How To Build a Magnetic Hiring Process That Keeps Great Cleaners
Season 6 of the Five Door Media Podcast kicks off with a must-listen episode for every cleaning business owner struggling with hiring and retention.
We sat down with Lacie Nash and Kari Merrell, co-owners of Clean Squad, and got a front-row seat to one of the most intentional, people-first hiring systems we've ever seen in the residential cleaning world.
This conversation wasn’t about generic hiring tips. It was a deep dive into the mindsets, tools, systems, and culture that make or break your ability to build a team that sticks. Whether you’re hiring your first cleaner or scaling to 30+, what Lacie and Kari shared will absolutely shift the way you approach recruiting.
Here are the biggest takeaways from the episode:
Recruiting Challenges Are Real, But They're Not Random
The cleaning industry is notorious for high turnover and tough recruiting. Lacie and Kari don’t sugarcoat that reality. But instead of blaming the labor market, they leaned in.
Post-COVID, they lost their entire team. Instead of panicking, they rebuilt everything from the ground up, and they did it with clarity. They realized that attracting the right people starts with being the right kind of company. Their approach? Culture first. Every single touchpoint in the hiring process reflects what it’s actually like to work at Clean Squad.
Your Job Ad Is Your First Impression
"Think of your job ad like a marketing funnel," Lacie shared. Just like you'd optimize ad copy to attract your dream client, you need to do the same to attract the right team member. Their ads showcase the vibe, values, and vision of Clean Squad. It's not just about job duties, it's about giving potential applicants a real window into what it's like to be part of the team.
The Interview Process Is a Culture Test
At Clean Squad, the interview process is more than questions - it's a two-way experience designed to mimic real-world cleaning scenarios.
From a basket of colored pens ("fill out your application with the blue one") to interactions with their excitable shop dog, everything is a test of responsiveness, attitude, and attention to detail.
Candidates go through two in-person interviews and a personality test. Questions aren’t about cleaning experience; they’re about values, adaptability, and soft skills. And at every stage, Clean Squad models the behavior they expect in return. "No sweatpants on interview day" isn’t just a rule, it’s a statement about professionalism.
Pay People Like Pros
Lacie and Kari don’t believe in underpaying cleaners. Period. They switched from hourly pay to commission-based compensation and saw a massive shift in both performance and retention.
This change allowed them to:
Eliminate waste in the business
Increase cleaner earnings
Offer better benefits
Attract more capable and committed candidates
"I’d do it all over again," Lacie said. And if retention is your goal, compensation matters. A lot.
Culture Isn’t What You Say. It’s What You Do.
From giving back to the community to memorizing the names of employees' kids, Clean Squad lives their culture.
They ask every team member how they like to be recognized: Money? Praise? Public shoutouts? Then they tailor feedback and leadership to that.
They also empower cleaners to build relationships with clients directly, which builds ownership, accountability, and loyalty.
Onboarding Is Where You Win or Lose
Their training program is efficient and purposeful:
3-day onboarding
Virtual training modules and quizzes
On-the-job training focused on real tasks
Daily check-ins with trainers and leadership to evaluate fit
By day 11, new hires are solo. By day 90, they need to meet specific metrics around quality and timing - and they know that from day one.
Want to Scale? Own Your Strengths and Stay in Your Lane
As co-founders, Lacie and Kari are opposites. But they’ve built their roles around their strengths, and they trust each other to lead their lanes.
"Why fight against who I am as a human being?" Kari shared. Whether you’re a solo owner or leading a team, the principle holds: do more of what you’re great at, and outsource or delegate the rest.
You Can’t System Your Way Out of a People Problem
Yes, Clean Squad has smart systems. But what really makes their hiring work is how deeply human it is. They hire for fit, pay for performance, train with purpose, and lead with empathy.
If you're stuck in the hiring cycle, this episode is your blueprint for breaking out. Your next great hire doesn’t just need a job, they need a reason to stay. Clean Squad shows you how to give them one.
