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The right team changes the whole operation.
We custom-build exceptional cleaning teams for multi-location businesses anywhere in the US — and manage them both onsite and remotely. All for a fair and transparent price.
Before your team touches your first location, they're trained for your world.
A dental clinic has different needs than a yoga studio. Different surfaces, different regulations, different risks. We don't send generic crews. We send people who know your vertical — what matters, what's fragile, what's regulated.
The Slate Academy is how we do it. Before your team ever sees your first location, they complete a training module built for your type of space. For dental clinics, that covers operatory turnover, compliance-adjacent protocols, front-of-house presentation. For boutique fitness, it's equipment care, locker room protocols, overnight-window work to a hard morning standard.
Then they're trained on your specific locations. We don't assume all dental clinics are the same. Your floors, your equipment, your standards.
Most cleaning companies train on the job. Someone shows up, gets handed a mop, and figures it out. We think the first clean should look like the fiftieth — and that only happens when people arrive ready.
cleaning plan → requisition → recruiting → team
Recruited for you, not pulled from a pool.
We don't wait for applications. Our recruiting team actively sources candidates, verifies work authorization, runs background checks, and interviews for fit — not just availability.
Most cleaning companies hire whoever shows up. We hire people we'd want cleaning our own spaces.
Every cleaner on your team is a Slate employee. W-2, not 1099. We pay payroll taxes, workers' comp, disability insurance, PTO, and sick leave. It costs more — it's in the rate — but it means your cleaners have stability, and you have accountability.
When a company treats cleaners as contractors, they're handing the tax burden and the risk to the person doing the work. We think that's backwards.
cleaning plan → requisition → recruiting → team
Here's what happens from your walkthrough to the day your team arrives:
Cleaning plan.
We walk your locations and write the plan — scope, schedule, and the quality standards we're committing to. You see it and approve it before anything starts.
Recruiting.
The plan defines your team — how many people, what experience, what availability, where — and our recruiting team hires against that spec: sourced, screened, interviewed, background- and reference-checked, identity-verified. Nobody gets pulled from a pool.
Slate Academy.
Job-ready.
HR verifies everything is complete — every check from step two, every module from step three — and stamps them job-ready in our system. Operations can't assign anyone to you without it.
First clean.
Your team arrives working from the plan, and every visit from day one is verified in the app, timestamped.
From contract signature to first clean: 10 business days — established markets and new cities alike.
We pay more. Good cleaners stay.
Cleaning has high turnover because most companies pay poorly. We pay $20–25/hour depending on market, seniority, and performance. Our best cleaners earn more here every year they stay.
Raquel, one of our very first cleaners, is still with us. When people stay, your locations get the benefit of their experience.
When your cleaner is sick or on vacation, someone trained shows up anyway. We maintain backup capacity across our entire team — it's expensive, and it's in the rate, but it means you never wake up to a missed clean.
Most cleaning companies compete on price by squeezing labor. We think you get what you pay for — and we'd rather you pay for people who stay.
Teams like that aren't cheap — and we won't pretend otherwise. See our fair and transparent price.
