About the client
Glimmr is a cleaning business led by its founder, Rolphy. Customers liked the service and demand was there, so the question was never whether there was work. It was whether there were enough reliable cleaners to do it.
The challenge
Every new cleaner was found, interviewed and trained by hand, usually by the founder, in between everything else. Day-to-day operations ran on messages and memory.
- Recruitment started from scratch every time someone was needed
- New cleaners learned the job differently depending on who showed them
- Rotas, cover and changes were handled in WhatsApp
- Quality depended on the founder checking in person
What Palm did
Diagnose
We followed a cleaner from first advert to first solo job, and a booking from enquiry to completed clean, to see where time and quality were lost.
Design
We designed a standard recruitment funnel, a simple onboarding plan and a clear way of scheduling and checking work.
Build
We set up the job adverts, screening questions and interview steps, wrote the onboarding checklist and moved rotas and quality checks into proper tools.
Run & improve
We ran the first hiring rounds with the team, tightened what did not work and handed each process over once it ran smoothly.
What changed
- Recruitment runs as a repeatable process instead of a scramble
- New cleaners follow the same onboarding, so standards are consistent
- Rotas and cover are organised in one place, not in group chats
- Quality checks happen on a schedule, without the founder on site
In their words
Lessons for other owners
In a cleaning business, growth is a staffing problem before it is a sales problem. If you can reliably find, train and keep good people, the rest gets easier. Treat recruitment like sales: a funnel you run every week, not a panic when someone leaves.
