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In June 2025, TreeBuzz user @southsoundtree from Olympia, Washington, posed a thoughtful question to the forum: “How do you help someone adjust to a new style of work, and how do you adjust pay, when hiring a climber or employee from out of your area?” The post outlined a common challenge for tree care companies: A climber who is competent in one region may struggle when confronted with different species, terrain or work practices after relocating. @southsoundtree laid out a detailed inventory of what he considers top-tier climbing competence, from consistently placing long, accurate throwline shots and executing complex rigging to handling crane-assisted removals, managing long horizontal limbs over structures and reading strain, decay and failure risk in barber-chair-prone species. The question posed was not whether those skills deserve premium compensation – of course they do – but rather how to value them when a climber lacks familiarity with local trees and diagnostic cues. The topic sparked a wide-ranging discussion that continued through August 2025.

The learning curve
Many contributors focused first on compensation and expectations.
@RyanCafferky of Hood River, Oregon, suggested paying an out-of-area hire at the standard local rate for someone with comparable experience, acknowledging that a learning curve is inevitable when joining a new crew.

@SerfLife, posting from Maine, pushed back on the underlying idea of lowering wages simply because a climber is new to the region, noting that transferable skills can still make a climber productive and valuable in the right situations.

@ATH from Findlay, Ohio, echoed that sentiment, observing that if a climber is fundamentally solid, the adjustment period is often short, and that safety, attitude and care for equipment matter as much as immediate familiarity with local techniques.

Other responses emphasized the importance of distinguishing between regional differences and company-
specific workflows. @Matias, posting from Butte County in California, argued that core climbing skills such as cutting and rope work translate across regions, and mentorship from experienced local climbers can accelerate adaptation for transplants. @colb of Florida suggested that perceived skill gaps may sometimes reflect differences in workflow rather than ability, encouraging employers to evaluate whether challenges stem from technique or from learning how a particular company operates.

@Neill from Michigan recommended using a working interview or trial day to observe how a climber performs under local conditions before finalizing pay.

Compensation beyond pay
@Southsoundtree emphasized a consistent approach to compensation: “I’ve always paid at least as much, generally more, than anyone has earned previously or paid more than they asked for at time of interview.” The point, he explained, was not generosity for its own sake, but the belief that crew members who had demonstrated skill and growth were worth investing in.

Adding the important issue of crew retention to the discussion prompted additional perspectives. @evo from Washington responded by broadening the definition of compensation beyond hourly pay, describing wage structures that pair higher starting rates with longer-term investment. His approach included discounted equipment purchases for crew members, support for certifications and continuing education and clear pathways for advancement as both skill and local familiarity increase.

Others emphasized the inevitability of acclimation. @MickDempsey!, posting all the way from Ireland, reminded everyone that even experienced climbers need time to adjust, adding that “Trees are trees – they’ll soon pick up the local skinny.” The comment underscored a recurring theme in the discussion; while elite technical skill carries real value, adaptation to local conditions is part of the job, not a disqualifier.

Conclusion
Taken together, the TreeBuzz discussion revealed a pragmatic consensus. Pay should reflect experience while allowing room for adjustment during onboarding. Strong foundational skills tend to translate across regions, but acclimation to local species, workflows and safety expectations takes time. Trial periods can help assess fit, and when it comes to long-term fit, communication, attitude and attention to safety often carry as much weight as technical ability.

This article is based on an original TreeBuzz discussion thread in the Big Business forum. It was chosen and compiled by TCIA staff due to its particular relevance to the tree care industry.