The Edge March/April/May 2026

er and what makes you different or better to work for when compared to other com panies. When candidates already know your brand and what it stands for, they are much more likely to apply, and these candidates are likely to be the high-quality candidates you are seeking.” Pete LaSage, human resources specialist for David J. Frank Landscape Contracting, Inc., based in Germantown, Wisconsin, says it is their brand recognition and product reputation that attracts people the most to their company. They also utilize Team Engine to push ads through to the major job board and social media platforms. Being proactive and working with local high schools, colleges and programs like SkillsUSA can all help build out your future pipeline as well. Jennifer Jones, director of national recruiting for Mariani Premier Group, head quartered in Lake Bluff, Illinois, says they’ve found great success partnering with NALP partner universities and colleges to acquire talent for their associate designer and intern programs. Marion Delano, director of technology & marketing for Level Green Landscaping, based in Upper Marlboro, Maryland, says they’ve seen results over the past two years with their Manager Associate Program. This program allows recent college graduates to join Level Green in a management role, but without the initial responsibilities of a full-fledged account manager or opera tions manager. These graduates shadow and get exposure to both types of roles to deter mine which route they’d prefer. They are progressively given more responsibility while working under a manager until they are eventually running one to two crews themselves or managing five to 10 accounts on their own. “In the past two years, we’ve promot ed 100% of our manager associates into full-time account manager or operations manager positions, and the vast majority

Photos: (Top left) The Davey Tree Expert Company (Top right) Level Green Landscaping (Bottom) Mariani Premier Group

WHAT SKILLS MATTER THE MOST IN NEW HIRES? While education can be helpful for certain positions, many landscape companies are more concerned about a candidate’s attitude, adaptability, and long-term potential than formal credentials. “I think that’s a critical approach to hir ing,” Elliott says. “Don’t hire the position, hire the person. I’m a good example of a person who does not have a college degree, but I own a very successful business, and we’ve grown the business. It’s the skill set and the attitude that matters. It’s not the college degree that matters. However, that being said, we highly value education, and we encourage our employees to seek higher education, to seek training and profession al development whenever possible.” Jones says they prefer a landscape architecture degree for their designers and value trade school certifications for roles in construction, masonry, and horticul ture, but industry experience is the most valuable. “In our industry, hands-on field expe rience, work ethic, and practical prob lem-solving skills are far more valuable indicators of success,” Milanes says. “We fo cus on hiring people who bring real-world experience, curiosity, and a willingness to grow, whether they come from a high

have had significant success in those roles,” Delano says. “It’s allowed us to have a con stant pipeline of talent available to backfill positions when necessary and pre-fill growth roles with individuals who under stand the job and are already well versed in our company and culture. It’s really been a smashing success.” Another way to get in front high school students is to participate in career fairs and conduct mock interviews. Elliott says they recruit students from these mock interviews to help during their spring busy season. “Three of those students have stayed with us over the years,” Elliott says. “All three of those particular students went on to colleges to study environmental or horti cultural-based education.” Reitano says programs like SkillsUSA are important because they instill interest in the landscaping industry in high school, when students are starting to think about potential career pathways. “Sources like these often do not meet current staffing needs but will certainly pay off in the form of interested candidates down the road,” Reitano says. “So, if you still plan to be in business in 2 to 4 years (and I think most of us do), then you cannot ignore niche programs like these.”

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