The Best Cleaners Know Other Best Cleaners

I'm about to share the easiest hiring strategy I've ever used.

No job postings. No reviewing resumes. No filtering through dozens of unqualified applicants.

Just one question asked at the right time to the right person.

That question has led to some of our best hires. Cleaners who've been with us for two, almost three years. People who get the most hours, produce the best work, and never give me headaches.

The strategy? Referrals.

Specifically, asking your best cleaners who else they know.

Here's something I've noticed over three years of running this business:

The best cleaners hang out with other great cleaners.

Just like entrepreneurs know other entrepreneurs. Teachers know other teachers. Nurses know other nurses.

People naturally gravitate toward others in their profession, especially people who share their work ethic and standards.

Your top cleaner, the one who shows up on time, does quality work, and communicates well, probably knows two or three other people just like them. Maybe they used to work together. Maybe they're friends. Maybe they're family.

And here's the beautiful part: they've already pre-vetted these people for you.

If your best cleaner is willing to refer someone, they're putting their reputation on the line. They're not going to recommend someone unreliable because that reflects poorly on them.

So you're getting candidates who come pre-screened by someone whose judgment you already trust.

Let me tell you about one of our best referral success stories.

We hired Alisha as a cleaner. She was great from the start, reliable, thorough, and easy to work with. During her interview, I asked a simple question:

"Do you know anybody else who might be interested in this job?"

She said, "Yeah, my mother-in-law Debbie."

I interviewed Debbie and and she's now been cleaning for us for almost three years. She gets more hours than almost any of our other cleaners. She's become one of the cornerstones of our operation.

All from asking one question during an interview.

Here's another one.

Barbie had been cleaning for us for a while and was consistently excellent. One day I asked her, "Do you know any other good cleaners?"

She said, "Actually, yes. My friend Jodi is really good."

I reached out to Jodi, interviewed her, and hired her. She's now one of our top cleaners.

And because Barbie referred someone who worked out so well, I gave her a $100 referral bonus.

That $100 was the best money I've ever spent. Jodi has made us thousands of dollars in revenue, and I didn't have to post a job, review applications, or filter through candidates. Barbie did all the screening for me.

You can't just ask anyone for referrals. You need to be strategic about who you ask and when.

Ask your top 3 cleaners

Don't ask everyone. Focus on your best people, the ones who consistently show up, do great work, and have been with you for at least a few months.

These are the people whose judgment you trust. These are the people who understand your standards and know what you're looking for.

Ask during or after interviews

When you're interviewing a promising candidate, work this question into the conversation:

"Do you prefer to clean alone or with a partner?"

If they say they have a partner or someone they like working with, boom, you just found your next potential hire.

Even if they say they clean alone, you can follow up: "Do you know any other cleaners who might be interested in this type of work?"

Ask when you're actively hiring

If you need more cleaners and you have a few great ones already, reach out directly:

"Hey [Name], I'm looking to bring on another cleaner or two. You've been great to work with, and I'd love to find more people like you. Do you know anyone who might be interested?"

This makes them feel valued while also tapping into their network.

Here's the thing: everybody loves money.

If you want to encourage referrals, offer a referral bonus. I do $100, but you could do $50 or $150 depending on your market and margins.

Here's how it works:

"If you refer someone and they work with us for 30 days, I'll give you a $100 bonus."

The 30-day requirement is important. You don't want to pay out bonuses for people who work one week and quit. Make sure the referral sticks before you pay out.

Why this works:

When Barbie referred Jodi, I didn't promise a bonus upfront. But after Jodi worked out so well, I surprised Barbie with $100 as a thank you. She was thrilled, and now she keeps an eye out for other great cleaners.

During every interview, I ask this question:

"Do you clean alone or with a partner?"

It's a simple question that gives you valuable information:

If they clean alone: You know they're comfortable working independently, which is important for Airbnb turnovers.

If they clean with a partner: You immediately know there's another potential hire in their network.

If they mention a partner, I follow up: "Would your partner be interested in this type of work? I'm always looking for great cleaners."

Sometimes the answer is no. Sometimes they say, "Actually, yeah, let me ask them."

Either way, you're planting a seed. Even if their partner isn't interested now, they might be in three months when their situation changes.

Not all referrals are created equal. Here's what to watch for:

How enthusiastically do they recommend the person?

"Yeah, I guess I know someone" is very different from "Oh my gosh, you should absolutely talk to my friend Sarah, she's amazing."

Pay attention to the energy level. If they're lukewarm about the referral, that's a red flag.

What's their relationship to the person?

Family members and close friends are usually solid referrals because the person doing the referring cares about maintaining that relationship.

Acquaintances or "someone I used to work with years ago" are riskier.

Are they willing to make an introduction?

If they just give you a name and number, that's fine. But if they say, "Let me text them right now and introduce you," that's even better. It shows they're confident in the referral and actively want to help.

Here's what to do right now to start building your referral pipeline:

Today:

This Week:

For Your Next Interview:

When Someone Gets Referred:

The best part about referrals? They cost almost nothing, and they often bring you the kinds of cleaners you can't find anywhere else.

If you want to see how referrals fit into a complete hiring system, including what to ask in interviews, how to onboard new cleaners, and how to build a team that doesn't fall apart when one person quits, check out our Airbnb Cleaning Course.

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