Field Manager, Superintendent | Residential Home Services

Job Description

Job Description

Title: Field Manager | Residential Home Services (Charlotte, NC)
Similar Titles (at other companies) : Superintendent, Project Manager

Location: Charlotte, NC. In the field, in clients' homes, with your crew. JC service area is the older neighborhoods just south of downtown Charlotte (Myers Park, Dilworth, Eastover, Cotswold, Foxcroft area).

Pay: $60,000 to $75,000 base + quarterly bonus up to $10,000/year tied to crew quality, assessment performance, process compliance, and crew retention. W-2. Full-time.

Benefits: Company truck and gas card. Tools provided. Quarterly performance bonus up to $10,000/year.

About us

Joyce | Cline isn't a handyman company. We're a boutique home services firm that the families in Myers Park, Dilworth, and Eastover trust with the keys to their homes. We do everything from changing the batteries in smoke detectors to small renovation work. Our craftsmen are W-2 employees with company vans, and our clients ask for them by name. Most of our clients have been with us for years. They send their friends.

We're hiring our second Field Manager.

About the role

You'll lead a crew of 3 to 6 Field Craftsmen. You walk new properties with homeowners, scope the work, and shape the assessment. You ride along with newer craftsmen, set the standard, and coach them up. You handle the field-side problems that come up mid-visit — the scope changes, the materials gaps, the homeowner who suddenly has a fourth item on the punch list. You report to the Ops Manager and work alongside our existing Field Manager, our Ops Coordinator, and our office team.

How this role starts — a proving period, not just an orientation.

The FM chair is earned, not handed out on Day 1. Your first 30 to 60 days, you work as a Field Craftsman on the crew — full schedule, real jobs, in clients' homes. This is where you prove your tradecraft, your documentation discipline, and how you carry yourself on a jobsite before you lead it. You are paid at the Field Manager rate from Day 1.

If you clear the bar — and the right person will — you move into a Field Manager split for about 30 days working alongside our existing FM, then take the full role. The craftsmen on your future crew will know you did the same work they're doing. That matters.

You will not be alone. You will be respected.

What a Tuesday looks like

Assessment days are the core of this role. You will typically run 4 assessments per day, each one a property walk with a homeowner, followed by a written estimate you build and submit before end of day.

• 7:00 a.m. — You review the day's schedule in Jobber with your crew. Four craftsmen, six jobs across three neighborhoods. You answer the two questions someone has.
• 8:00 a.m. — Assessment 1, Dilworth. You walk the property, listen, scope, and take notes. The homeowner has a six-item list. You work through all of it.
• 9:30 a.m. — Assessment 2, Myers Park. New client, referred by a neighbor. You scope two bathrooms and a punch list. You give her a honest read on timeline before you leave.
• 11:00 a.m. — You stop in on the Eastover crew. One of the craftsmen is two months in. You watch him do a trim cut, offer a small suggestion, and move on.
• 11:30 a.m. — Discord pings. A craftsman in Dilworth says the homeowner just added scope. You call the homeowner, set expectations, log the change in Jobber, and move on.
• 12:00 p.m. — Assessment 3, Cotswold. Quick one — two items, clear scope. Twenty-five minutes.
• 1:30 p.m. — Assessment 4, Eastover. The homeowner isn't sure what she wants yet. You ask the right questions, scope what you can, and set expectations on the rest.
• 2:30 p.m. — You build all four written estimates in Jobber and send them to the Ops Coordinator before 3:00.
• 3:00 p.m. — Weekly field-leadership check-in with the other Field Manager and the Ops Manager. You bring two things: the crew's quality trend and one process recommendation.
• 4:30 p.m. — You drop in on the second crew, review work, and head home.
• 5:00 p.m. — You're off. No on-call.

What you'll own

• Quality in the field. You set and hold the standard. B+ is unacceptable.
• Assessments and written estimates. You walk approximately 4 properties per day, scope the work with the homeowner, and produce a written estimate for each one before end of day. Honest, accurate, and held to the JC voice. The estimate is yours from walkthrough to submission.
• Crew development. You ride along with new craftsmen, coach craftsmen who are slipping, and grow the ones who are ready for more.
• Real-time judgment calls. Scope changes, material gaps, homeowner curveballs. You decide.
• Process discipline. Jobber logs, photos, notes, time. You hold the crew to the standard you're held to.
• Hiring input. You sit in on craftsman interviews for your crew.

Who you are

• You have 10 plus years in the trades. Trim carpentry, finish work, small bath and kitchen punch lists, drywall, paint, doors, hardware. You can do every task in the JC catalog and you've trained people on most of them.
• You've led a crew before. Foreman, lead carpenter, project leader, crew chief. Whatever the title, you've owned other people's work, not just your own.
• You can walk into a Myers Park home with a wealthy boomer and have her end the conversation feeling like she called the right company.
• You scope honestly. You don't pad. You don't underbid. You estimate what the work actually requires.
• You give feedback to craftsmen who report to you, and you don't avoid the hard conversations. You don't yell. You don't shame. You coach.
• You document in the system every time. You don't shortcut the photos.
• You're tech-forward enough to use Discord, Jobber, and a phone-based ops dashboard. We are not a paper-and-clipboard shop.

Bonus points if you have

• Prior experience scoping work for a high-end residential clientele
• Direct Jobber experience as a field-side user
• Background in EOS (Entrepreneurial Operating System), Traction, or another structured ops framework
• Bilingual Spanish (useful but not required for crew communication)
• Prior experience training trades apprentices or running a small crew

What we don't want

Three filters to save us both time.

• Volume contractors. If your career has been in big-box production work where the metric was houses per week, your reflexes will fight us. We don't move that way.
• Old-school yellers. If you lead by intimidation, you won't last here. Our crew is salaried, professional, and treated like adults.
• Tradesmen who hate paperwork. Our system is non-negotiable. If you'd rather just do the work and skip the logs, we're not for you.

Growth path

Ops Manager is the next step. As J|C opens additional regions, we will need more leadership at the operations level. The right Field Manager grows into running a regional ops team. We promote from within whenever we can.

What we offer

• $60,000 to $75,000 base, W-2, full-time
• Quarterly performance bonus up to $10,000/year (crew quality, assessment close rate, process compliance, crew retention)
• Company truck and gas card
• Tools provided for major items
• No nights, no weekends in the standard cadence
• Direct access to founders. No corporate layer.
• A real path to Ops Manager as we grow into new regions

Hiring process

Eight stages. Yes, that's a lot. It's deliberate. We're a relationship-first company and we hire that way. Expect: application review, soft introduction call, CliftonStrengths Top 5 assessment, in-person trade demonstration plus a client assessment roleplay plus a written coaching exercise, in-depth interview, ride-along day with our existing Field Manager, two reference calls with prior supervisors, then offer. Plan for three to five weeks total.

Apply

Submit your resume and a few photos of finish work you're proud of. In your cover note, tell us about one craftsman you developed who became better than you expected. Not what they did — what you did. We read every word.

Joyce | Cline Home Services | Charlotte, NC

\nCompany Description

Joyce | Cline Home Services is a boutique home repair and maintenance firm based in Charlotte, North Carolina. We serve the older, established neighborhoods just south of downtown including Myers Park, Dilworth, Eastover, and Cotswold. Our clients are wealthy boomers in 5,000 square foot historic homes and young professional families chasing kids around. Most of our clients have been with us for years.

They call us first. They send their friends.

We're founder-led and engineer-built. Our two founders both came out of nuclear engineering and corporate leadership before starting Joyce | Cline. That shows up in how we run the company. We document everything. We build systems. We use the tools that make work easier, including Claude, Jobber, GoHighLevel, Discord, and a custom-built operations dashboard. We promote from within whenever we can.

We hire slowly and deliberately. Our craftsmen are W-2 employees with company vans and benefits, not 1099 contractors. Our office team works remotely with direct access to the founders. We pay above the Charlotte market for skilled work. We don't take nights or weekends in our standard cadence. We're growing carefully toward a regional footprint in the Southeast over the next three to five years.

Company Description

Joyce | Cline Home Services is a boutique home repair and maintenance firm based in Charlotte, North Carolina. We serve the older, established neighborhoods just south of downtown including Myers Park, Dilworth, Eastover, and Cotswold. Our clients are wealthy boomers in 5,000 square foot historic homes and young professional families chasing kids around. Most of our clients have been with us for years. \r\n\r\nThey call us first. They send their friends.\r\n\r\nWe're founder-led and engineer-built. Our two founders both came out of nuclear engineering and corporate leadership before starting Joyce | Cline. That shows up in how we run the company. We document everything. We build systems. We use the tools that make work easier, including Claude, Jobber, GoHighLevel, Discord, and a custom-built operations dashboard. We promote from within whenever we can.\r\n\r\nWe hire slowly and deliberately. Our craftsmen are W-2 employees with company vans and benefits, not 1099 contractors. Our office team works remotely with direct access to the founders. We pay above the Charlotte market for skilled work. We don't take nights or weekends in our standard cadence. We're growing carefully toward a regional footprint in the Southeast over the next three to five years.