Pest Control

A spring hiring surge, route-based pay plans, and technician turnover that never fully stops. We have 25+ years inside this industry.

What the season does to your HR

The surge hires faster than onboarding can run

Sixty days of volume hiring against a process built for one hire at a time. Paperwork, licensing and training all fall behind in the same week.

Turnover gets treated as a cost of doing business

It is usually a first-90-days problem instead: unclear expectations, no structured training, and a route handed over before the technician was ready to hold it.

Licensing and recertification live in someone's head

Applicator licences, state CEUs and renewal dates spread across a spreadsheet, a wall calendar and a memory. Any one of the three can lapse quietly.

Route and production pay collide with overtime rules

Stop counts, production pay and commissions computed without reworking the regular rate, every pay period, all season long.

Seasonal sales brings its own exposure

Housing, travel, recruiting practice and pay for door-to-door and seasonal sales crews are a separate compliance problem from the service side, and they are usually treated as the same one.

What we put in place

Built for a business whose headcount doubles in spring. The process has to hold at ten hires a week, not just at one.

  • Surge-capable onboarding that runs the same at ten hires in a week as at one.
  • Structured first-90-days training, because that is where your turnover is decided.
  • Licence and CEU tracking with renewal dates owned by a system, not a person.
  • Route and production pay plans checked against the overtime rules.
  • Technician levelling and job descriptions that make a career path visible.
  • Seasonal and sales-crew policy written separately and deliberately.
  • Pesticide handling and safety documentation that survives an audit.
  • Recruiting support ahead of the season, sized to the number of routes.

See the packages and pricing

Find out where you're exposed.

Thirty minutes, no pitch. We review how you hire, pay, document, and manage people today, and you keep the findings whether or not we work together.

Start with the diagnostic.

A few questions about your team and how you run it. You get a written risk read-out at the end.

Take the HR diagnostic

Rather talk it through? Book a call