icon_megaphone

Cents announces $140 million Series C: The largest investment in laundry technology history | Read the full announcement

Back to Resources
Laundry Operations

Hire and Keep Great Laundromat Employees

May 19, 2026

Hiring for a laundromat is harder than it looks — and if you've dealt with no-shows, high turnover, or employees who don't make it past their first month, you're not alone. Operators who build strong, reliable teams share a few habits: they know exactly who they're looking for, they recruit in the right places, and they create a workplace people actually want to show up to.

Why Laundromat Hiring Is Uniquely Challenging

As an independent operator, you're probably working with limited resources. But you have more to offer than you might think, if you position it right.

A few realities that make staffing a laundromat distinct from other businesses:

  • The work requires genuine autonomy. Attendants often work alone or with minimal supervision, which means self-starters aren't just a preference — they're a necessity.

  • Customer trust is earned at the attendant level. Every interaction — from helping someone troubleshoot a machine to handing back a finished wash-and-fold order — shapes your reputation directly.

  • Turnover is high across service industries. Entry-level positions see significant churn everywhere, which means retention has to be a deliberate strategy, not an afterthought.

Where to Find Your Next Great Hire

The right employee is out there — the key is recruiting where they're actually looking. Here are the channels that consistently work best for laundromat operators:

  • Indeed and ZipRecruiter. The highest-volume platforms for hourly workers. A clear, well-written post generates applicants quickly and lets you filter by availability, experience, and location.

  • In-store signage. A "Now Hiring" sign in your window reaches people who already know your business. Regulars who become employees often turn into your most loyal team members.

  • Employee referrals. A referral from a trusted employee is frequently more reliable than a cold application — and it signals a healthy workplace culture to new hires.

  • Local Facebook groups and Nextdoor. Community job boards work especially well for neighborhood laundromats where local reputation carries real weight.

  • Hospitality and workforce programs. Community colleges, hotel training programs, and local workforce development organizations produce candidates who already understand service standards at a high level.

How to Retain the Employees You Work Hard to Find

Finding good people is difficult. Keeping them takes intentional effort — but it doesn't require a massive budget. The operators with the lowest turnover tend to do a few things consistently:

  • Set clear expectations from day one. Documented workflows — from how to process a wash-and-fold order to how to handle a customer complaint — remove guesswork and reduce early frustration.

  • Use technology that supports your team. Cents POS gives attendants a simple, intuitive system for processing orders, communicating updates, and staying on top of tasks. When the tools work, the job is easier — and job satisfaction follows.

  • Build in scheduling flexibility. Offering a mix of 4-hour and 8-hour shifts across day and evening hours lets you accommodate more candidates and reduce last-minute call-outs.

  • Recognize performance and promote from within. Moving a strong attendant into a manager role signals that you invest in your people. That reputation spreads — and attracts better candidates over time.

  • Offer meaningful benefits where you can. Even modest additions like tips, paid time off, or an employee discount make a tangible difference in how valued your team feels day to day.

Retention is also an operations problem. When your systems are clunky, your team spends energy fighting the tools instead of serving customers. Cents Business Manager gives managers real-time visibility into orders, staff performance, and store activity — so they can lead confidently rather than reactively.

Laundromat Job Description Templates

Use the templates below to post your open positions on Indeed, ZipRecruiter, or LinkedIn. Each role has its own responsibilities — requirements and benefits are the same across all positions. Customize the store name, pay rate, and schedule before posting.

Laundry Attendant Job Description

Job Type: Full-time / Part-time | Pay: From $[00.00]/hr + tips | Schedule: 4- and 8-hour shifts — day, evening, and weekends

[Laundromat Name] is hiring a Laundry Attendant — a motivated self-starter who takes pride in delivering a clean, welcoming experience for every customer.

Responsibilities

  • Maintain store and machine cleanliness to our high standards
  • Assist self-service customers with machines, payment systems, and vending
  • Complete Wash, Dry & Fold orders with care and attention to detail

Laundry Manager Job Description

Job Type: Full-time / Part-time | Pay: From $[00.00]/hr + tips | Schedule: Day and evening shifts — weekend availability required

[Laundromat Name] is hiring a Laundry Manager to lead our floor team and hold the store to a high standard when ownership isn't on-site. Prior supervisory experience preferred.

Responsibilities

  • Supervise attendants and oversee shift operations and night deliverables
  • Hold staff accountable to store standards and service expectations
  • Complete all core attendant duties: cleanliness, customer assistance, and Wash, Dry & Fold

Assistant Manager Job Description

Job Type: Full-time | Pay: From $[00.00]/hr + performance bonuses | Schedule: Day and evening shifts — weekend availability required

[Laundromat Name] is hiring an Assistant Manager — our right-hand person for daily operations. If you thrive with autonomy and take real ownership of your work, we want to meet you.

Responsibilities

  • Run day-to-day operations — customer experience, team leadership, and floor management

  • Drive sales, manage inventory, and assist with financial tracking and bookkeeping

  • Train and develop employees; perform light machine maintenance (training provided)

  • Grow our Google Reviews presence and support our Wash, Dry & Fold business

Requirements — All Positions

  • Ability to excel in a self-starting, independent work environment

  • Outstanding customer service and communication skills

  • Ability to learn new technology and use technology daily

  • Strong organizational skills and accurate attention to detai

  • Ability to problem solve and stay composed under pressure

  • Ability to stand for up to 6-hour shifts

  • Resort, hospitality, or prior laundromat experience is a plus


Benefits — All Positions

  • Competitive hourly pay + tips or performance bonuses

  • Employee laundry discount

  • Flexible scheduling — shift options available across days, evenings, and weekends

  • Paid time off (full-time employees)

Build the Team Your Laundromat Deserves

The laundromat industry runs on people. Your machines do the work, but your team builds the experience customers come back for — and tell their neighbors about. Getting hiring right means knowing who you need, writing job descriptions that attract them, recruiting in the right places, and creating a workplace where good employees choose to stay.

Ready to simplify your operations so your team can do their best work? Schedule a demo with a laundry expert and see how Cents helps operators build better businesses — from the front desk to the back office.

More from Cents

More from Cents