Frequently Asked Questions

What is Qualified Hires?

A recruiting service for home service businesses. We run the job posts, text every applicant back within minutes, screen them, check references, and put the ones who clear the screen on your calendar. You run the interviews and make every hiring decision.

Who actually sources, screens, and decides who gets hired?

The system posts the job, texts every applicant back in minutes, and runs your screening questions in that first conversation. Candidates who clear the screen get scheduled straight onto your calendar. You run the interview and make the final hiring decision, every time.

How fast do applicants hear back?

Within minutes, around the clock. Across our client companies, 4 out of 5 applicants get a first touch within 10 minutes of applying. That speed is most of the reason our candidates actually show up to interviews.

How is this different from posting on a job board?

A job board hands you applications and stops there. You still have to text people back, ask the screening questions, and chase down interview times yourself. Qualified Hires runs the posting, the text screening, and the interview scheduling as one system, so every applicant from every source gets the same instant follow-up.

How is this different from a staffing agency or a recruiter?

The biggest difference is the fee model. A contingency recruiter typically charges 15 to 25 percent of first year pay per placement, and flat fee trades recruiters commonly run $2,500 to $10,000 per hire. The fee comes due when the candidate starts, which is exactly when the recruiter's involvement ends, and if the hire quits after the guarantee window, usually 30 to 90 days, you pay full price for the next one. A temp staffing agency is different again: the worker stays on the agency's payroll, you pay a marked up hourly rate, and hiring them permanently usually triggers a buyout fee.

We charge a flat monthly price that covers every role you are hiring for, and your hires are your employees at your pay rate from day one. Posting, instant text screening, reference checks, and interview scheduling run as one system, so each additional hire makes the math better instead of worse. To be fair about it: if you need one scarce office hire a year, a pay on success recruiter can be the right tool. For field crews you are hiring all year, paying per hire is the most expensive way to buy the same outcome.

Which industries do you work with?

Home service and blue collar businesses: residential and commercial cleaning, plumbing, HVAC, electrical, landscaping, land clearing, and painting. The screening questions are tuned per trade, not adapted from office hiring.

See all industries

What does it cost?

Managed recruiting is $3,000 a month plus ad costs, with a one-time $2,500 tech onboarding, and it runs month to month with no long-term contract. If you would rather own the system and run it yourself, we build your complete hiring funnel for a one-time $4,000 with no monthly fee. Both prices are published on our pricing page, so you know the number before you ever get on a call.

See pricing

Is there a long-term contract?

No. Managed recruiting runs month to month, and the funnel build is a single one-time payment for a system you own. We have to earn the next month.

Do you guarantee results?

When an offer carries a guarantee, we put it in writing before launch and publish the conditions that keep it enforceable, in both directions. We do not make promises that are not written down.

Read the guarantee conditions

What about background checks and trust for in-home work?

Screening surfaces red flags early, references get checked as part of the pipeline, and the interview scripts include the trust questions we use for our own residential crews. You make the final call on every hire.

Can you screen for licenses and experience?

Yes. The text screening asks applicants to state their license status and level up front, and the interview scripts dig into real experience so an apprentice cannot pass as a journeyman just by saying the word. Verifying an active license number with the state is a separate step you run before you hire.

Do I have to give up my existing job posts?

No. Most owners let us rewrite and repost, because the posts are half the battle. Either way, every applicant from every source flows into the same pipeline and gets the same instant follow-up.

Does the founder actually use this?

Yes. Patrick, the founder, also owns Cascade Home Cleaning, a residential cleaning company in Washington. His own crews are hired through Qualified Hires, on the same posts, screening, and scheduling we run for clients.

How do interviews get scheduled around field work?

You set the interview slots and can change them anytime. Candidates only see what you open. Confirmations and reminders go out automatically, which is why the show rate beats phone tag.

What happens on the free call?

We walk through your open roles, your market, and exactly what the system would do in your first 30 days. Pricing is already public, so there is no surprise number at the end.