Introduction
Running a moving company without a clear org chart is like trying to move a grand piano without straps you might manage, but it’s going to be messy, risky, and probably painful. Many owners start their businesses with just a truck, a few strong friends, and hustle. But as revenue grows, staff numbers increase, and clients demand more professionalism, chaos creeps in without structured roles.
In this Movified Podcast episode, host Mark Hirschi and co-host Steven Reed (Big League Movers, ReadyRoles.com) unpack why a documented org chart for moving companies is the foundation for scaling. They share stories of hiring mistakes, lessons learned from family-run businesses, and strategies for structuring teams to support growth whether you’re at $1 million or $7 million in revenue.
If you’re a moving company owner who feels like every question, problem, and client complaint funnels back to you, this post will help you build clarity and freedom.
Key Takeaways
What You’ll Learn:
- An org chart for moving companies eliminates bottlenecks and improves communication.
- Hiring based on “gut feeling” or friendship often leads to costly mistakes.
- Branding and culture are as important as operations in driving value.
- Virtual assistants (VAs) and admin support are now essential tools for scaling.
- Owners must step out of the truck and out of day-to-day operations to grow.
Table of Contents
Why Every Moving Company Needs an Org Chart
A professional org chart for moving companies is more than a fancy diagram it’s a roadmap for accountability. Too often, owners wait until a bank or accountant requests one before they scramble to put it together.
But the truth is, the org chart is a daily tool:
- It shows every team member who they report to.
- It prevents staff from running every small issue to the owner.
- It clarifies overlapping responsibilities and reduces confusion.
- It helps new hires quickly understand the company’s structure.
Mark explains that when he ran Action Movers with only three people, communication was easy. But when he stepped into Salmon’s Moving & Storage, with a dozen staff already on payroll, relying on a single office manager to filter all communication was a recipe for breakdowns.
The Cost of Hiring Without a Plan
Both Mark and Steven admitted that hiring “with their heart” instead of with a structured role in mind led to major regrets.
- Hiring Friends and Family: Mark once hired his sister twice. It strained family relationships and ended in termination. Another family hire slacked on the job, showing up late and distracted. The cost wasn’t just payroll—it was lost trust and client dissatisfaction.
- Hiring Industry Veterans: Steven tried bringing in managers from large competitors like All My Sons or Two Men and a Truck. They clashed with his philosophy, leading to turnover and wasted time.
- Undefined Roles: Mark shared that early sales hires failed because expectations only existed in his head. Without documented job descriptions and KPIs, employees were set up to fail.
Steven Reed: “I don’t ever want to cancel a customer on the day of the move. That’s my standard. And I’m not going to argue with an ops manager who thinks that’s okay.”
Structuring Teams for Long-Term Growth
Steven’s approach to building an org chart for moving companies is inspired by HVAC and plumbing businesses. These service companies divide their staff into installs and service, acknowledging that different jobs require different expertise.
Here’s how Steven structures Big League Movers:
- Administrative Department
- Office Manager
- HR Manager (VA) + HR Assistant (VA)
- Level-3 Bookkeeper
- Call Center Department
- Call Center Manager (VA)
- Customer Care (claims)
- Sales Strategist (VA)
- Dispatchers (2)
- Sales Assistants (2)
- On-Site Sales Team
- Sales Team Lead (Manager in Training)
- Executive Assistant
- Operations (Service Execution)
- Operations Manager
- Residential Supervisor (new staff, one-truck drivers)
- Specialty Supervisor (advanced movers, multi-truck jobs)
- Logistics Supervisor (delivery staff)
- Warehouse Department
- Warehouse Manager + Crew
This setup ensures accountability and creates a clear ladder for career growth. Instead of all problems landing on the owner’s desk, each department has a leader empowered to make decisions.
Lessons from Action Movers and Salmon’s Moving & Storage
Mark’s career shows the contrast between small operations and established van line agents.
- At Action Movers, a lean team of three made communication simple. Mark wore multiple hats and jumped into jobs when needed.
- At Salmon’s Moving & Storage, with 12+ staff already in place, the need for structure became unavoidable. Communication failures showed him that relying on one office manager wasn’t scalable.
Mark Hirschi: “As my office grew, I realized the importance of communicating with all staff not just one person. The org chart made that possible.”
Branding, Culture, and Value Creation
Interestingly, the episode drew a parallel between Liquid Death water and moving companies. At the end of the day, Liquid Death is just water—but it sells for more because of branding, culture, and design.
The same applies to movers:
- Culture: A clean-cut, drug-free crew creates trust.
- Branding: Consistency in uniforms, trucks, and customer experience sets you apart.
- Systems: Processes ensure every move meets standards.
Implementing Your Org Chart in Stages
Not every moving company can jump from three employees to a five-department org chart overnight. Implementation should match your revenue stage.
- $1–3M Companies: Focus on admin + ops lead. The owner still oversees sales.
- $3–5M Companies: Add call center roles, sales assistants, and stronger ops supervision.
- $5–7M Companies: Separate warehouse, expand sales, and build multiple layers of management.
- 7M+ Companies: Add VPs or general managers; the owner steps fully into strategy.
Why Choose Movified
Movified isn’t just a podcast. It’s the leading content hub for movers across North America. With decades of combined industry experience, we provide:
- Insider access to successful moving entrepreneurs.
- Actionable playbooks, from hiring strategies to scaling org charts.
- Free resources and templates tailored to moving companies.
Steven Reed: “Without an org chart, the bottleneck will always be you.”
Conclusion
A strong org chart for moving companies is more than paperwork it’s the difference between being stuck in the truck and building a business that runs without you.
From avoiding bad hires to structuring departments like service companies, the lessons Mark and Steven shared will help any mover step into the role of true business owner, not just operator.
Meet The Host
Mark Hirschi is the founder and host of Movified. With over a decade in the moving and storage industry, Mark combines real-world leadership experience with a passion for mentorship and elevating industry standards.
