How to Recruit Employees for Reliable Field Teams

Finding and keeping dependable employees is one of the toughest challenges in field-based industries like landscaping, snow removal, and construction. From high turnover to interview no-shows and shrinking labor pools, the pressure on hiring managers and business owners continues to grow.

That’s why Justin White of JW Group invited Team Engine CEO Carlos del Pozo to join a recent Disruptors Live session. Together with a group of industry leaders, they discussed recruiting strategies, onboarding, and communication strategies that help build stronger, more stable teams. Below are some takeaways from the talk.

1. Rethink Your Sourcing Strategy: Online, Offline, and Everything In Between

Carlos opened the conversation by outlining four “buckets” of recruiting that every field-based business should consider:

• Active online job seekers (e.g., Indeed, ZipRecruiter)
• Passive online prospects (e.g., Facebook, LinkedIn)
• Offline applicants (e.g., referrals, in-person inquiries)
• Passive offline reach (e.g., truck magnets, community events)

Indeed came up repeatedly in the discussion as the most important (and finicky) platform to manage. Carlos emphasized the need for complete, accurate, and applicant-friendly listings to avoid being penalized by Indeed’s algorithm.

Carlos likened it to SEO for job posts: “Indeed wants as much information as possible (pay, benefits, detailed job description) and will bury you in search results if you skip those details or include anything misleading.”

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2. Prioritize Speed to Lead (Because Job Seekers Won’t Wait)

Once a candidate applies, the clock starts ticking. Justin pointed out that many applicants submit to dozens of companies at once. Carlos emphasized that being the first to reply often determines whether you get the interview at all.

Carlos also explained how automated texting through Team Engine helps ensure fast replies, especially when managers are juggling other responsibilities: “The best companies think of recruiting like sales; response time is everything.”

One tip that resonated with the group: use a simple automated message to ask new applicants, “What interested you about our company?” If they don’t reply, they’re likely not serious.

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3. Use Texting to Reach Candidates and Employees

Carlos stressed the importance of accessibility. While smartphone adoption has increased, many field workers still struggle with mobile apps or email. That’s why Team Engine uses text messaging and WhatsApp instead of requiring a login or app download.

“Texting works across the board: applicants, crew leads, Spanish speakers, H-2B workers. It meets people where they are, without adding friction,” Carlos explained.

And because everything is centralized, you don’t have to worry about messages being stuck on someone’s personal device or inbox. It keeps the hiring process transparent and collaborative across teams.

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4. Don’t Let Communication Die After Day One

Hiring isn’t the end of the process; it’s just the beginning. Justin shared how new hires sometimes show up with no idea who to ask for, what door to enter, or even whether they need to pack a lunch. That first impression can make or break your retention.

Carlos recommended building a repeatable 90-day retention playbook:

• Set clear expectations and make personal introductions on Day 1
• Schedule check-ins and ask for feedback at 7, 30, 60, and 90 days
• Automate reminders for supervisors and HR
• Ask for referrals around the 30-day mark, when employees are still in the honeymoon phase

“The companies that get this right are the ones that retain the right people longer,” Carlos said. “And with Team Engine, you can automate a lot of this so nothing falls through the cracks.”

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5. Support and Engage Your Field Team (Without Requiring an App)

Team Engine’s post-hire communication tools were another highlight of the conversation. Carlos explained how the same SMS system used for recruiting is also used to support employees once they’re on board.

The tool allows companies to:

• Send announcements or safety reminders via text
• Celebrate birthdays and work anniversaries automatically
• Collect feedback and safety concerns from the field
• Enable two-way messaging, even across language barriers

Carlos noted that Team Engine even works with WhatsApp for H-2B workers or international phone numbers.

Justin summed it up well: “When employees feel like someone in the office has their back, they’re more likely to stay.”

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It All Comes Down to Systems

Whether you’re hiring five people a year or 100, it’s clear from this conversation that you need systems: systems to source candidates, systems to communicate effectively, and systems to support new hires through their first 90 days.

The most successful companies on the call weren’t the ones with the biggest teams or biggest budgets; they were the ones with the most intentional approach.

“If you’re doing this stuff manually (or worse, inconsistently) it’s time to think about automation,” Carlos said. “That’s what makes it scalable.”

Want to see how Team Engine can help you hire faster, communicate better, and retain your best employees longer? Sign up for a demo to try it risk-free.