.png)
Let’s talk about employee retention in home services.
Most owners think pay is the issue.
But the real reasons your best people leave? It’s not money—it’s the feeling that:
- There’s no structure
- Growth paths are unclear
- The team culture feels off
- The ship is sinking and no one’s steering
If your top employees feel stuck or invisible, they’ll leave. Period.
Want to keep them?
Here’s what works.
What Keeps Top Performers Around
Let’s break it down. Here’s what actually builds retention:
- Performance-based incentives: Think Rolexes, reward trips, surprise bonuses
- High average ticket size: Allows for better pay without the stress of selling
- Career tracks that go beyond management. Not everyone wants to manage, but everyone wants growth
- Culture of momentum: People want to be part of something that’s growing
One of the best things we ever did?
We flew over 50 employees to the Dominican Republic.
Not just techs. CSRs too.
It told the whole team: If you help us grow, you grow with us.
That’s how you build real loyalty.
Don’t Just Fill Seats—Build a Talent Machine
Too many service businesses treat hiring like plugging leaks.
That’s reactive. And it's expensive.
You waste time onboarding people who don’t last. You burn cash on job ads that bring in the wrong fit. And you’re constantly stuck in survival mode.
A real recruiting strategy for service businesses should look more like this:
- A running list of people you’d hire tomorrow if they called
- An application process that filters for attitude, not just experience
- A team culture that turns employees into brand ambassadors
Your goal isn’t just to staff up.
It’s to create a system that constantly attracts and retains A-players.
What to Watch For: Are You Pushing Talent Away?
Sometimes, recruiting isn’t the issue.
Sometimes, you're unintentionally repelling the very people you want to hire.
Here are some of the silent killers:
- Broken trucks that frustrate techs and kill efficiency
- Outdated systems that create bottlenecks and chaos
- Generic job posts that say nothing about your unique culture
Top talent is watching.
They’re checking your online reviews.
They’re following your social content.
They’re talking to people who’ve worked for you.
You can’t fake this. You either run a business that attracts winners or one that drives them away.
Run Your Business Like They’re Watching
If you’re in the trades, your company is your recruiting engine.
Every truck wrap, customer review, and employee interaction is part of your pitch—even if you don’t realize it.
Want to build a great team?
Then start by building the kind of business great people want to work for.
Because they’re watching.
And if you’re doing it right, they’re already thinking about joining you.
Final Thoughts
Recruiting isn’t a task you check off once a year.
It’s a core part of your growth strategy.
You don’t need to compete with giant companies by paying more. You win by building a business that speaks for itself—one that attracts top talent, nurtures them, and gives them reasons to stay.
So if you're looking for a better recruiting strategy for your service business, start here:
- Think like a marketer
- Invest in your culture
- Build systems that scale people, not just jobs
Great teams don’t just show up.
They’re built—one intentional move at a time.
.png)
