The Edge July/August 2025

BUILDING YOUR TEAM

Weekly Job Postings with Carousel:

Example optimized job description - (Long Form forma t) Commercial Landscape Sales Representative ● Location: 123 Lotus Ave, San Jose, CA 95112 ● Territory: San Francisco Peninsula (30-Mile Radius) ● Employment Type: Full-Time | Exempt ● Base Pay: $75,000 – $90,000/year ● Expected Total Compensation: $105,000 – $130,000+ (Base + Commission) ● Company Vehicle Provided ● Contact: Hiring Manager – recruiter@landscapingcompany.com

Make a Career Out of Making a Difference You’re not just looking for another sales job.

And we’re not just looking for another rep.

At Landscape Company , we believe great landscapes start with great relationships. For over 65 years, we’ve helped commercial clients create and maintain beautiful, sustainable outdoor spaces across Northern California. This role isn’t just about hitting numbers—it’s about helping people take pride in their properties , representing a brand with integrity , and building something that lasts. If you’re a driven professional who thrives on human connection, takes pride in follow-through, and wants to sell something that actually makes communities better—we want to meet you. About Landscape Company Founded in 1975, Landscape Company is a full-service landscape company serving clients across California. With over 25 branches, more than 2,500 commercial properties under management, and a team of professionals who care deeply about quality and relationships, we’ve become one of the most trusted names in landscape services. Our culture is built on respect, ownership, integrity, and growth , and our mission is simple: create and care for the landscapes people live, work, and play in. Learn more about who we are at: ____________

longer and more comprehensive later in the process, go for it. The recruiting version of the job description is an advertisement; treat it like an advertisement. Candidates want to know about the company, the job, and what’s in it for them — in short form that can be quickly skimmed.” Del Pozo agrees that you should avoid corporate jargon and instead write the description. “A good rule of thumb is to write it like you’re explaining the company, culture and type of work to a friend who’s thinking about applying,”del Pozo says. Caceres says you should start with a strong why. Rather than just listing the job duties, cover the job’s purpose. “You have to have a why,”Caceres says. “The more purpose, the more I want to join.” Caceres also cautions against using AI too much in developing your job postings. He says it’s important to maintain the integrity of your tone of who you are as a culture and reflect that through the job de scription by highlighting key selling points. “Be very clear with benefits,” Caceres says. “People, believe it or not, actually read into that stuff because sometimes that could be the difference maker between me staying here or me even looking out elsewhere.” Keep your descriptions short, clear and mobile-friendly. Del Pozo recommends

Why Join Us? Above is an example of an optimized job description from Bloom Talent Solutions.

multiple touches from multiple methods of communication to get a response. LinkedIn, email, text messaging, and even the phone works well. Use them all!” Caceres says if you want to stand out to passive candidates, you need to develop personalized outreach campaigns. “Share stories and culture content that create FOMO (fear of missing out),”Caceres says. “Some of the industry guys and gals start podcasts. All of those things are great ways to show the marketplace and the passive talent, ‘Holy crap, they’re doing something different. Let me go check them out.’” OPTIMIZE JOB DESCRIPTIONS How you go about writing your job descriptions can greatly impact a candidate’s willingness to apply. “Avoid long and corporately rigid sound ing job descriptions for recruiting,”Voories says. “If you want to introduce something

Del Pozo notes that social media can be a powerful way to reach passive candidates if you are expanding your reach through targeted ads. “You can also tap into local community groups where potential candidates are already active, like Facebook, LinkedIn, Nex tDoor, and more,”del Pozo says. Caceres says it’s all about getting in front of people. “If I’m a candidate who is gainfully em ployed, and I’m not looking, and I might be on TikTok one day, and I had a really crappy day today, and I see this really cool reel, I might say, ‘Hey, you know what? What’s going on over there?’” Voories adds you need to have a strong employer brand in place, as passive candi dates are likely to conduct some research before deciding to respond. What will they see, hear and read about your organization? “Recruiting passive candidates is like a sales job,”Voories says. “It often takes

16 The Edge // July/August 2025