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“Best sources of employees?” That was the question posed by @southsoundtree from Olympia, Washington, on TreeBuzz on Oct. 9, 2025. The responses that followed reveal how difficult – and how creative – hiring has become for tree care companies across the U.S.

While there was no single consensus answer, the discussion surfaced several consistent themes and a number of overlooked opportunities.

Word of mouth still leads the way
Several members noted that referrals and personal networks remain their primary hiring source. “Referrals, word of mouth,” wrote @Chris Schultz from Minturn, Colorado, capturing a familiar refrain in the industry.

That approach works best when companies already have strong teams in place – and when hiring is treated as an ongoing priority. As @Bendroctanus from Springfield, Missouri, noted, “By the time you need someone, it’s already too late.” For many employers, relying on referrals alone is no longer enough. “If I had a great answer for you, I would let you know,” wrote @Reach from Atglen, Pennsylvania. “I am trying to find some myself at the moment, and getting nowhere.”

Job-posting platforms would seem like the most obvious next step, but they drew skepticism from several members. “Anybody ever try and have success with ZipRecruiter/Monster/GetJob/Career Builder/Indeed?” asked @ATH from Findlay, Ohio, before sharing his own experience. “I looked at ZipRecruiter. Their model seems backwards. Even to post a single job, you pay per month … I don’t want just anybody – ever hear the phrase ‘hire slow, fire fast?’ – so I don’t want the process rushed.”

@Reach was even more direct in his assessment. “I have tried all of those over the years, and have never once found a reliable, decent candidate,” he wrote. “In my experience, people in the tree industry do not use websites like that.”

Tapping nontraditional talent pools
Several TreeBuzz members shared successes they’ve had by looking beyond typical job boards and traditional hiring channels.

Military veterans were one such group. “I’ve had pretty good luck with guys out of the military,” wrote @flushcut from Delavan, Wisconsin. It was noted that veterans often bring discipline, teamwork and physical resilience – traits well suited to tree work.

Others pointed to retirees as another overlooked option. “I’m having good luck with people that are already retired,” wrote @VenasNursery from Michigan. While retirees may not be interested in full-time field roles, they can be strong candidates for part-time, seasonal or support positions.

Outdoor recreation communities also surfaced as a promising source of talent, particularly for physically demanding roles. “I’ve had decent luck with ski patrollers,” wrote @Chris Schultz. “They have medical knowledge, a basic knowledge in high-angle rescue (translates well into rigging, etc.), and a grit for working in the elements.” He added that raft guides often bring similar skills, including rope handling, situational awareness and comfort working outdoors. “It’s tough out there,” he wrote. “You gotta gamble sometimes.”

Climbing communities came up repeatedly in the discussion. @joshuarov from Olympia, Washington, shared how he was recruited early in his career. “I was ‘found’ by my first employer by way of an ad on a rock-climbing gym cork board.” He added that segments of the climbing and outdoor community often have “the right disposition for tree work.”

Not every community has a climbing gym, but some members suggested thinking more broadly about where physically capable, motivated people already spend time. “I’ve also had luck posting at a regular gym,” wrote @SouthwestArbor from Arizona, noting that people committed to fitness often adapt well to the physical demands of tree work.

Seasonal wildfire crews were another group worth considering. “Fire season is coming to a close,” wrote @TreeVB from Boise, Idaho, suggesting employers reach out to wildfire outfits as crews wrap up for the year. Firefighters often bring experience working in demanding outdoor conditions and on tight-knit teams.

Desperately seeking groundies
Many posters emphasized that ground workers – not climbers – are the hardest roles to fill. “I need ground workers more than anything,” wrote @southsoundtree, who started the thread.

That challenge is compounded when ground positions are framed as short-term or low-wage roles. Several contributors noted that underpaying leads to high turnover. “Cheap labor is way too expensive,” wrote @Reach, pointing to the hidden costs of constant rehiring and retraining.

@Bendroctanus echoed this point. “It’s hard to start somebody in tree work – as an old logger that I worked with used to say, ‘the hardest job in the world’ – at minimum wage or close to it, when Taco Bell is starting people at $17/hr.”

Some businesses are responding by raising wages, offering bonuses or experimenting with four-day workweeks to attract more committed candidates.

What’s missing: Clear pipelines After @Tom Dunlap from Minneapolis asked whether vocational or green-industry programs still exist, the thread touched on the lack of formal entry points into tree care.

“I wish there was, unfortunately there aren’t anymore,” wrote @Reach. “Several local colleges had them, but they’re gone now. The state prison system here had a tree care training program and a horticultural program, but those are both gone here too.”

In the absence of those programs, some employers described creating their own pathways. @pcpTR33 from Flint, Michigan, shared an approach designed to mirror the role vocational training once played. “An option we started doing a couple years ago was going to the regional high school trade schools and doing a demo, having the kids interested ascend a little bit and bring awareness to the industry,” he wrote, adding that the goal was to present tree care “as a skilled trade, not just Bobby with a chainsaw.”

With fewer formal pathways into arboriculture, employers often are recruiting from outside the industry or training new hires from scratch.

Conclusion
This TreeBuzz discussion shows that hiring in tree care has become more complex and more competitive. While referrals still matter, many employers are supplementing them by looking beyond traditional job boards, adjusting pay and schedules and developing their own training approaches. At the same time, broader workforce shifts and the loss of formal entry points continue to shrink the pool of experienced workers. The thread suggests that successful hiring now depends on early planning, realistic compensation and a willingness to invest in new workers, rather than relying on a single source or short-term fix.

This article is based on an original Tree-Buzz discussion thread in the Big Business forum. It was chosen and compiled by TCIA staff for its relevance to this issue’s focus on workforce development.