If you run a commercial cleaning business, hiring subcontractors can be a game changer — offering a flexible workforce that adapts to your business’s ebb and flow. But like any business decision, using subcontractors comes with both advantages and drawbacks.
In this post, we’ll explore the key benefits and potential pitfalls of using subcontractors in commercial cleaning, so you can decide how to best grow your business while maintaining quality and compliance.
Commercial cleaning businesses hire subcontractors primarily to scale operations quickly, reduce labor costs, and meet fluctuating client demands without the overhead of full-time employees. The goal is to remain agile and profitable, delivering high-quality cleaning services without sacrificing operational control.
Cleaning demand can be seasonal or irregular. Subcontractors allow you to add or reduce labor as needed, helping you avoid the fixed costs and commitments of permanent hires. This flexibility helps you take on bigger contracts or last-minute jobs without risking overspending on labor.
Subcontractors are typically paid only for the work they do, without added expenses like benefits, payroll taxes, or workers’ compensation insurance that full-time employees require. This can improve your cash flow and overall profitability — especially when margins are tight.
Some subcontractors bring unique expertise or specialized equipment (e.g., carpet cleaning, window washing, floor waxing) that your core team might not offer. This can expand your service offerings and help you win and retain high-value clients.
Managing payroll, employee benefits, and compliance can be complex and time-consuming. Subcontractors relieve some of this administrative burden, letting you focus more on growing your client base and improving service delivery.
Because subcontractors operate independently, they may not follow your standard operating procedures or uphold your company’s quality standards. This can lead to inconsistent results that risk client satisfaction and your business reputation.
Misclassifying workers as subcontractors when they should be employees can lead to costly fines, back taxes, and legal issues. Additionally, without proper contracts and insurance coverage, your business may be liable for accidents or damages caused by subcontractors.
Unlike employees, subcontractors often juggle multiple clients. Coordinating schedules and ensuring timely communication can be a challenge, which increases the risk of missed or delayed jobs.
Subcontractors may not feel invested in your company’s mission or values, potentially impacting customer service quality. Without a strong connection to your brand, subcontractors might be less motivated to go the extra mile for clients.
To make subcontractors an asset rather than a liability, consider these best practices: