes short summary of the last 15 years of my life. I’m originally from Mexico. I moved to New York City about 15 years ago or so, and I started a business, a laundry and dry feeding pickup and delivery service. This was way before all the on-demand revolution. And so I started picking up clothes in my bicycle, going around the streets of Manhattan, picking up clothes, taking them to dry cleaner. And so I built that business. I ended up building a dry cleaning facility and built this whole huge infrastructure with a lot of fixed costs. And then the recession hit in 2009 and I said, “What else can I sell to Juan or to Louis who already trust me with their clothes?” I’ll send them a cleaning lady. The cleaning ladies are Mexican, I’m Mexican should be an easy business to manage.

Miguel Zabludovsky:

And so I launched that and I combined it so that when I would deliver your clean clothes, I would send a cleaning lady who would clean your place and put the clothes away. All throughout this time, I was building the software to run both businesses. And then about a few years after that, about 2015 or so, I ended up closing the laundry and dry cleaning business, focusing exclusively on house cleaning. We were doing at some point about 50,000 cleanings a year. It was all based on having online booking and doing great customer service. And then I launched a really unique service, which is still kind of our bread and butter, which is daily cleaning, where I would send a cleaning person to your place for about an hour a day. Instead of five hours on Friday, she would go one hour every day and tidy up, make the beds then focus on a different area each day.

Juan Chaparro:

Right

Speaker 3:

[crosstalk]

Miguel Zabludovsky:

Anyway. So that’s kind of my core cleaning business in New York City. And about two years ago I turned that software that I built to run my cleaning business into a SaaS product where any-

Juan Chaparro:

Oh, hold on a second. You got muted for a second Miguel.

Miguel Zabludovsky:

That’s okay.

Juan Chaparro:

I was trying to mute everyone that was getting into the conversation. So go ahead again.

Miguel Zabludovsky:

Oh, good. So about two years ago, I turned that software into SaaS product where any cleaning company could use it to run their business. And it had everything from the online booking, the app for the cleaner, the whole package of software. And I’d been having conversations with cleaning business owners, trying to sell them the software for two years, hundreds of cleaning business owners. And throughout all these conversations, I realized that software was kind of a solved problem. If it wasn’t my software, it was another software. There’s software out there. And some are good for some things and some are better for others, but that was sort of [inaudible]. And the real big problem that I heard from everyone was, “I can’t find good cleaners.” And that seemed to be a constant no matter the size, no matter the location, the stage the business was in.

Miguel Zabludovsky:

And so that was really striking to me to hear that kind of feedback. And as I dug deeper into what’s the problem, I realized that there’s some structural issues that we can’t do anything about in the labor market, in the economy and so on. But for those job seekers that are actually looking for work, the line between a job seeker and an employer, a cleaning company business owner, was going all different ways because we’re all using tools that are really not made for the type of hiring that cleaning companies need to do. And so what cleaning companies do now is they’ll post on Indeed they will make a job post and then they will get 500 applications. And the problem is that companies like Indeed make their money by sending you more applicants or putting you higher on… You know. And so you don’t need more, you need better. And you want me to go now into what the solution that I came up with?

Juan Chaparro:

Hold on. So you mentioned this daily cleaning in New York City. Obviously that is possible because the condensed city that Manhattan is. The density where you would just take the metro and just drive to… Or not drive, but you will go to any building and you will be there instantly.

Miguel Zabludovsky:

I got to a density situation where a cleaner could just walk from one apartment to the other, and she could clean five apartments in a day and have just a 10 minute walk between each one of them.

Juan Chaparro:

That’s amazing. Yeah. That’s definitely only possible there. Most US cities it’s impossible to really do that. All right, so keep going. I just had that question on how you accomplished that, because it was impressive. So what’s the solution you came up with?

Miguel Zabludovsky:

Yeah, so as I was thinking more about why is it so difficult to find cleaners, I thought, “Look, a similar problem happens when you try to find a partner, a girlfriend, a boyfriend.” And so online dating kind of solved that in a way. And so I started looking more at what’s the online dating model. And if you think about online dating, if you need to put a job post to find a girlfriend and then get applicants and sort through the applicant resumes, it’s bananas. That would never work. And so Tinder, Bumble, all these apps solved that by having an app where you could see profiles of potential partners. And based on that decide do you want to reach out to them or not. And Bumble, which is a dating app that grew tremendously, their innovation was that it was the girl who started the conversation.

Juan Chaparro:

Oh, wow.

Miguel Zabludovsky:

So that was Bumble’s big innovation. And Bumble by the way is a public company with hundreds of millions of dollars in revenue. And I sort of took that as well and said instead of having cleaning companies reject applicants and out of 500 applicants that you get on Indeed you like five, and so basically you’re going through spam and you’re wasting your time going through spam.

Juan Chaparro:

And paying for those leads.

Miguel Zabludovsky:

And paying for those leads. Exactly. It should be the cleaning company who’s the first one to reach out. So the solution that I came up with is called Heystack. And Heystack is an app. You download it to your phone, you create your profile, and you say, “I’m looking for cleaners in Dallas,” as an example. And you can further filter that with industry specific filters. So you can say, “I only want cleaners that have experience cleaning hotels,” as an example. Or that you want to work as W2. Or want to work as 1099. So you’ll filter your list. And then you present it with a video profile. You can see the video, there’s actually four videos for each profile where the job seeker answers four default questions. And then you can see the work history. You can see whether they’ve been vaccinated or not, whether they’ve been identity verified or not and so on.

Miguel Zabludovsky:

And if you don’t think it’s a good fit, you’ll swipe left and get presented with the next job seeker. If you are interested and want to connect with them, you can swipe right and you have the opportunity to chat with them. And just take the conversation from there. There’s no job post, there’s no applications. It’s just connecting. It’s the straightest line between a job seeker and an employer. And once you connect with one or with more than one, you don’t necessarily need to hire them right away. Because another thing that I’ve learned in the cleaning business is that you should really build up a bench of talent that’s available to work when you need it and to have that bench ready. So you can have this list of job seekers that you like, but don’t necessarily need to hire them right away. But when you do want to hire someone, you can send them a job offer, and then just bring them into your system. If you are using pipehire or whatever you’re using to continue that onboarding process into your company.

Juan Chaparro:

Wow. That’s amazing. So we could say this is the dating app for the cleaning world.

Miguel Zabludovsky:

That’s exactly right. That’s right.

Juan Chaparro:

Okay. Wow. I mean, sounds simple. Like it’s a simple concept, but it really took time for it really to come out to that solution. All right. So that is amazing. Now what are some of the problems that you are seeing in general with the employment market and in general, where the US is heading as far as employees and labor market? I’m sure you have a lot of insights in your research and why don’t you share more about where that is going and how your product really fits into becoming one of the solutions towards that problem?

Miguel Zabludovsky:

Juan, to be honest I feel like I’m not labor market expert yet because we just came up with this idea and we built the app and we just building the supply side. We have about almost a thousand cleaners already in the platform ready to get work. And then we’re going to start opening up for the cleaning companies. But what I can see from where I’m sitting is that there is a ton of supply. There’s a ton of job seekers that are particularly Hispanic. So if you’re looking to hire Hispanic employees in the US, I see job seekers in pretty much every market that we go after, whether that’s California or Texas, or the Northeast Florida. I think the way things get tricky is in the fit, in making sure that that job seeker is a good fit for that particular company.

Juan Chaparro:

Yeah.

Miguel Zabludovsky:

So the knowledge that I can share about that is the cleaners are out there, the job seekers are out there, and it’s just a matter of finding a good match. And I think part of the problem that employers see and small business owners see is that finding that job seeker that’s a good match is really difficult because there’s so much not good matches out there.

Juan Chaparro:

Yeah, definitely. I recently wrote a blog post about Indeed being that companies focus really on sending you leads and not sending you an applicant. And making it so easy, because people literally download the app and just click apply, apply, apply, apply, apply. But they don’t take the time to read into the job what’s required and then really apply to a company that fits their needs and the company’s needs. And I got a lot of people commenting on this, that definitely all the cleaning companies in the US we’re paying tons of millions of dollars to Indeed for sending us unqualified people, just numbers and resumes and emails and phone numbers. But we don’t really have an application on hand that we can say, “This person is really serious about working here.”

Juan Chaparro:

And tons of my customers are in Indeed spending money. And then they go to the candidate section and just start messaging people, “Hey, please come to meet me, come to the interview, please come to a Zoom call.” And they are spending tons and tons of time trying to reach people that don’t care. And they just apply maybe because while they’re watching Netflix they’re just applying.

Miguel Zabludovsky:

There’s no cost to apply. Right?

Juan Chaparro:

There’s no cost to apply. Yeah. I mean, there is no skin in the game. Especially because when you have your resume on Indeed uploaded and you have everything set up there, literally it says, “Click to apply,” and it’s just one click.

Miguel Zabludovsky:

Yeah.

Juan Chaparro:

Yeah. So is this person applying to a hundred jobs in a day? I mean, what are the chances of your cleaning business getting that person to your work? It’s impossible.

Miguel Zabludovsky:

Yeah. Yeah. One of the things that I noticed that is different or could produce a different pool of applicants is that creating a video profile is a point of friction in the job seeker registration process.

Juan Chaparro:

Definitely.

Miguel Zabludovsky:

So it’s easy for somebody to create an account in Indeed and fill out a few fields and boom, that’s a job seeker. In Heystack you are not a job seeker until you have created your video profile. And that in itself is sort of a filter for someone who is really motivated to get a job, serious about it and willing to do the work.

Juan Chaparro:

Definitely. I mean I’m personally not so good on camera. For me to make a video or one of those Facebook reels or watching myself on my own cell phone recording for me it’s very… I’m not that type of person. So it is definitely a filter and a commitment. Somebody wants to work cleaning and they want to do their video and so that’s impressive. So a lot of people ask me why Indeed just sends us leads and not applications. And I explain that a lead is a name and an email and a phone number that’s interested in something that you have to sell. House cleaning or a house cleaning job. But an application, a real application, is somebody that filled a form and completed series of questions and then submitted the application and took time and effort to complete it.

Juan Chaparro:

And most people nowadays say, “Well, I just need names and numbers,” but in reality you don’t need a lot of quantity. You need a lot of quality people. And I think that’s where Heystack is going to allow to solve of that. Because to really to be a million plus cleaning service, you don’t need a hundred cleaners. You need 20 people, that’s it. So we don’t need hundreds and hundreds applicants. We just need couple of good people that we can hire every month. That’s it. I mean, if we can hire two people a month, that is 24 people at the end of the year. If you do that over several years, you have a 40, 50, 60 employee company and then you’re at three, four, five million revenue.

Juan Chaparro:

So I always insist to people pipehire or Heystack will help you in that process of screening and putting the best people in front of you. And Indeed is simply a lead generation side that sends us leads and we have to screen them, process them. But you’re going on the other side, which is really a different way to really attack the same problem.

Miguel Zabludovsky:

Yeah. Yeah. And I think the other hiring practice that a lot of cleaning companies try to do but may not do very well consistently is having a bench. So fine. You have the cleaners you need now, but you have one or two that you already know you have vetted. And if tomorrow Margarita can’t come to clean, you know that you can tap Sonia to come and fill that spot. So I think that’s kind of a quirk of the cleaning business that you can have a bench of cleaners ready to clean. And it may not be the same cleaner because that cleaner that’s not cleaning for you might end up getting a job somewhere else because you didn’t hire her. But as long as you have some consistent pool, like maybe Margarita was on your bench for a month and then she got a job, but you have somebody else. So as long as you can have someone in that bench, you make your company more resilient and less susceptible to losing customers because you couldn’t fulfill bookings and so on.

Juan Chaparro:

Yeah. I really like this concept of bench. I’ve never heard of that concept. And I think it’s genius because we’re always expecting everybody to show up, but that doesn’t happen always. And I think applying that comes to really help us. And especially right now, because there’s so many people looking for workers, not just cleaning companies, just everyone. We are really on the losing side that they don’t want to show up tomorrow there’s nothing we can do. And it’s really impacting sales. It’s impacting company reputation. So I’m telling my customers now that the fight is really over employees now, not over customers. Before it was over customers, now is who whoever has the best crew, the best team, is the one who has the clients and has the revenue.

Miguel Zabludovsky:

Yeah.

Juan Chaparro:

So the fight is now over people, over finding workers. And it’s everyone looking for, not just cleaners. I mean, all these blue collar workers is just tons and tons of places need these type of people. I mean, just look everywhere around you. These jobs, these positions are fulfilled mainly by blue collar workers. And it’s really challenging for everyone. And that’s why I brought you in this webinar today to really explain the difference and your product and what you’re doing to really solve this problem.

Juan Chaparro:

And I’ve heard a lot that you can only solve a problem that you experience, that you lived, and that you felt the pain. And Indeed clearly doesn’t understand our industry to solve this problem well, they are just interested in selling you leads. That’s why we all keep spending hundreds and hundreds of dollars every week for leads that are no good. And that is really the main problem. And I think that’s where Heystack really flips the thing and now puts the company with a person or matches the person in a company that really make it. And I think that’s what’s going to be a huge game changer for everyone.

Juan Chaparro:

Cool. Let me check here some of my questions. Now you mentioned about your supply side, and what is right now or when companies can start to experience this product and start using it for their own companies?

Miguel Zabludovsky:

We’re going to start opening up a couple of markets at the beginning of March. So over the past maybe month or two, we’ve been building up the supply and in the next two or three weeks we’re going to reach out to cleaning companies that are in our top markets to say, “Hey, we now have a supply of job seekers that you should take a look if you’re looking to hire.”

Juan Chaparro:

Got it. Can you share which are those main cities, if that’s possible?

Miguel Zabludovsky:

It is about 20 markets, the top cleaning cities, obviously New York, Miami, Los Angeles, San Francisco, Dallas, Denver. We can share it after the webinar.

Juan Chaparro:

Got it. Okay, cool. Yeah. So yeah, definitely. I guess the releasing city by city will help you really get traction for everyone involved in this process. I want to ask if anyone in the audience has any questions that you want to have or ask Miguel. You’re free to unmute yourself and just ask any questions. I’m going to check here on my Facebook, see if I have any questions that any person has. Okay. Have a question here. Is there any cost to use the app?

Miguel Zabludovsky:

Great question.

Juan Chaparro:

How is that going to work?

Miguel Zabludovsky:

Great question. Yes, of course. So Heystack is a hundred percent free for job seekers. So there is no barrier to a job seeker to come and create a profile. The first iteration of our pricing structure is a monthly subscription that is dependent on how many job seekers you want to have conversations with. So you’ll register as an employer, you’ll be able to see a profile of a job seeker for free, obviously. And when you want to connect with your first job seeker, that’s free. So you can also see the experience, the chat experience. So connecting with one job seeker is free. When you want to connect with more than one that’s when we have I think the first year is… I can’t remember 75 or $99 a month. So that gives you I think up to five job seekers, which for many cleaning companies that might be enough.

Miguel Zabludovsky:

But the idea is to make the pricing structure based on how many job seekers you want to have conversations with. It’s not how many you hire, so there’s no per hire fee. You can hire all of them, you can hire one. So we’re funding this by charging you for connecting you with-

Juan Chaparro:

Making the connection. Making the connection. That’s genius. Yeah. Because right now, mostly… And I’ve seen Indeed has two models to charge, per applicant or per day. And I’ve spoken to Indeed several times and I ask them, “Hey, why some cities is per applicant and some others per day or per budget?” And they say, “Well, we’re testing the markets so we can get the most revenue per each market or per city.” And definitely they’re making tons of money, but at the expense of us just paying, paying, and paying for leads that are no quality. And today, for example, I had somebody that requested a demo and she asked me to take a look at her hiring process. And I found two mistakes on her hiring process. She said, “I don’t have people. Nobody’s applying to my jobs.”

Juan Chaparro:

I said, “What is your problem?” And I look at her site. She had no jobs page to begin with. Nowhere in her site explained what are the benefits of her work, how much she was paying, nothing. And so she had basically no way to communicate what was the job about. And second problem was she was not having any budget in any of the systems to generate leads. So this person was literally just expecting calls from people that are interested in a job. And I said it’s impossible. You need to pay to get people in the door. Because remember, a good cleaner will make between 50 to $60,000 in revenue for every year they are employed with you. Obviously that’s a number around my area, but probably changes a little bit in there depending on the market.

Juan Chaparro:

But think about this, that we have to pay really to find people. They’re not going to find us. It’s not that way anymore. Before, yeah. People looking for jobs will come to us, “Please give me a job.” But the market shifted completely. And now we, the cleaning businesses, we have to go out there and find the people. We have to spend the money. We have to make our job attractive. We have to give vacations, awards, I mean anything that helps people come and apply to our jobs. Because now the fight is over cleaners. So those are the very common mistakes I find in a lot of people. And there’s something else I mention to most cleaning companies. And I tell them, “Look, we are not in the cleaning business. We’re in the staffing business.” It’s like, “No, I’m not into staffing business.” I said, “Yes, you are in the staffing business, you just happen to clean homes.”

Juan Chaparro:

But we are in the staffing business because if you look at your schedule where you spend most of your time, it’s hiring, interviewing, firing, disciplinary actions. I mean, we spend the most of our times is working with people directly. And when they think about that, it’s like, “Yeah, you’re right. We are in the staffing business, I never wanted a staffing company.” And I said, “You have to be an expert at hiring people. You have to be an expert in connecting with people in making sure they fit with your job.” Before, yeah, it was very different. But after college people really took a look at their life and decided to quit those jobs that didn’t mean anything to them. And then we have to really at this point be experts at hiring. And if we don’t love hiring and talking to people, we’re in the wrong business.

Miguel Zabludovsky:

The wrong business. Yeah. Juan, I want to mention something. You were saying with Indeed you have to pay first and then you get the candidates. And then it turns out that out of 500 maybe five of them might be good.

Juan Chaparro:

Correct.

Miguel Zabludovsky:

And I think that’s screwed up. And the reason why Heystack is different in that sense is that you only pay or you only start paying once you see a candidate that you like and that you want to speak to. So it’s not you have to put money out first and then you hope you get someone you like. Here it’s flipped. So if you first see the candidate, you like it, great. Pay so that you can connect with it.

Juan Chaparro:

There you go. There you go. That is a great analogy. Definitely. You are really switching the game here. And yeah. I was telling a customer of mine today, you have to spend 250 a month minimum if you want to get any people in the door. That’s it. I mean, minimum.

Miguel Zabludovsky:

And that doesn’t guarantee you that you’re going to like who you see.

Juan Chaparro:

Nothing, nothing. It’s just 250, just start to throw money in Indeed and see what you get back. But that is really a game changer what you’re doing, because I think this is going to make the problem and the frustration that cleaning businesses have of finding people and hoping and praying that somebody shows up to the interview. I mean that dating model is just completely wrong now. So I really like that what you’re doing and I’m glad that we connected and I’m sure a lot of people haven’t heard about you yet. And I mean, I think you have some really revolutionary ideas in your head and I really am expecting to see it work and expecting to connect the most that we can. Ideally some of the ideas that we’ve discussed privately is to be able to help those people that find a cleaner on Heystack to then integrate that process with pipehire so people will then completely funnel those people through pipehire and then finish the onboarding process, background checks, all the HR documentation that needs to go through.

Juan Chaparro:

So I think between you guys and us, I think we have a really good solution that’s going to make this process for cleaning companies a lot easier and better. And I think just you and me are… I’d say we’re revolutionizing this industry, because something has to change. This cannot stay like this forever. And this business is beautiful when you have the people. I mean, I always think about is I enjoy this business when we have the people working, but we hate this business when we don’t have the people. And my dad always told me, “Hey Juan, this is a cash machine.”

Juan Chaparro:

You just have to have the people, you don’t have to have a warehouse full of products. You don’t have to have a dealer out there with cars parked out. You don’t have to rent a store in a mall to wait people to come. You just have to be patient and you just have to keep finding people. And that’s why we are in this business. It’s daily cash flow. You don’t have to wait 30, 60 days to get paid.

Juan Chaparro:

So the cleaning business has so many advantages over a lot of the other home services. The recurrent model, you get paid every week, every two weeks, every four weeks, and this need will continue. People will continue to make dirty homes and this is not going to change with robots yet. It’s going to take longer. So I really want this to work for everyone. And I think Heystack and pipehire together can make this process of finding, hiring, onboarding, all of that a lot easier for everyone. So glad to hear that. Do you have anything in mind, Miguel? Do you want to share anything, do you want to invite people to sign up to your product or register? What do you have for pipehire user out there or anybody looking at this webinar?

Miguel Zabludovsky:

Yeah. Look, sort of a closing or summary, I think that hiring gets a really bad reputation. Nobody’s happy with that part of the business. And I think it’s deserved because it’s hard and it can be disappointing and so on. But it doesn’t need to. And the end result of a good hire is having a new connection with another human being. And I think that’s really, really valuable, despite COVID and Zooms and all of that. Personal connections are so important. And I want to bring that to the surface that and say, look, there’s another human being that you can connect to and you don’t need to spend $300 on Indeed for it and so on.

Miguel Zabludovsky:

So besides that benefit of making things easier, life easier, and finding a connection with another person that’s also going to make money for your business, maybe in the webinar notes, we’ll add a discount for any listeners who want to take a look and sign up. We’ll do probably somewhere around 20% for the first three months. You’re already saving money from what you would pay on Indeed, but-

Juan Chaparro:

Oh, definitely.

Miguel Zabludovsky:

… it’s an additional incentive to… See, the most important thing right now I think is to really get some feedback from all of the employers who are on the other side and saying, “This works, this doesn’t work, tweak it here.” So that’s going to be really, really valuable to continue building it to best serve their needs.

Juan Chaparro:

Definitely. I already went to your website and signed up a couple of months ago. So can you spell the website for them to go there and start to pre registration?

Miguel Zabludovsky:

Yeah. I see that Louis already put it on the chat. It’s Heystack with an E, heystack.jobs.

Juan Chaparro:

Perfect. All right. I looked at the website a couple days ago and it’s like, “Shut up and take my money.” There’s definitely so much value there, so much good visuals. And I feel this could really change the game for everyone. And especially I see a lot of people still trying to run this business, waiting for people to come the door, put an ad in somewhere and just waiting them to come to their office. But it has changed. After COVID this has changed completely. And I don’t think it’s going to be… It’s not going to be the same as before, that we have a lot of people wanting to work and apply. This is just going to be a completely different game. And I think this matchmaking or dating app for cleaning services is really a great solution for that.

Juan Chaparro:

I’m really excited to see. So this is going to be in March. And Miguel, thank you so much. It’s been really a pleasure connecting with you today. We’ll keep chatting on how to connect these services and how to make it easier for everyone. And I hope that you have a great time, wherever you are in the world. And whoever needs some advice as well, as house cleaning company business owner. I’m sure Miguel can help you guys, especially those in New York City, that market quite unique to the rest of the US. I know a couple of people in that market and they definitely have other challenges that no other people have in the rest of the US. So thank you Miguel again, and have a great day.

Miguel Zabludovsky:

With pleasure. With pleasure, Juan. Thanks for having me.

Juan Chaparro:

All right. No problem. Have a good one. God bless you. Bye-bye.

Miguel Zabludovsky:

Bye.



🤔 Questions on managing cleaning employees? Email us at support@pipehirehrm.com or visit us at pipehirehrm.com/ to learn how better to manage all your cleaning employees with our hiring software.

Potential applicants will start their job searching by looking in Google. About 75% of job searches begin there. Google brings together job postings from across the web, whether they’re on websites run by small businesses or job sites with thousands of listings. This helps job seekers easily find their next job directly in Search.

So let’s check Google jobs.

Job openings appear more often on Google Job search results than other online jobs boards like Indeed, Monster or Dice. The same factors that affect your show up on top of Google job search also help get you top rankings in the organic search results.

SEO finds the keywords in your job postings and organizes them through significantly different variations of categories. Therefore, a detailed description of the job position is essential to rich better results. In addition, you can use short-tail SEO keywords or long-tail SEO keywords for better outcomes.
You might include information about pay rate, schedule, location, job requirements, benefits and so on.

To ensure you never miss the right talent, possible candidates can create job alerts and save relevant jobs to view at a later time. Candidates can also save jobs based on their preferences and interests.


At Pipehire, we value your time, and we want to make it easier for you to find the right candidate for the job. Therefore, we have worked so that each of the openings created within our system will  be automatically displayed on Google Jobs.

This automatization will help you reach more candidates and make it easier for your business.


About Us

Learn more about hiring and recruiting for cleaning services.
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Can I use ClickUp vs Pipehire for recruiting cleaning techs?The short answer is yes!…but there’s work to do on your part. In this video, I cover what’s needed to setup Clickup for recruiting. All the steps are explained in this video.


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Want to transform your house cleaning hiring experience?

Get a free trial on our website https://www.pipehirehrm.com/

Debbie Sardone interviews Juan Chaparro CEO of Pipehire the all-in-one HR and Management software. In this video they discuss how to automate your hiring and manage everything HR related in the house cleaning business.

🤔 Questions on managing cleaning employees?

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

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