Where most operators go wrong with their first hire
Most new operators post on Indeed, pick the first person who seems keen, and hope for the best. By week three the cleaner has cancelled twice and a client is unhappy. The problem isn't the cleaner — it's the process.
A structured hiring process takes an extra week but dramatically reduces the chance of a bad first hire that costs you a client you spent £80 in ads to acquire.
Where to find reliable cleaners
Indeed works but needs the right job description. Emphasise consistency, reliability, and pride in work — not just the hourly rate. Facebook community groups outperform job boards for local cleaning roles in most markets. Gumtree still works in many areas. Once you have one good cleaner, referrals from them are the highest-quality source.
The screening process
Phone screen first — 10 minutes. Are they punctual calling in? Communicative? Ask: 'Tell me about your last cleaning role and why you left.' Then a paid 2-hour trial clean where you observe or a senior cleaner assesses. Non-negotiable. Then two references — call them, ask specific questions.
Never skip the trial clean. The single most predictive indicator of reliability is how someone performs when they know they're being assessed. One bad hire can lose you a client worth £1,200/year in recurring revenue.
What to pay and how to structure it
Pay at least £1–2 above local minimum wage to attract quality candidates and reduce churn. A cleaner who stays 18 months is worth far more than two cleaners who each stay 9 months — hiring, training and client disruption are expensive. Consider a small bonus after 90 days for retention.
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