Opora Intelligence · Hire Right
Hire right the first time
Get BLS-anchored pay rates, IC classification risk, a full job description, and interview questions for any cleaning role.
Free to use today — no subscription
Hiring template — confirm wage, classification, and local posting rules with counsel or HR before you publish.
Step 2: Verify independent contractor risk before posting
Audit worker classification → IC vs W-2 Inspector Calculate loaded labor → Bill RateHire Package — Preview
Section 1 of 4
BLS Compensation Range
Compensation range (BLS OEWS May 2025 · FL)
$14.45 – $16.58 / hour
IC Classification: W-2 Strongly Recommended
Florida's economic realities test favors W-2. Misclassification risk is high for ongoing cleaning roles with set schedules.
W-2 vs 1099 Classification Risk
Job Description
Interview Questions
Bad hires show up in callbacks and no-shows, not on the resume. This walks you from job post to offer with state-aware steps: writing the ad, screening applicants, structuring interviews, and making the offer. Built for crews that turn over fast and cannot afford to guess.
Instruction
- Enter role title and state (required).
- Add company name, specialty, team size band, and growth stage.
- Generate the package. Review pay bands and IC risk before you post the job.
- Copy the job description and interview list into your ATS or print pack. Save PDF for managers.
Worked example
Hiring a night-shift janitor in Denver at $18 to $20/hour, 5 nights, W-2.
It writes a post stating pay, shift, and the physical reality of the work, gives you five screening questions (reliable transport, night availability, lifting), a scored interview sheet, and a clean W-2 offer letter template with Colorado-relevant notes to verify.
What's under the hood
- State awareness flags location-specific items (pay transparency, sick leave, final-pay rules) so you check them, keyed off the location you enter.
- It builds the process and documents. It does not run background checks or verify eligibility; that stays in your compliant workflow.
- It will not classify a worker for you or promise a hire is legal in your state; it points you to what to confirm.
- Interview questions are structured to reduce bias and no-shows, not to guarantee a good hire.
When this breaks
- Copying a job post that hides the shift or pay, which fills your inbox with applicants who quit day one.
- Skipping the phone screen and interviewing everyone, which burns hours you do not have.
- Treating the offer template as final legal document without checking your state's wage and classification rules.
Questions operators ask
- Does it verify work eligibility or run background checks?
- No. It builds the hiring steps and documents. I-9, E-Verify, and background checks run through your own compliant process.
- How is it state-aware?
- It flags location-specific requirements like pay transparency and paid sick leave based on the location you enter, so you know what to confirm before posting or offering.
- Can it decide 1099 versus W-2 for me?
- No. Use the 1099 vs W-2 Calculator for that. Hire-Right builds the offer once you have decided the classification.
- Will the job post actually cut no-shows?
- It states pay, shift, and physical demands up front, which self-selects out people who were never going to show. It cannot force anyone to keep an appointment.
- Are the interview questions legal to ask?
- They are written to stay job-related and avoid protected topics, but hiring law varies. If you add your own questions, keep them job-related.
- Can I use it for a supervisor, not just a cleaner?
- Yes. Set the role and it adjusts the post, screening, and interview toward supervisory judgment and reliability.