I started off that way and at times it feels like a giant hiring circle with helpers getting tired in the heat and not pulling the same weight as they did in the spring time.
Then client financial issues that you can have covered before they hit. Have your employees first 2 months pay before he starts in case hard times hit your clients and they cant pay for a month or two till they get caught back up with their own money. you may have to foot his first few paychecks yourself...instead of the company...you being the owner and having the ONLY initial start-up capitol. Through out the years we've had about 15 guys working at any given time. I suck at the hiring process still any one have some good interview questions...ways to verify experience. I was thinking about starting EVERYONE at $8.25 with a 2-5% performance raise at 90 day, 120 days, and then annually after that. That way they show they are interested in this industry and have experience....keeping in mind they are ONLY going to be doing one maybe 2 things completely supervised. Trimming and Edging...you think that merits more $ initially. You do nothing but hold it and walk. With that raise structure they get rewarded more the faster and more proficiently they learn it. Then once I know that they KNOW how and what to do without being supervised and can handle everything with confidence then and ONLY then unless they have proof that they have worked in the industry for how every many years ...perhaps old pay stubs or check with previous employers listed on an application I dont know for sure. I definitely dont take their word for it as it usually kills the time for me having to deal with an upset client then reprimand the employee, then train him, and you have to go through the whole trust thing all over again.