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Discussion Starter · #1 ·
I wanted to see what the perspective was on a certain position.
Heres the situation:

Say somebody was coming to your operation, or a large operation that has 3-4 crews including brick/stone work, installation and pruning crew. one crew is maintenance. You want to hire somebody to come in and totally run the maintenance side of the business including managing, getting new accounts and overseeing the whole maintenance side of the business so the boss doesnt even really have to deal with it. You also want that person to expand the mowing to 2 or 3 more crews over a few years. What would you offer somebody like this as starting salary to come in and start up 2 more crews and manage all 3 crews? Besides the yearly salary, would you give them any fringe benefits?
 

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Don't know if flat salary would be best for either side.
Where's the incentive for this person to perform, please don't say 'get this accomplished or your fired'. That's SOP.

You want this person to be OK with what they are getting paid to start, but you don't want them to be necessarily 'happy' about it.

Maybe a starting salary, for 6 months to a year, but that's a long time, might depend on how trained they are.
I'd think more on the lines of a percentage of sales, maybe percentage of profits, but too many things effect that.
Start with your already at this point in dollar sales volume, new guy gets 'x' to start and understands to get more, sales must be consistently increased. One time jobs are one thing, monthly service is another.
 

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I would offer them health insurance, paid vacation, paid cell phone (which is what I do now)

Salary all depends on the location though. Tell us about the geography area, the income level in the area, growth of the business, etc.
 

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$30 - 40, 000 salary plus commision plan based on sales and increased revenue. Bennies? Probably.
 

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Discussion Starter · #5 ·
ok guys....thanks for the inputs, keep more coming....i was thinking along those lines too rodfather. Im not looking to hire somebody, people are looking to hire me. I just finished college with a 2 year associates degree in Turfgrass science, and I currently have a few offers on the table, and I want to see where I stand and what im worth. Ive been doing landscaping since I was around 14 and have a side business of my own, but I dont feel like I want to go off on my own full time. I figure in 5 or 10 years if i dont like the way things are going, I can go full time at that point if need be. any more comments appreciated.
 

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I don't think I would get involved with such a small maintenance company unless it had a lot of potential, and the right type of clientelle / employees / rates / etc.

With such a small amount of their work force presently being driven by mowing, what is really so hard for them to say a couple years down the road that they want to get out of mowing because it doesn't make them any money? Not the same as a company running numerous crews already... they know they are going to be mowing for a while. Somebody who is just really starting to get into mowing may find that they don't like it enough from a $ standpoint / hassle standpoint, etc.
 

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if you are expected to run one crew, and then over time expand the business I would say start in the low $30s for CT with a degree. Health and dental is important, however it also costs the employer. So that benefit is worth $2000-5000 for an employer. In the green industry I would expect a cell phone as hours vary and much work occurs in the field as opposed to in an office. Most companies provide a work vehicle, although mine does not, however I receive a standard DOT mileage payment. So that would be important to negotiate.

As the job requirements/description increase I would expect more compensation. I would also get the agreement in writing, because I for one feel I have been underpaid for years and owners will promise many things to get you onboard, that never come true.

You also mentioned several aspects of business management, that I don't know I would mix.

SALES and CREW MANAGEMENT/PLANNING
In our company we have sales people, and then several levels of crew managers. some are in the field all the time completing the workload, while others are organizing the daily workload, aquiring the supplies, and keeping the maintenance equipment running.

At first one man may be able to complete all this, but if you have to sell new work, supervise existing jobs, and grow the business, I would hope that potential employer will offer you help or hire more people to help you.

will the company require you to?
Maintain mowers and small equipment
purchase new trucks and equipment
hire laborers
estimate jobs

does the current crew have an experienced leader or foreman? how many men are part of the crew? and how much training have they had? will you have to hold their hand or are they established enough that when the boss sits back you won't be tied up keeping them in line.
 

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Personally, if I were going to hire someone like that (to totally take over and expand our maintenance biz) I'd probably pay them a commission of total sales. The more accounts this person got for me, the more they'd make. I don't know what percentage it would be. We'd have to work that out. But I'd definitely make it incentive based. And I'd try to never change the deal on him. If he eventually got to making $7K per month in commissions - GREAT! That should mean that I am making a TON more than that! The biggest mistake most companies make with commissioned employees is that when the employee starts really doing well - they change the deal! That is VERY uninspiring. And there's no need for it.
 
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