Slow Down to Speed Up: Building a Hiring Machine That Works
Welcome back to the Five Door Media podcast blog! We’re deep into Season 6, and if you’ve ever felt like hiring is the bottleneck in your cleaning company’s growth, you’re going to love this episode. This week, Drew sat down with Jon Karmazyn, founder of Revive, to talk about how his team hires fast without sacrificing quality.
From power washing to holiday lighting, Jon has built a two-division business that operates across two markets in Pennsylvania. But what sets him apart isn’t just the service; it’s the systems behind the scenes that allow Revive to grow without chaos.
Hiring Isn’t a Problem, It’s a Process
Early in the episode, Jon breaks down what he sees as the two biggest types of cleaning business owners struggling with hiring:
First-time hirers who have maybe used a friend-of-a-friend but are now trying to build a real team.
Growth-stage owners who already have a team and are looking to add layers or scale into new markets.
Regardless of where you fall, Jon says most business owners are making the same mistake: writing job ads that sound like prison sentences.
Instead, he challenges owners to think like marketers. Your job ad is an ad. If it doesn’t hook someone or answer their most important question (“What’s in it for me?”), you’re going to lose talent to someone who does.
Systematize the Funnel & Filter for Fit
Jon’s hiring funnel is built for repeatability. Each spring and holiday season, Revive brings on up to five technicians in 30 days, like clockwork.
How? Through a custom application process that filters for character over experience. Here’s what stands out:
They don’t focus on resumes. Experience isn’t the focus; culture fit and character are.
They use group interviews. No more ghosted one-on-ones.
They assign real tasks. Like climbing a ladder to check for a tennis ball in the gutter - simple, but powerful.
Jon even shared one of their most effective (and revealing) application questions:
“Assume you owned your own business. How many times in a 30-day period would you allow an employee to call off the morning of their shift?”
He says anything over two without a solid reason is an instant red flag.
Build Culture Like You Mean It
Jon makes it clear: culture isn’t fluff. It’s not a poster or a motivational quote. Culture is how people behave when you’re not in the room.
At Revive, culture is reinforced through:
Weekly team meetings where core values are front and center
Fun but meaningful rituals (like referencing “Ludicrous Speed” from Spaceballs to talk about responsiveness)
Core values translated into core behaviors
They even use culture as part of their hiring filter. New team members watch a video on the careers page to get a feel for the vibe before stepping in the door.
Retention Starts on Day One
According to Jon, one of the most overlooked aspects of hiring is the first week. People decide within the first 3 days whether they’ll stay or not.
To make sure that first impression hits, Revive:
Sends a text the day before welcoming the new hire and explaining what to expect
Shares a PDF checklist with helpful tips
Makes sure systems, logins, and tools are ready before Day 1
Little things = big trust.
Leading Well (Even When You’re Busy)
For Jon, the biggest challenge most owners face isn’t intention, it’s capacity. He coaches business owners to remember this: “Sometimes, you have to let a fire burn. Just don’t let that fire be your new employee.”
Even if you’re wearing 10 hats, make time to slow down and set your people up well. That investment in the first week? It pays dividends in retention.
Looking Ahead: AI and the Future of Hiring
Jon also touched on where he sees things heading: faster, smarter hiring powered by AI. He’s already using tools like HireBus for leadership roles and sees massive potential to cut down time-to-hire without sacrificing quality.
Final Takeaway
You don’t need to build a Rolls-Royce hiring system overnight. Start by getting what’s in your head onto paper. Slow down to speed up. Hire for values. And treat your team like the competitive advantage they are.
