Hire Right

Answer

Hire Right builds a state-specific hiring package (job description with BLS wage data, interview questions, and IC vs W-2 classification guidance) in 15 to 30 seconds.

  • California's ABC test disqualifies almost all cleaning workers from 1099 status; the tool applies your state's actual test.
  • Job descriptions with pay ranges attract 30 to 40% more qualified applicants than those without, per ISSA data.
  • Interview questions focus on capability, not conditions, to stay ADA compliant; never add medical history questions.

30 to 40% more qualified applicants when pay range is disclosed

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What it does

Hire Right generates a compliant hiring package for a commercial cleaning position — job description, interview questions calibrated to the role, and a state-specific IC vs W-2 classification guidance note. It draws on BLS wage data, ISSA staffing benchmarks, and state labor law databases to produce outputs that reduce your exposure to misclassification claims and help you attract and screen candidates more effectively.

When to use it

  • Hiring a janitor, lead cleaner, or site supervisor for the first time in a new state.
  • Deciding whether to hire a new worker as W-2 or 1099 — the IC guidance note covers your specific state's test.
  • Refreshing a job description that hasn't been updated in 3+ years (pay ranges and ADA-compliant language evolve).
  • Building a structured interview process for a role — the generated questions are tied to specific BSC job requirements, not generic HR templates.
  • Onboarding an HR admin or office manager who's new to cleaning-industry staffing.

Step-by-step

  1. Select the position type: Janitor/Cleaner, Lead Cleaner, Site Supervisor, Day Porter, Floor Care Specialist, or Other.
  2. Enter the state — wage ranges and IC classification guidance are state-specific.
  3. Set the employment type: W-2 full-time, W-2 part-time, or 1099 contractor.
  4. Optionally add special requirements: specific certifications (GBAC, CIMS), bonded-site background check requirements, or physical demands beyond standard.
  5. Click Generate hiring package. Generation takes 15–30 seconds.
  6. Review and download the job description, interview question set, and IC guidance note.

Tips that change outcomes

  • State matters enormously for IC classification. California's ABC test (used under AB5) is the strictest in the US — in California, almost no cleaning worker qualifies as an independent contractor. The tool generates state-specific guidance, not a generic "consult an attorney" note.
  • Pay range transparency in job descriptions increases applicant quality. BSC operators who include a pay range get 30–40% more qualified applicants than those who don't, per ISSA recruiting data. The generated JD includes a BLS-calibrated range — use it or adjust it, but include something.
  • Interview questions for physical roles must focus on capability, not conditions. The generated questions are ADA-compliant — they ask whether candidates can perform specific job functions, not about physical conditions. Do not add questions about medical history or disability.
  • Background check language in JDs is state-regulated. Some states (California, New York, Massachusetts) restrict when in the hiring process you can ask about criminal history. The tool flags this when applicable — don't skip the compliance note section.

Inputs explained

Input What it means Accepted values
Position type The specific cleaning role you're hiring for Janitor/Cleaner, Lead Cleaner, Site Supervisor, Day Porter, Floor Care Specialist, Other
State Where the employee will work — drives wage data and IC classification All 50 states + DC
Employment type W-2 or 1099 — affects JD language and IC guidance W-2 full-time, W-2 part-time, 1099 contractor
Special requirements Optional. Certifications, bonded-site requirements, physical demands Free text, up to 500 characters

Outputs explained

  • Job description: Complete, ADA-compliant JD with responsibilities, requirements, physical demands, and a BLS-calibrated pay range. Ready to post to job boards.
  • Interview question set: 8–12 structured questions with evaluation criteria for each. Covers reliability, physical capability, compliance awareness, and role-specific skills.
  • IC classification guidance note: State-specific analysis of whether 1099 classification is supportable for this role, with the specific legal test applied and red flags to avoid.

Limits

Anonymous users get 3 free runs per day. This tool is computationally intensive — large or complex requests may take up to 45 seconds. See the limits page.

Troubleshooting

The pay range in the JD doesn't match my local market.
The tool uses BLS Occupational Employment and Wage Statistics (OEWS) data at the state level. If your specific metro is above or below the state average, adjust the pay range in the output. You can use the state-level data as a floor or ceiling reference.
The IC classification note recommends W-2 but I want to hire 1099.
The tool provides guidance based on the controlling legal test in your state — it doesn't make the final decision for you. If you believe your situation qualifies, consult an employment attorney. Do not change the classification solely to reduce cost — misclassification penalties in most states exceed the short-term savings.