Finding reliable cleaners is one of the hardest ongoing challenges in the industry. A vague or generic job post attracts the wrong applicants — or nobody worth hiring at all. The right job ad brings in people who are serious, reliable, and a good fit for your team. This guide shows you exactly how to write one.
Staff turnover is the silent killer of cleaning businesses. When you're constantly replacing people, you're spending money on training, covering shifts yourself, and explaining to clients why they've got a new face every month. A lot of that starts with the job ad. The people you attract with your post are a direct reflection of how clearly and compellingly you've described the role.
A good cleaning job ad doesn't just describe the job — it sells working for your business. Reliable, professional people have options. They're choosing between your ad and several others. Your post needs to give them a reason to apply to you specifically — not just list what you expect from them.
You need to hire a cleaner — residential, commercial, or both. You want applicants who are reliable, professional, and worth the time investment of training. And you'd rather not spend weeks wading through unsuitable candidates.
Cleaner Wanted — [Suburb/Area] | [Hours] per week | $[Rate]/hour
[Business Name] is looking for a reliable, detail-oriented cleaner to join our team. We do [residential/commercial/both] cleans across [area] and we take pride in our work.
What the role involves: regular cleans at client homes/offices, using our products and equipment, working independently or as part of a small team.
What we're looking for: someone reliable, trustworthy, and takes pride in doing a job properly. Own transport preferred. Police check required.
What we offer: consistent hours, [pay rate], supportive team, and flexible scheduling.
To apply: send a brief message about yourself and your availability to [contact details].
Tuesday to Thursday morning is the best time to post a cleaning job ad — you'll get the highest visibility on job boards. Post at the start of the week if you're in urgent need. Avoid posting on Fridays or weekends. If you're growing steadily, keep a job ad live even when you're not actively hiring — the best candidates are passive, and having a pipeline ready means you can move fast when you need to.
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Include the hours, location, pay rate, what the role involves day-to-day, and what you're looking for in a candidate. Be specific about whether it's residential or commercial, part-time or full-time, and whether a driver's licence is required. Vague ads attract vague applicants.
Be honest about what the job involves and what you offer in return. Reliable people want to know they're joining a professional, organised team. Mention things like consistent hours, supportive management, and a positive team culture. Reliability goes both ways — show that you're a reliable employer.
Yes — ads with a pay range consistently attract more applicants. Candidates skip ads without pay information because they assume it's below their expectations. Even a range (e.g., "$22–$26/hour depending on experience") is better than leaving it out.
Indeed and Seek are the most effective paid job boards for cleaning roles. Facebook Groups (local community and job boards) often work just as well for free. Word of mouth from your existing team is also underrated — a referral bonus for current staff who recommend someone who stays 3 months can be very cost-effective.
Keep it under 300 words. Cover the essentials: what the job is, what you're looking for, what you offer, and how to apply. Lengthy job ads get skimmed or skipped. A clear, concise ad signals a professional, organised business.
Writing a list of demands without mentioning what they offer the candidate. A job ad is a two-way street — you're trying to attract someone worth hiring. Talk about why someone would want to work for you, not just what you expect from them.
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