A handyman services CEO decides where the company grows, what repair services it sells, and who runs each territory. They answer to the owners for profit and cash, and win the property manager and referral accounts that keep techs busy.
By the HireBus team · Updated · Pay data: BLS, May 2025
Median pay, residential builders and remodelers · BLS, May 2025
Provide visionary leadership to drive company growth and profitability in the handyman services industry.
2. Essential Duties and Responsibilities
Shape and refine company strategy to ensure market competitiveness and long-term success.
Secure new client relationships while nurturing existing partnerships.
Oversee financial performance and ensure consistent profitability.
Lead and motivate executive teams in operations, sales, and marketing initiatives.
3. Key Tasks / Daily Activities
Review and analyze financial reports to monitor company performance.
Conduct high-level meetings with department heads to align on strategic objectives.
Engage with key clients and stakeholders to secure and expand business contracts.
Represent the company at industry events and community engagements.
4. Key Performance Indicators (KPIs)
Revenue Growth: Achieve a minimum annual increase of 12%.
Client Acquisition: Secure at least 10 new client partnerships per quarter.
Profit Margin: Maintain a gross margin above 35%.
Customer Satisfaction: Sustain a customer satisfaction rating greater than 4.8 stars.
5. Required Qualifications and Skills
Bachelor’s degree in Business Administration, Management, or a related field.
Minimum of 10 years in a senior leadership role within the services industry.
Strong financial acumen with the ability to interpret and act on key business metrics.
Excellent communication, negotiation, and interpersonal skills.
6. Preferred Experience
Previous executive experience in the home services or construction sectors.
Proven track record of strategic planning and successful client acquisition.
Demonstrated ability to lead multi-disciplinary teams in a dynamic environment.
Experience managing P&L and driving operational efficiencies.
7. Physical Requirements
Ability to operate in a standard office environment with occasional site visits.
Minimal physical lifting required in daily tasks.
Capacity to travel as needed for business meetings and client visits.
Ability to work with digital tools and office equipment.
8. Work Environment and Schedule
Standard office hours with flexibility for extended work as necessary.
Occasional travel to client sites and industry events.
Regular board meetings and strategic planning sessions scheduled throughout the year.
Availability for on-call decision-making during critical business periods.
9. Compensation and Benefits
Annual salary range between $150,000 - $250,000 USD, commensurate with experience.
Performance-based bonuses aligned with company profitability and growth targets.
Comprehensive health, dental, and vision insurance.
401k plan with employer match and additional fringe benefits.
10. Company Culture and Overview
We foster a growth-oriented, collaborative culture where every team member’s contribution is valued and success is shared.
Our commitment to excellence and innovation drives us to continually improve our services and customer satisfaction.
Join us in a dynamic and inclusive environment designed to empower leaders and inspire professional development.
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].
Need help filling this role? HireBus posts the ad, Iris interviews every applicant by phone before you do, and you decide who to hire. Start hiring now
Most jobs here are small and quick, so the CEO's choices about customers, services and territories set the profit. These are the calls that come up.
Homeowners and property managers buy differently
Homeowners book one visit, pay when it ends, and leave a rating. Property managers send a steady flow of work orders for many units. But they press on price, want proof of insurance, and pay on terms. The CEO picks the mix on purpose. It shapes cash flow, pricing and how many techs each territory needs.
Selling franchises brings a federal disclosure rule
Some handyman brands grow by selling franchises instead of opening their own territories. If a deal fits the rule's definition of a franchise, the FTC's Franchise Rule applies. The buyer gets the disclosure document no less than 14 calendar days ahead of signing a binding deal or paying anything. Bring in a franchise lawyer first. State rules vary. Source: eCFR: 16 CFR 436.2, obligation to furnish franchise documents.
Each service on the menu can bring a registration
Adding a service can add a legal duty. For example, Kansas law counts a business that offers roof repair or maintenance as a roofing contractor, with some exemptions. Acting as one without a valid registration certificate is barred. An unregistered contractor also can't bring a claim in a Kansas court over that business. That can block collecting an unpaid roof repair bill. Source: Kansas Statutes: K.S.A. 50-6,123, roofing registration certificate required.
Growth comes from density, not bigger jobs
A handyman company earns money when techs spend the day working, not driving. More customers inside a territory often pay better than far-off towns or remodels that tie a tech up for a week. The CEO decides when a territory is full enough to split. The CEO also decides when a new one is worth opening.
How much handyman services chief executive officers make
The closest BLS group for handyman services chief executive officers is chief executives. Chief executives who work for residential builders and remodelers earned a median of $213,510 a year ($102.65 an hour) in May 2025, according to the Bureau of Labor Statistics. That’s about the same as the $213,990 median for chief executives in all industries. About 520 of the 204,350 chief executives in that survey work for residential builders and remodelers.
Base salary comes first, and the yearly bonus follows company profit and growth. Owners who hire a CEO from outside the family sometimes add equity or a profit share.
Residential builders and remodelers
$213,510$213,510 median Middle half $157,070–$315,530 10th–90th $91,200–$392,560
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
Residential builders and remodelers
$91,200
$157,070
$213,510
$315,530
$392,560
All industries
$75,700
$129,540
$213,990
$356,200
$507,730
BLS doesn’t publish pay for handyman companies on their own. These figures cover residential building construction, 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
Reads a profit and loss statement by territory and acts on it
Has hired leaders who went on to run teams without help
Can win and keep large property management and referral accounts
Makes pricing calls on small, high-volume jobs
Brings bad news to owners or a board early and plainly
Teach these on the job
Reports from your job scheduling software
Which repairs each territory's licensing rules allow
How your property manager accounts order and approve work
Your brand standards and customer promise
The local market history in each territory
The CEO works from field service software reports, the accounting system and a short weekly dashboard by territory, not from the schedule itself. Ask candidates which numbers they would pull in their first week.
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 · Choosing a pricing model
Your company charges by the hour, and customers complain about surprise totals. Your leaders want to switch to flat-rate pricing. How do you decide?
A strong answer: Reviews job data, close rates and reviews, looks at how technicians are paid, models margin both ways, and tests the change on a few job types before rolling it out.
Behavioral · Growing the company
Tell me about a time you grew a service business or division. What did you do, and what broke along the way?
A strong answer: Specific growth, the systems they built, what failed under the load and how they fixed it.
The targets in the template are only a guide. Pick your own from past results and your plan for new territories.
Revenue Growth
Set this year's revenue beside last year's, split by territory and customer type, so growth from higher prices shows apart from growth in job count.
Client Acquisition
Count new property management, real estate and other referral accounts that sent paid work orders during the quarter, not accounts that only signed paperwork.
Profit Margin
Take revenue minus tech labor, materials and vehicle costs for each job, then roll it up by territory and by service type every month.
Customer Satisfaction
Combine post-visit survey scores with public review ratings, and read the low ones weekly to find the territory, service or tech behind them.
Career path
General managerRuns one or more territories and learns which ones make money.
What counts as a client partnership for a handyman company?
The template asks for new client partnerships each quarter. Here that often means a property management firm or a real estate office whose agents need repairs before a sale. It can also mean a home inspector who refers buyers, or a landlord with many rentals. A good partner sends work every week. Judge each one by repeat orders and how fast it pays, not by the signed deal.
How much does a handyman services chief executive officer make?
Chief executives who work for residential builders and remodelers earned a median of $213,510 a year ($102.65 an hour) in May 2025, according to the Bureau of Labor Statistics. The middle half earned between $157,070 and $315,530 a year. Pay also depends on your local market, experience and bonus terms.
What should a handyman CEO report to the owners each month?
Keep it short. Show revenue and gross margin by territory, revenue per tech per day, and average ticket. Add the share of repeat customers, return visits, money owed by property managers, and cash on hand. Then cover hiring: open tech roles and how long each has been open. A CEO who can explain why one territory lags beats a long slide deck.
When does a handyman company need a CEO who isn't the founder?
Often when the founder still approves estimates, signs off on each hire and takes property manager complaints. Growth stalls because every decision waits on one person. Another sign: the owners want to sell or bring in investors. They need a leader who can show clean numbers and a plan. The new CEO should arrive with the power to hire and replace the leaders below them.
What do the CEO template's lifting and travel lines mean?
The job is mostly meetings, reports and calls. The physical tasks are visiting job sites to see the work and meet customers, driving between territories, and flying to industry events. The CEO also carries a laptop bag or files. Put them in the job ad, and talk with any candidate who needs an accommodation.
