Culture Over Chaos: Hiring Smarter in the Cleaning Industry
Welcome to the Five Door Media blog, where we dive deep into the systems, strategies, and stories that move the cleaning service world forward. In this episode of Season 6, we sat down with hiring powerhouse and Woot Recruit founder, Libby Delucien. And if there’s one thing Libby does better than most, it’s cutting through the fluff when it comes to recruiting and company culture.
This one’s a must-listen if hiring feels like your bottleneck and you're looking to scale your cleaning business without sacrificing sanity. Below, we’re breaking down the highlights of our conversation including Libby’s best practices, biggest hiring mistakes she sees, and the real reason culture can make or break your business.
Hiring Is Hard. But It Shouldn’t Be Mysterious.
According to Libby, one of the biggest problems right now is what she calls "job hugging". With economic uncertainty, people are cautious about jumping jobs. They’re looking, they might even start an application, but they often don’t follow through. That results in a no-show rate that’s shockingly high (Libby reports that only 8% of applicants are actually showing up to interviews right now).
So what can you do? First, loosen up your application process. Think less friction, more follow-through. You can either simplify your application or increase your ad spend to get more volume. Pick one.
Stop Copying and Pasting Job Ads
Here’s Libby’s hot take: most job ads in the cleaning industry are terrible. Why? Because they’re just job descriptions disguised as ads. They’re boring, compliance-heavy, and forgettable. Worse, people often copy and paste them from other companies without understanding the legal or cultural implications.
Libby warns: someone she knows was sued for using an out-of-state job ad that violated local labor laws. And the kicker? The person who sued never even applied to the job.
Instead, build what Libby calls your "employee avatar." Know exactly who you're looking for - from their personality traits to their lifestyle preferences. Your ad should be designed to attract that person. Like in marketing, you're not just selling a service; you're presenting a solution. In hiring, you're not just filling a role; you're offering a path.
Culture Sells. Even More Than Pay.
"You need to have either great pay or great culture. If you have both, you're golden," Libby says. And if you're struggling to hire? Start by looking inward. Your culture shows up in your social media, your reviews, your reputation. It bleeds everywhere.
Culture is not parties, pizza, or balloons. It’s consistency, clarity, and connection. It’s how you show up every day on social media, in interviews, and especially when no one is watching. According to Libby, your culture is your biggest recruiting tool.
So, ask yourself: Can your employees write down your core values without looking? That’s a simple test, but a revealing one.
The Most Common Hiring Mistake? Asking Interview Questions in Applications.
Let the application be about qualifications (Do they meet the basic requirements?) and let the interview be about culture (Are they a good fit?). Mixing the two waters down both.
And once they’re in the room? Libby looks for "quiet confidence." The best cleaning techs aren’t the loudest, most enthusiastic candidates. They're the calm, dependable ones who show up and get it done.
Retention Starts with Real Talk
Libby’s story about hiring a high-level candidate without even having a role ready is a masterclass in honesty. She told him the truth: “I don’t have a job description yet, but I want you on the team.” That honesty helped her land a superstar.
Overselling the job just sets people up for disappointment. Be real about where your company is. If your onboarding is shaky, say that. Trust builds retention.
The Secret to Long-Term Team Members? Psychological Safety.
Consistency creates security. And in cleaning businesses, where most employees are remote, this is even more important. They don’t need ping-pong tables or snack bars. They need to feel safe, seen, and stable.
Libby calls this psychological safety - being paid on time, being treated with respect, having clear expectations. You create that by showing up the same way every week: same check-ins, same tone, same cadence.
Future-Proofing Your Recruiting
As AI and automation evolve, the businesses that stay human will win. Tech can help you filter, track, and organize candidates. But it can’t replace human connection. Libby believes the edge in recruiting will belong to those who master both: smart systems and even smarter relationships.
Stop Micromanaging the Process. Start Trusting the Funnel.
Whether you're using Woot Recruit or something else, trust the system you put in place. It will bring duds, but it will also bring rockstars. Hiring is a numbers game. You need at-bats.
And remember: when it comes to great hires, culture isn’t just part of the process, it's the whole game. Catch the full episode to hear Libby share more gems on what’s working right now in hiring and how to turn your business into a talent magnet.
