Your CRM Already Knows.
Now Your Pay System Does Too.

The Platforms

Connect once. Your data flows on your schedule from then on.

What It Pulls — And What It Refuses To

Most reporting tools grab total revenue and call it a day. Total revenue includes material — and you don't pay commission on a valve. This system was built the way I ran my company for 18 years: labor packages sold, material as a separate line. The integration enforces that discipline automatically.

• 01
  Labor sales onlyEvery invoice is split at the line-item level. Straight labor packages count in full. Flat-rate items that bundle labor and material get your default labor percentage — set once per item, applied forever. Material never touches commission.
• 02
  Labor hours soldEach CRM item maps to its Blue Collar Pay package, so every sale carries its estimated hours. Sold hours is the number the whole system runs on.
• 03
  Hours clockedStraight from your techs' clock-in and clock-out. Regular and overtime, per tech, per period — and a payroll hours report the office can run paychecks from.
• 04
  Paid vs. outstandingCommission on collected money, if that's your rule. One checkbox. Unpaid invoices are held and counted the day they're collected.
• 05
  Card vs. checkCard-paid labor is detected per invoice and feeds the credit card fee deduction automatically. Cash and checks never trigger it.

Sold Hours vs. Paid Hours — On Autopilot

Here's the number that changes a shop: hours sold next to hours paid, per tech. A tech who clocks 40 and sells 20 has a problem you can now see. A tech who clocks 40 and sells 45 has a raise coming — and the numbers to prove he earned it.

When I ran my company, I built these scorecards by hand. Pulling job reports, cross-referencing timesheets, doing the math at the kitchen table. It worked — my best techs built careers on it and the company sold because it ran without me. But it cost me hours every week, and most owners quit doing it by month two.

Now it's automatic. Set your cadence — every evening, every other day, or Fridays — and pulse scorecards go out on their own. You get the full roster. Each tech gets only his own numbers. Labor sold, hours sold, hours clocked. Every send, pulled live from your CRM at that moment.

Why This Builds Culture, Not Just Reports

Techs don't resent standards. They resent invisible standards — finding out at review time that the boss "had a feeling" about their production. When every tech sees his own sold-vs-clocked number on a rhythm, three things happen:

The scoreboard replaces the argument. Nobody debates a number that came straight from the jobs they ran and the time clock they punched. Pay conversations get shorter and calmer.

Your best people self-identify. The tech outselling his hours sees it in writing before you do — and so does he. That's how you keep him.

The owner gets out of the referee business. You're not the guy with the spreadsheet anymore. The system says what happened. You get to be the coach.

A trades business scales when performance is visible without the owner in the room. That's what connecting your CRM to your pay system buys you — and once it's running, it costs you nothing to keep.