If spring in landscaping feels like a sprint, then staffing is your starting block. The difference between a crew that thrives and one that just survives? Getting the right people in the right roles—before the phones start ringing off the hook. Whether you’re scaling up for seasonal demand or finally ready to hire that elusive crew lead, this is your moment to get strategic about staffing.
1. Don’t Just Hire Hands—Hire Potential
Yes, you need people who can show up and get to work. But the best spring hires are more than labor—they’re future crew leads, designers, or account managers in training. A bad hire can cost more than a vacant position.
Growing your team from within is one of the best ways to retain institutional knowledge and build long-term strength. Ask questions that uncover both current skills and future ambition. Understanding what your new hires want—and need—helps you set them up for success, not disappointment.
2. Recruiting Never Stops (Even in Season)
If you wait until you're desperate, you’re already behind. Build recruiting into your weekly rhythm. Keep a “bench” of warm candidates. Train your team to spot talent in everyday life—at the gas station, the gym, or the hardware store.
Think “Boiler Room,” but for landscaping: Always. Be. Hiring. Referral and signing bonuses are still powerful tools—when structured clearly and followed through with consistency.
3. Onboarding Isn’t an HR Task—It’s a Team Culture Tool
The first week sets the tone. Show new hires how your company communicates, celebrates, and solves problems. Pair them with a mentor or assign an onboarding champion. Introduce them to your values before you hand them a shovel.
And don’t stop after week one. Ongoing touchpoints build buy-in and accelerate culture fit. The faster someone feels like part of the team, the longer they’ll stick around.
4. If You Can’t Hire Fast, Think Smart
Still short-handed? Time to get creative. Could a VA take topsoil calls so your crew can stay in the field? Could you stagger start times or bundle routes more efficiently?
Being short-staffed is hard—but being reactive is worse. Build your contingency plan before you need it. And remember: just because someone can use a shovel doesn’t mean they’re worth hiring.
5. Spring Is the Audition for Who Stays Long-Term
Look for hustle, coachability, and crew chemistry. Your summer and fall bench is built in April. Recognize early wins. Coach the small things early. And when someone shows leadership potential? Say something. People rise when they know they’re seen. The off-season is your opportunity to sharpen their skills and build your next layer of leadership from within.
Staffing for spring isn’t just about filling spots—it’s about building a team you can trust through the chaos and beyond. Looking to sharpen your hiring game? Or ready to find the right company to grow your career? Our recruiting team is here to help—whether you’re hiring top talent or searching for your next opportunity.