Operations Support for Plumbing Companies

You've probably switched between flat rate and T&M three times in the last five years. Flat rate promises better margins but requires constant price book updates. T&M feels fairer but your techs take too long on jobs. The real issue? You don't have job costing data to know which approach actually works for your business.

We help you set up tracking that shows actual job profitability by pricing model, so you can make data-driven decisions instead of guessing. Most owners are surprised to find that neither model is the problem—inconsistent execution is.

Service work has better margins but unpredictable volume. New construction provides steady work but ties up cash for 60-90 days waiting on draws. Most plumbing companies need both, but managing two completely different business models under one roof creates chaos without clear financial separation.

We help you track each division separately so you know exactly which one is carrying the other. Many owners discover their profitable service department is subsidizing money-losing new construction work—or vice versa. You can't fix what you can't see.

Your best dispatcher knows which tech to send to which job, which customers are difficult, and how to juggle emergency calls. But they're also a single point of failure. When they're sick or quit, your entire operation grinds to a halt. That institutional knowledge needs to be systematized.

We build dispatch protocols and documentation that capture tribal knowledge before it walks out the door. This includes tech skill matrices, customer history flags, routing optimization guidelines, and escalation procedures that anyone can follow.

Every callback costs you twice: the labor to fix it plus the revenue from the job that tech could have been running. But without tracking callback rates by tech, job type, and time period, you can't tell if you have a training problem, a parts problem, or just one bad apple.

We implement callback tracking that identifies patterns: Is it always the same tech? The same job type? The same parts supplier? Once you see the data, the solutions become obvious—and you stop hemorrhaging money on repeat visits.

Good plumbers are hard to find. When you finally get one trained up, they leave for $2/hour more or to start their own shop. You're competing with every other plumbing company in DFW for the same limited talent pool. Meanwhile, your apprentice-to-journeyman pipeline is non-existent.

We help you build retention strategies that go beyond pay rates: clear advancement paths, performance bonuses tied to measurable outcomes, and training programs that make techs want to stay. We also help structure apprenticeship programs that turn helpers into journeymen on a predictable timeline.

Texas State Board of Plumbing Examiners requirements aren't optional. Journeyman-to-apprentice ratios, continuing education tracking, proper licensing for each service type—one violation can shut you down. Most owners track this on sticky notes until they get caught.

We set up compliance tracking systems that alert you before licenses expire, ensure your ratios stay legal as you grow, and document everything the state requires. No more scrambling before inspections or hoping you don't get audited.