ECOCLEAN BUSINESS PLAN

IN SHORT(,may use it for speech)

IN THE FIRST YEAR:
1. The company generated 10 lakh BDT in Revenue.
2. Formed partnerships with local businesses for equipment
buying and tool sharing.(EXAMPLE:Bdrentz,ezzy
enterprise(hardware-tools wholesaler))
3. Operated efficiently with a lean team,using google sheets
for job logs,Whatsapp for communication ,and Google Maps
for routing.Google sheets was also utilised to monitor key
performance indicators (KPIs) such as response time
(duration between customer inquiries and technician assignments)
and job completion rate(the percentage of tasks, projects, or
assignments completed successfully within a given timeframe)
4. Achieved rapid service delivery without an app,leveraging
direct phone bookings.
5. Engaged in Social Media,creating business profiles on
platforms like Facebook and Instagram.Shared before-and-
after photos of services, customer testimonials, and
promotional offers.Engaged with the local community
through comments and messages.We Encouraged satisfied
customers to refer friends and family by offering discounts
or free services.(also known as Referral Incentives).We
Participated in local events and community groups to build
brand awareness and trust. We also maintained a blog or
shared tips on home maintenance to position the business
as an expert in the field.

Operations Overview – Year 1(MUST UNDERSTAND):

 1. Team Structure Founders and Dispatchers(someone
who coordinates and manages the movement of resources, people,
or vehicles.): The business was initiated by the founders, who
also managed daily operations. They handled customer
inquiries, scheduled appointments, and coordinated with
technicians using WhatsApp and Google Sheets.

Technicians: A team of technicians was onboarded to

provide various home services.
2. Compensation Model Base Salary: Each technician received
a fixed monthly salary of 11,000 BDT.
(Specialized Trades: For HVAC(Heating, Ventilation, and Air
Conditioning), electrical and plumbing—where training and
certifications are costlier—consider a higher draw (e.g., 14–
16 k BDT) to secure skilled talent )

Commission:

For standard services (e.g., regular maintenance), technicians

earned a 15% commission on the first 40 jobs per month.

20% on jobs 41-60

25% beyond 60

(For specialized or emergency services (e.g., urgent plumbing or

electrical issues), technicians received a higher commission rate,
reflecting the complexity and urgency of these tasks.)

In the table below everything is in BDT(for standard jobs),the one

worker who did above 40 jobs is recieving 20 % commision.
Jobs/mo Gross Commisi Retained -Base Net
nth Revenue on cost Revenue (11000) contribut
ion
25 30000 4500 25500 11000 14500
35 42000 6300 35700 11000 24700
50 60000 12000 48000 11000 37000
3. Tools and Transportation
Tools: All necessary tools and equipment were provided by
the company, ensuring technicians were well-equipped for
their tasks.
Transportation: Technicians used their personal vehicles
(such as motorbikes) to travel to service locations. This
approach reduced company expenses related to
transportation.
4. Service Offerings
Standard Services: Regular maintenance tasks like cleaning,
routine check-ups, and minor repairs(Fixing minor structural
damage, assembling furniture, and installing hardware like locks and
deadbolts are common handyman services)

 Pest control:3000 bdt

 Deep cleaning(whole home):5000 bdt

Specialized Services: Emergency or complex tasks requiring

specialized skills, such as urgent plumbing fixes or electrical
repairs(may cost upto 2500 or more).
 Plumbing repair:1800 BDT
 Basic AC Servicing:1500 BDT
 5. (Operational Workflow Customer Interaction: Customers contacted the
business via phone or messaging apps to request services.

Scheduling: Appointments were scheduled manually, with dispatchers coordinating

between customers and technicians.

Service Delivery: Technicians visited customer locations to perform the requested

services.

Payment: Payments were collected upon service completion, and records were
maintained using simple spreadsheets.)---EXTRA UNDERSTANDING

EXTRA EMPHASIS ON” WITHIN 30 MINUTES SERVICE

DELIVERY”(JUST SCAN THROUGH THIS FOR IDEA)
• We staffed a tiny “dispatch hub” of 1–2 founders or part-time dispatchers who
monitored incoming customer requests via phone, WhatsApp, and SMS, and
logged each job in a shared Google Sheet. Once a technician was assigned,
dispatchers generated driving directions instantly using Google Maps’ web
interface—leveraging real-time traffic data to calculate the fastest route to the
customer’s address.By copying the Google Maps URL and pasting it into
WhatsApp, dispatchers provided technicians with one-tap navigation—
eliminating manual address lookups and saving precious minutes.We formed
dedicated WhatsApp groups segmented by geographic zones (e.g., Mirpur,
Gulshan) so dispatchers could broadcast new job alerts to only the relevant
technicians.Technicians confirmed job acceptance via quick “thumbs-up”
replies, allowing dispatchers to reassign any unclaimed requests within
seconds, rather than waiting for formal status updates.

To guarantee sub-30-minute arrivals, we divided Dhaka into micro-zones and assigned

each technician a “home base” within their zone—reducing average travel distance to
under 6 km. Dispatchers reviewed upcoming bookings in the spreadsheet and advised
technicians to remain within or near high-demand areas during peak hours, preventing
long repositioning runs. Monthly “Fastest Responder” awards (gift cards or paid time
off) further spurred friendly competition and maintained high motivation levels

Automated WhatsApp “thank you” and “we’re on our way” messages were sent
immediately after booking, specifying the technician’s name and estimated arrival
time—building trust even without a formal app. If delays occurred, dispatchers
proactively messaged customers with updated ETAs, leveraging the same group chats
to maintain transparency and reduce call-backs.

PROFITS(IMPORTANT FOR ALL TEAM MEMBERS!!!)

1. Revenue Streams:Service Fees(Customers pay set rates

for each service (e.g., 1,500 BDT for AC
servicing),Subscription Plans( Optional recurring
maintenance bundles increase predictable monthly
income)
2. Direct Costs:15 % Commission of customer price per job
(e.g., 225 BDT on a 1,500 BDT job),Base Draw(11,000
BDT/month guarantees minimum earnings, allocated across
jobs)
3. Operating Expenses:Dispatch & Coordination( Founder-
led dispatch via WhatsApp/Google Sheets—no software
fees),Micro-Office Rent( Shared 500 sq ft space (~18,000
BDT/mo) for equipment and briefings)

Marketing & Sales: Primarily organic (social media,

referrals), keeping acquisition costs low

Administrative Overheads: Utilities, basic supplies, and

accounting—~5–10 % of revenue.

4.PROFIT CALCULATION:

a.Gross Profit per Job = Customer Price − Technician

Commission
Example (AC Servicing, 1,500 BDT): 1,500 − (1,500×0.15) = 1,275
BDT

b.Net Contribution = Gross Profit − Allocated Base Draw per

Job

If a technician handles 40 jobs/mo, base-draw cost per job =

11,000 ÷ 40 = 275 BDT → Net per job = 1,275 − 275 = 1,000 BDT.

c.Net Profit Margin = (Net Contribution ÷ Customer

Price)×100 = (1,000÷1,500)×100 ≈ 67 %

4.Overall Profitability: Average Jobs/Technician: 35–45

jobs/mo → 35 × 1,000 BDT = 35,000 BDT net per technician each
month.

Team of 5 Technicians: 5 × 35,000 = 175,000 BDT monthly profit

before fixed costs.(this can vary )

After Overheads: Subtract rent (18,000), dispatch/admin

(~10,000), marketing (~5,000) → ≈ 142,000 BDT net profit/mo.

5. Benchmarking & Sustainable Margins

Industry Norms: Service firms target net margins of 20–30 %; your

lean model achieves 50–70 % by minimizing variable and fixed
costs

Scalability: Each additional technician adds ~35,000 BDT

monthly net, with marginal overhead increase, driving rapid profit
growth.

RECRUITMENT(Extra)
Trade Schools & Vocational Centers: Partner with local institutes
(e.g., ICTÈB in Mirpur) to tap into freshly trained talent who
already hold relevant certificates

Social & Professional Networks: Post on Facebook groups for

Dhaka handymen and on WhatsApp community channels—
where many local technicians actually look for work

Selective Screening

Skills Assessment: Conduct a brief hands-on test (e.g., fixing a

leaky tap or wiring a simple circuit) to confirm technical
competence

Behavioral Interview: Ask scenario-based questions (e.g., “How

would you handle a delayed job?”) to gauge reliability and
customer-service mindset

Structured Onboarding & Training

Standard Operating Procedures (SOPs): Provide clear, step-by-

step guides for common tasks to ensure consistency from Day 1

Performance Management

KPI Tracking: Monitor response times and customer satisfaction

scores in simple dashboards—reward top performers monthly to
reinforce quality

Regular Feedback: Hold brief bi-weekly check-ins to address skill

gaps and recognize achievements, reducing turnover and
boosting morale