How to hire a lawn specialist

How to hire a lawn specialist, step by step

Here's a step-by-step lawn specialist hiring guide:

• Step 1: Identify your hiring needs
• Step 2: Create an ideal candidate profile
• Step 3: Make a budget
• Step 4: Write a lawn specialist job description
• Step 5: Post your job
• Step 6: Interview candidates
• Step 7: Send a job offer and onboard your new lawn specialist
• Step 8: Go through the hiring process checklist

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1. Identify your hiring needs

   The lawn specialist hiring process starts by determining what type of worker you actually need. Certain roles might require a full-time employee, whereas part-time workers or contractors can do others.

   Determine employee vs contractor status

   Is the person you're thinking of hiring a US citizen or green card holder?

   Yes

   No

   You should also consider the ideal background you'd like them a lawn specialist to have before you start to hire. For example, what industry or field would you like them to have experience in, what level of seniority or education does the job require, and how much it'll cost to hire a lawn specialist that fits the bill.

   The following list breaks down different types of lawn specialists and their corresponding salaries.

   Type of Lawn Specialist	Description	Hourly rate
   Lawn Specialist	Grounds maintenance workers ensure that the grounds of houses, businesses, and parks are attractive, orderly, and healthy in order to provide a pleasant outdoor environment.	$12-19
   Ground Crew	Ground crews, also known as ground staff, are personnel that work at the airport. These crews are either avionics technicians, customer service and ramp agents, or flight dispatchers... Show more	$12-19
   Groundsman	Groundsmen or greenkeepers are professionals who take responsibility for the maintenance of materials and equipment. They make certain to provide enough stock of consumables... Show more	$12-20

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Lawn Care
   • Production Reports
   • Safety Procedures
   • DOT
   • Cleanliness
   • General Maintenance
   • Telemarketing
   • Customer Communications
   • Vehicle Inspections
   • GRASS
   • Production Forms
   • Ladders
   • Customer Locations
   • Shovels

   Check all skills

   Responsibilities:

   • Manage clients and run all landscape operations including groundskeeping, seasonal cleaning, and pressure washing
   • Operate vehicles and power equipment such as mowers, snow blowers, electric clippers and sod cutters.
   • Operate mowers, snow blowers, chain saws, electric clippers, sod cutters, and pruning saws.
   • Dot medical card...treat lawns with fertilizer .. shrubs and weed control
   • Maintain assign vehicle and equipment through cleanliness, safety, and general maintenance.
   • Remove of snow and ice from sidewalks using snow blowers, shovels and salt.

3. Make a budget

   Including a salary range in your lawn specialist job description is one of the best ways to attract top talent. A lawn specialist can vary based on:

   • Location. For example, lawn specialists' average salary in mississippi is 46% less than in alaska.
   • Seniority. Entry-level lawn specialists 39% less than senior-level lawn specialists.
   • Certifications. A lawn specialist with certifications usually earns a higher salary.
   • Company. Working for an established firm or a new start-up company can make a big difference in a lawn specialist's salary.

   Average lawn specialist salary

   $15.59hourly

   $32,423 yearly

   ---

   Entry-level lawn specialist salary

   $25,000 yearly salary

   Updated December 14, 2025

4. Writing a lawn specialist job description

   A good lawn specialist job description should include a few things:

   • Summary of the role
   • List of responsibilities
   • Required skills and experience

   Including a salary range and the first name of the hiring manager is also appreciated by candidates. Here's an example of a lawn specialist job description:

   Lawn specialist job description example

   Do you like being outdoors? Do you like a job where every day is different? The Specialist role with TruGreen is an excellent opportunity for an energetic, self-motivated, and goal oriented individual.
   
   Our Lawn Specialists provide service to residential or commercial customers by making timely lawn, landscape, and/or irrigation applications, diagnosing and correcting customer problems through service calls and other communications, and selling/up-selling services to new and existing customers, resulting in growth of our customer base. Specialists also provide customers with product and service information and resolve technical issues. Completing production reports, new sales forms, customer invoice forms, daily vehicle inspection report, and cancel/skip notices are some of the daily responsibilities required of our Lawn Specialists. Some positions may require a valid driver's license and/or appropriate state/local licensing.
   Included Roles:
   
   * Lawn Specialists (Residential or Commercial)
   * Tree & Shrub Specialist
   * Irrigation Specialist
   * Aerator
   * Laborer
   * Warehouse Technician
   
   TruGreen is America's #1 lawn care company, serving more than 1.7 million residential and commercial customers across the United States and Canada with lawn, tree, and shrub care.
   
   TruGreen focuses on developing our people by building dynamic, enthusiastic teams while helping associates reach their personal and professional goals.
   
   TruGreen is committed to Diversity and Inclusion. We encourage diverse candidates to apply to this position.
   
   We are an Equal Opportunity/Affirmative Action Employer - Minorities/Females/Protected Veterans/Individuals with Disabilities. To learn more, Click Here or to request an application accommodation, Click Here.
   
   California Residents: for information on personal data we collect as part of the application process, Click Here.
   
   TruGreen performs pre-employment testing.
   
   Disclaimer
   
   The above statements are intended to describe the general nature and level of work being performed by associates assigned to this classification. They are not to be construed as an exhaustive list of all responsibilities, duties, and skills required of personnel so classified. All personnel may be required to perform duties outside of their normal responsibilities from time to time, as needed.
   
   By providing my cell phone number, I agree that TruGreen may call or text/SMS message me on that number using an automated telephone dialing system or prerecorded or artificial voice to discuss possible employment opportunities, my account, including current and possible future services, customer service and billing. I understand that providing my cell phone number is not required to inquire about or apply for employment or purchase services, and that I may revoke this permission at any time.

   Copy this example

   

5. Post your job

   To find lawn specialists for your business, try out a few different recruiting strategies:

   • Consider internal talent. One of the most important talent pools for any company is its current employees.
   • Ask for referrals. Reach out to friends, family members, and your current work to ask if they know any lawn specialists they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit entry-level lawn specialists with the right educational background.
   • Social media platforms. LinkedIn, Facebook, and Twitter have more than 3.5 billion users, and they're a great place for company branding and reaching potential job candidates.

   Post your job online:

   • Post your lawn specialist job on Zippia to find and recruit lawn specialist candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   Your first interview with lawn specialist candidates should focus on their interest in the role and background experience. As the hiring process goes on, you can learn more about how they'd fit into the company culture in later rounds of interviews.

   You should also ask about candidates' unique skills and talents to see if they match the ideal candidate profile you developed earlier. Candidates good enough for the next step can complete the technical interview.

   The right interview questions can help you assess a candidate's hard skills, behavioral intelligence, and soft skills.

7. Send a job offer and onboard your new lawn specialist

   Once you have selected a candidate for the lawn specialist position, it is time to create an offer letter. In addition to salary, the offer letter should include details about benefits and perks that are available to the employee. Ensuring your offer is competitive is vital, as qualified candidates may be considering other job opportunities. The candidate may wish to negotiate the terms of the offer, and it is important to be open to discussion and reach a mutually beneficial agreement. After the offer has been accepted, it is a good idea to formalize the agreement with a contract.

   You should also follow up with applicants who don't get the job with an email letting them know that you've filled the position.

   Once that's done, you can draft an onboarding schedule for the new lawn specialist. Human Resources should complete Employee Action Forms and ensure that onboarding paperwork is completed, including I-9s, benefits enrollment, federal and state tax forms, etc. They should also ensure that new employee files are created for internal recordkeeping.

8. Go through the hiring process checklist

   • Determine employee type (full-time, part-time, contractor, etc.)
   • Submit a job requisition form to the HR department
   • Define job responsibilities and requirements
   • Establish budget and timeline
   • Determine hiring decision makers for the role
   • Write job description
   • Post job on job boards, company website, etc.
   • Promote the job internally
   • Process applications through applicant tracking system
   • Review resumes and cover letters
   • Shortlist candidates for screening
   • Hold phone/virtual interview screening with first round of candidates
   • Conduct in-person interviews with top candidates from first round
   • Score candidates based on weighted criteria (e.g., experience, education, background, cultural fit, skill set, etc.)
   • Conduct background checks on top candidates
   • Check references of top candidates
   • Consult with HR and hiring decision makers on job offer specifics
   • Extend offer to top candidate(s)
   • Receive formal job offer acceptance and signed employment contract
   • Inform other candidates that the position has been filled
   • Set and communicate onboarding schedule to new hire(s)
   • Complete new hire paperwork (i9, benefits enrollment, tax forms, etc.)

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