A carpet cleaning chief executive officer chooses the mix of work: one-time home cleanings, commercial carpet contracts that renew, insurance-paid water extraction, or some blend. The CEO picks the markets and the leaders, approves spending on vans and machines, and brings the owners or board the plan and the results.
By the HireBus team · Updated · Pay data: BLS, May 2025
Median pay, building services companies · BLS, May 2025
Carpet Cleaning / Floor Care - Chief Executive Officer
Company Name:
[INSERT COMPANY NAME HERE]
Department:
Executive Management
Reports to:
[Owner or board of directors]
Location:
[INSERT LOCATION HERE]
1. Position Summary
As the CEO, you will play a critical role in shaping the strategic direction and overall success of our organization. You will guide the company's vision, ensure financial stability, and foster beneficial partnerships. Your leadership will be instrumental in the growth, development, and overall performance of the company in the home services industry.
2. Essential Duties and Responsibilities
Develop and implement high-quality business strategies and plans ensuring their alignment with short-term and long-term objectives.
Oversee all operations and business activities to ensure they produce the desired results and are consistent with the overall strategy and mission.
Make high-quality investing decisions to advance the business and increase profits.
Build trust relations with key partners and stakeholders and act as a point of contact for important shareholders.
Analyze problematic situations and occurrences and provide solutions to ensure company survival and growth.
Enforce adherence to legal guidelines and in-house policies to maintain the company’s legality and business ethics.
Maintain a deep knowledge of the markets and industry of the company.
3. Key Tasks / Daily Activities
Setting company strategies and goals.
Making major corporate decisions.
Building an effective team of leaders by providing guidance and coaching to subordinate managers.
Assessing risks to the company and ensuring they are monitored and minimized.
Building and maintaining relationships with partners and stakeholders.
4. Key Performance Indicators (KPIs)
Revenue Growth Rate: Increase by 15% annually.
Net Profit Margin: Maintain at >20%.
Employee Retention Rate: >90%.
Customer Satisfaction Rating: >4.8 stars.
5. Required Qualifications and Skills
Proven experience as CEO or in other managerial position.
Bachelor’s degree in business administration or related field.
Experience in developing profitable strategies and implementing vision.
Strong understanding of corporate finance and performance management principles.
Familiarity with diverse business functions such as marketing, PR, finance etc.
Exemplary leadership and organizational abilities.
Excellent communication, interpersonal and presentation skills.
6. Preferred Experience
Previous experience in a CEO or senior executive role within the home services industry.
7. Physical Requirements
This role primarily involves office-based work, with the need to travel for meetings and site visits as necessary.
8. Work Environment and Schedule
This is a full-time position, with flexibility and travel as necessary to meet business needs.
9. Compensation and Benefits
Salary range: $200,000 - $300,000 based on experience and qualifications.
Performance-based bonus.
Comprehensive benefits package including health, dental, and vision insurance, 401k plan, and paid time off.
10. Company Culture and Overview
At [Company Name], we are committed to fostering a culture of growth, innovation, and customer satisfaction. We believe in empowering our team and providing opportunities for development, while nurturing a workspace that is both fun and productive. Our success is driven by passionate people who love what they do and are committed to exceeding customer expectations.
11. How to Apply
If you meet the above criteria and want to be part of a growth-oriented company focused on customer satisfaction, please send your resume to [INSERT EMAIL HERE] or apply online at [INSERT WEBSITE LINK HERE].
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What a carpet cleaning CEO decides that others don't
From the street, carpet cleaning looks simple: a van, a hose and a clean floor. At the top, the hard choices are which kinds of work to chase, how much money to tie up in machines, and which markets can fill another van.
Homes, contracts and water jobs pull apart
A one-time home cleaning is paid at the door but has to be won again next year. A commercial maintenance contract for an office or apartment owner renews and fills weekday gaps, but it is bid on price and paid on terms. Water extraction billed to insurers can come in at any hour and is paid on the insurer's timeline. Each needs its own people, schedule and cash cycle, so the CEO sets how much of each to take on.
Water work is its own business
Pulling water out of a flooded basement can lead to drying, tear-out and rebuild. The CEO decides how far the company goes. It can extract and hand off to a restoration partner, run a separate drying team with its own on-call crew and equipment, or stay out. Each answer changes hiring, cash, and which referral partners will send work.
Federal buildings come with a wage floor
Carpet care for a federal agency is a service contract. The Labor Department says the McNamara-O'Hara Service Contract Act covers contractors and subcontractors on those contracts above a small dollar amount. Service employees on them must get at least the local wages and fringe benefits in the wage determination written into the contract. Before you bid, know that the contract, not your pay plan, sets the floor for those techs. Source: U.S. Department of Labor: McNamara-O'Hara Service Contract Act.
Value a competitor's customer file on its own
When you buy a smaller carpet cleaner, price its customer file apart from the van and machine: names, addresses, past jobs and last clean dates. Before a deal, check how many customers booked more than once, where they came from, and whether the seller's phone number, website and reviews move with the sale. Find out which techs will stay, since some repeat customers book a person, not a company.
How much carpet cleaning chief executive officers make
The closest BLS group for carpet cleaning chief executive officers is chief executives. Chief executives who work for building and home services companies earned a median of $130,000 a year ($62.50 an hour) in May 2025, according to the Bureau of Labor Statistics. That’s below the $213,990 median for chief executives in all industries. About 430 of the 204,350 chief executives in that survey work for building services companies.
Salary plus a bonus the owners or board set each year, often split between company profit and goals such as commercial contract growth. Equity, when offered, is often tied to staying through a sale.
Building services companies
$130,000$130,000 median Middle half $102,340–$208,630 10th–90th $93,610–$275,020
All industries
$213,990$213,990 median Middle half $129,540–$356,200 10th–90th $75,700–$507,730
10th–90th percentileMiddle halfMedianAnnual pay, May 2025. Source: BLS Occupational Employment and Wage Statistics.
Annual pay by percentile
Group
10th
25th
Median
75th
90th
Building services companies
$93,610
$102,340
$130,000
$208,630
$275,020
All industries
$75,700
$129,540
$213,990
$356,200
$507,730
BLS doesn’t publish pay for carpet cleaning companies on their own. These figures cover services to buildings and dwellings, which include them. Post a real range for your market in the ad.
The pay line in the template above is an example from our Role Blueprint. Set yours from these figures and what local companies pay.
Skills to hire for, and what you can teach
Hire for these
Has led a route-based service company through general managers in more than one market
Weighs commercial bids against residential margins before chasing volume
Makes capital calls on vans and truck mounts from payback math
Reads a seller's customer file for repeat rates before buying a company
Brings owners or a board each problem with a plan to fix it
Teach these on the job
How hot water extraction differs from low-moisture methods like encapsulation
What each IICRC certification covers
How insurance-paid water jobs are scoped and billed
Commercial maintenance programs: daily, interim and deep cleaning
Your scheduling software's reports by branch and service line
The CEO works from monthly financials split by service line and branch, a capital plan for vans and truck mounts, and the customer file in your scheduling software. Tell candidates the number of vans and markets, and describe in words how the work splits between homes, commercial accounts and water jobs.
Two of the 6 questions we'd ask, and what a strong answer sounds like. Ask every candidate the same questions, and rate each answer on your own before you compare notes.
Situational · Commercial expansion
You're considering adding commercial floor care contracts to your residential carpet cleaning business. How would you decide?
A strong answer: Looks at the different equipment, night work, recurring revenue, pricing, management skill needed and cash, and pilots it with one or two accounts first.
Behavioral · Living company values
Tell me about a time you held to a company value even though it cost money, such as paying for damage you could have argued about.
A strong answer: Describes the real situation, what it cost, why they chose the value, and what it did for trust with staff or customers, such as reviews or repeat business.
All four goals come from the template above. Have the owners or board reset each target from the company's own plan before the CEO starts.
Revenue Growth Rate
Year over year, split into one-time residential, recurring commercial and water work. Growth from one big commercial account can vanish at the next bid, so read it line by line.
Net Profit Margin
Profit after every cost, including van and machine depreciation and owner pay at a market rate. Compare branches only after shared costs are split the same way.
Employee Retention Rate
Count technicians apart from office staff. A tech who leaves takes months of training with them, and sometimes the customers who asked for them.
Customer Satisfaction Rating
Average public star rating across every market, read beside the share of last year's customers who came back. A strong rating with few repeat bookings means something is off.
Should a carpet cleaning company become an IICRC Certified Firm?
It's voluntary, not a license. To apply, IICRC asks for at least one active IICRC-certified technician and current general liability insurance. Certified firms sign its code of ethics, renew each year, and can be found through IICRC's certified firm locator. It's worth more if commercial buyers or insurance partners ask for it. A company built on repeat homeowners should weigh it against what its reviews already show.
How much does a carpet cleaning chief executive officer make?
Chief executives who work for building and home services companies earned a median of $130,000 a year ($62.50 an hour) in May 2025, according to the Bureau of Labor Statistics. The middle half earned between $102,340 and $208,630 a year. Pay also depends on your local market, experience and bonus terms.
When should a carpet cleaning company open a new market?
Start where demand already shows: past customers who live there, commercial accounts with sites there, or a local cleaner willing to sell. Line up a manager and an experienced tech before the first van moves, and a legal dump site for waste water in each city. Give the market a set budget and a date to judge it by, and agree ahead of time on the result that would close it.
Does a carpet cleaning CEO need field experience?
The template prefers senior experience in home services and doesn't ask for time on a van. An outside hire has to learn quickly where carpet jobs lose money: setup and drive time, re-cleans, and damage claims on rugs and furniture. Pair that hire with a COO who knows cleaning methods and the IICRC standards your techs train to.
Is hard floor care worth adding to a carpet cleaning company?
It can fill commercial nights and slow weeks, but it's a different business inside yours. IICRC has separate courses for stone and tile, wood, and resilient floors, and each needs its own machines and chemicals. Commercial floor jobs may also have to run after hours. Before adding it, price the equipment and training, find out which current accounts would buy it, and name who will lead it.
