Recruiting A Players: How to Hire and Keep the Best Talent in the Green Industry

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Recruiting A-Players: How to Hire (and Keep) the Best Talent in the Green Industry

Hiring is hard, and retaining great people is even harder. At a recent conference, we discussed a no-nonsense, results-driven approach to recruiting top-tier talent and turning them into long-term team members you can count on.

In our session, "Recruiting a Team for Success,” we focused on the full journey—from first impression to first year—and how to make every touchpoint count.

Avoid the Common Pitfalls

We kicked things off by naming the mistakes that many companies still make:

  • Hiring out of desperation
  • Dragging out the interview process
  • Being vague or unprepared when discussing compensation and benefits
  • Undervaluing transparency
  • Forgetting that you’re selling your company to the candidate, not just screening them

Bottom line? Recruiting isn’t just a formality—it’s sales, marketing, and culture all rolled into one.

Craft a Compelling Offer (That Actually Gets Signed)

A good job offer isn’t a PDF with a salary on it. It’s a strategic communication tool. We emphasized the importance of:

  • Outlining clear commission structures and performance bonuses
  • Setting start dates that make onboarding successful (hint: Mondays or Tuesdays at 9 am)
  • Using expiration dates to create urgency
  • Avoiding “handshake deals”—everything should be in writing
  • Making your offer 10–20% better than what the candidate currently has

Pro tip: send the offer by Friday at 5:00 PM so your candidate walks into the weekend excited to join your team.

Presenting the Offer: Create Buzz

Too many companies hit “send” and hope for the best. We showed attendees how to create excitement around an offer:

  • Use DocuSign for easy, fast signatures
  • Involve the candidate’s spouse or family—make it feel like a life milestone
  • Share a cultural calendar or company video
  • Say the words: “You just made the best decision of your career.”

Negotiate with Confidence

Negotiation isn’t just about money. It’s about understanding what the candidate values—time, flexibility, career path, or work-life balance. Address what matters most, and be ready to offer:

  • Signing bonuses
  • Profit-sharing
  • Commission draws
  • Relocation support
  • Extra PTO or flexible scheduling

Seal the Deal with Stellar Onboarding

The moment the offer is signed, the real work begins. Day 1 should feel like Day 1 of something big, not Day 1 of paperwork. Your onboarding plan should include:

  • Desk, swag, and business cards ready
  • Prepped the company vehicle or tools
  • First-day lunch and anniversary dinner booked
  • A 30-60-90-365 training and mentorship plan
  • Gift package for the spouse or partner
  • Assigned mentor and team welcome

Great Hiring Isn’t Random. It’s Intentional.

You don’t build a high-performing team by accident. Recruiting and retaining A-players requires planning, structure, and heart. The best candidates have options—your job is to make joining your team the obvious one.

Need help building your recruiting playbook or leveling up your onboarding experience? Let’s talk.

Let me know if you’d like this formatted as a checklist, PDF guide, or email drip for new hiring managers.