Learning CenterStage 3 · StrategyGuide 19 of 22
Growth & People · When to hire
Building Your Team
Who to hire, and when. Includes 8 role sheets.
As a landscape company grows, the owner can't keep doing every job. This guide shows which roles usually come next, at what size, and how to check that each hire pays for itself. Each role has its own sheet: tap a role name to open it.
Who to hire, and at what size, as a landscape company grows
One sheet per role in this seriesThe affordability test
Revenue needed = Loaded cost ÷ Gross margin %Same math as the break-even point: every overhead dollar needs sales behind it.
Each role at a glance
Example pay · 20% burden · 60.3% gross margin| Role | Typical revenue | Trigger | Loaded cost | Revenue needed |
|---|---|---|---|---|
| Office Administrator | $500K–$1M | 10+ hrs/weekowner time spent on admin | $56K | $93K |
| Sales Rep / Estimator | $1M–$1.5M | $750K–$1.5Mnew work sold per rep, per year | $88K | $146K |
| Production Manager | $1M–$2M | 4–6+ crewsrunning in the field | $102K | $169K |
| Account Manager | $1.5M–$2.5M | $750K–$1.2Mmaintenance revenue per manager | $82K | $136K |
| Fleet Manager / Mechanic | $2M–$3M | 25–30+ unitstrucks and major equipment | $74K | $123K |
| General Manager | $2.5M–$4M | 3+ managersreporting to the owner | $147K | $244K |
| HR & Safety Coordinator | $3M–$5M | 40–50+ employeesincluding seasonal | $69K | $114K |
| Finance leadership | Start-up to $15M (fractional) | No close, budget or cash forecast | Part-time | Finds > costs |
Run the affordability test
Starts with the Office Administrator exampleHow much new revenue does a hire need?
Pick a role to load its example cost, or type your own loaded cost and gross margin.
Three rules for every hire
Hire to free the owner
Start with the work that keeps the owner from selling and leading: usually admin first, then sales or production.
Scoreboard before job ad
Write the numbers the role will own before you post it. Use the Who Owns What sheet.
Revenue is a guide
Hire on the signs, then check the math. A strong owner may wait; a fast-growing company may hire early.
Ranges reflect common green-industry practice, not rules. Salaries are examples only; use local market pay.
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