A gutter cleaning COO runs the crews, routes, trucks and safety program across every branch, so each season's demand gets worked on time. They report to the CEO and own the systems that branch managers, dispatch and field leads use each day.
By the HireBus team · Updated · Pay data: BLS, May 2025
Median pay, building services companies · BLS, May 2025
Lead the daily operations of our gutter cleaning services while ensuring scheduling efficiency, optimal resource management, and high-quality service delivery. Drive operational strategy and process improvements to enhance profitability and customer satisfaction. Collaborate with cross-functional teams to implement best practices and promote a culture of continuous improvement. Serve as a key member of the leadership team, contributing to both tactical and strategic decision making.
2. Essential Duties and Responsibilities
Oversee all operational activities, ensuring timely and efficient delivery of gutter cleaning services.
Manage scheduling workflows to maximize resource utilization and minimize service downtime.
Implement and refine operational policies, systems, and processes to drive quality and efficiency.
Supervise and mentor team leaders and staff, fostering a culture of accountability and high performance.
Monitor service performance, analyze operational data, and adjust strategies as needed to meet company goals.
3. Key Tasks / Daily Activities
Review and update daily operation schedules, ensuring proper allocation of technicians and resources.
Conduct regular check-ins with field teams to address on-site challenges and quality concerns.
Analyze performance metrics and operational data to identify areas for improvement.
Communicate with customers for service updates, resolution of issues, and satisfaction follow-ups.
Coordinate with vendors and suppliers to maintain inventory and ensure timely procurement of materials.
Customer satisfaction rating: Greater than 4.8 stars.
Operational cost reduction: Target a 10% decrease annually through streamlined processes.
5. Required Qualifications and Skills
Bachelor’s degree in Business Administration, Operations Management, or a related field.
Minimum of 7 years’ experience in operations management, preferably within a service-oriented industry.
Proven experience in leading large teams and managing field operations.
Strong analytical skills with proficiency in operational software and scheduling tools.
Excellent leadership, communication, and problem-solving skills.
6. Preferred Experience
Prior experience in the home services industry, with a focus on gutter cleaning or related exterior maintenance services.
Familiarity with remote team management and field service technology.
Experience in process improvement methodologies such as Lean or Six Sigma.
Background in scaling operations and managing multi-location services.
Demonstrated success in driving operational efficiency and customer satisfaction.
7. Physical Requirements
Ability to occasionally lift up to 25 pounds and handle equipment during field visits.
Capable of performing in outdoor environments subject to varying weather conditions.
Occasional exposure to heights and confined spaces while inspecting and overseeing field operations.
Moderate physical activity required for operational oversight and on-site inspections.
Ability to travel between service sites on a regular basis.
8. Work Environment and Schedule
Office-based responsibilities with regular visits to job sites.
Typical work hours from 8:00 AM to 5:00 PM with occasional extended hours during peak periods.
Some travel required between service locations within the region.
On-call availability during holidays or emergencies may be necessary.
Supportive and collaborative work environment promoting work-life balance.
9. Compensation and Benefits
Annual salary range between $150,000 and $200,000 USD, commensurate with experience.
Annual performance bonus potential based on operational targets and company performance.
Comprehensive health benefits including medical, dental, and vision coverage.
401(k) retirement plan with company match.
Additional fringe benefits such as paid time off, continuing education opportunities, and wellness programs.
10. Company Culture and Overview
We are a growth-focused company with a commitment to exceptional customer service and operational excellence.
Our inclusive work environment encourages collaboration, continuous learning, and career advancement.
We invest heavily in our team’s professional development and innovation.
Our leadership promotes transparency and open communication at all levels.
We believe in celebrating successes and working together to overcome challenges.
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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A COO in any trade owns the crews and the systems behind them. In gutter cleaning, short ladder jobs, seasonal hiring and federal injury records shape that work.
Federal rules keep teens off gutter crews
Federal child labor rules treat roofing, and any job on or about a roof, as too hazardous for workers aged 16 and 17, and the definition names gutter and downspout work. If a branch recruits students for summer, every hiring manager needs the same rule: no crew role for anyone under 18. Apprentices and student-learners have a narrow exception with its own conditions. Source: eCFR: 29 CFR 570.67, roofing operations and work on or about a roof (Order 16).
The injury summary goes online each March
OSHA lists industry 5617, services to buildings and dwellings, among those whose sites with 20 to 249 employees in the prior year must send their Form 300A summary online. The deadline is March 2. Gutter cleaning falls under 561790 in the Census index, so check each branch's headcount every January and name one person to file. Source: OSHA: Appendix A to Subpart E of Part 1904, designated industries.
One ladder kit on every truck
Standardize ladder heights, stabilizers, levelers and gutter tools across the fleet, so any truck can work any route when another breaks down. A shared kit also means one inspection checklist, one training plan and one parts order. When a ladder model gets retired, retire it everywhere at once instead of truck by truck.
Hire and train before the leaves come down
New crew members need ladder training and supervised days before they run a full route, and a short season leaves little room to catch up. Set hiring dates for each branch from last year's first busy week, and have lead techs train new hires in the quieter weeks before it.
How much gutter cleaning chief operating officers make
The closest BLS group for gutter cleaning chief operating 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.
An annual salary with a bonus on operating targets and company performance. BLS groups this role with chief executives, and the template's range runs above that group's median in building services.
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 gutter 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 run field crews across more than one location
Builds capacity plans around a seasonal peak
Writes ladder safety rules and gets every branch to follow them
Uses job and route data to find the cause of a problem
Hires and coaches general and operations managers
Teach these on the job
Gutter, guard and downspout systems and how they fail
The company's field service and routing software
Federal child labor and OSHA recordkeeping rules for this work
Supplier terms for ladders, guards and gutter parts
The COO runs on field service software with crew schedules and job status, GPS or telematics on the trucks, and an asset list for every ladder and tool. Gutter vacuums with extension poles and inspection cameras may be in the kit, and the COO decides which branches get them.
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 · Staffing a seasonal business
Your crews are slammed for [eight] weeks in the fall and slow in summer. How do you design staffing?
A strong answer: A core year-round team, seasonal hires trained before the rush, add-on services for slow months, overtime limits and clear plans for when to hire and when to stop.
Behavioral · Designing field pay
Tell me about a time you changed how field workers were paid, such as per job or hourly. What did it do to quality and safety?
A strong answer: Explains the trade-off (per-job pay can reward rushing, hourly can reward slow days), built in quality and safety checks, followed overtime rules for every pay type, and shares the result.
What do the COO template's lifting, heights and confined space lines mean?
They describe field visits. A COO may carry a ladder section or tool bag up to the template's weight, climb to look at a crew's work on a second-story gutter, or work in a tight spot such as a narrow side yard to trace a downspout. Office work fills most days; the ad should give a rough count of field days like these.
How much does a gutter cleaning chief operating 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.
Should gutter cleaning crews work alone or in pairs?
Pairs cost more per job, but one person can steady and move the ladder while the other works, and help is right there if someone falls. Solo techs can handle simple one-story routes. One approach is pairs for two-story and steep homes and solo techs for small ones. Set the rule by house type and track callbacks and injuries for both.
Should a gutter cleaning company buy gutter vacuums?
A vacuum with extension poles lets a tech clean many one- and two-story gutters from the ground, which cuts ladder climbs. Results vary with wet, packed debris, so crews still carry ladders. Test one at a single branch for a season and compare jobs per day, callbacks and incidents before buying one for every truck.
How should a COO run several gutter cleaning branches from one office?
Give every branch the same routing system, job checklist and photo standard, so results compare cleanly. Let each branch set its own daily routes, but hold a weekly review of on-time jobs, callbacks and incidents across all of them. Visit each branch during the peak and ride along with a crew.
