Welcome to The Landscaping Growth Focus Finder
Full Name
*
Company Name
*
Email
*
Phone
*
The first 10 questions are very detailed, because they assess all specific growth drivers. Keep going to unlock your full growth opportunity.
1/15 Which lead generation systems are actively working for your business? (Select all that apply)
*
Local SEO - Rank top 3 in Google Map Pack, 100+ reviews, service pages for every city/service combo
Referral system - Scripts for asking, automated email/SMS follow-ups, cash/gift incentives, tracking
Partner network - Active agreements with realtors, property managers, or trade partners sending monthly leads
Daily social video - Short videos daily (progress, tips, testimonials, promos) on Instagram/Facebook/TikTok
Job site marketing - Professional signs on every job, branded trucks, door hangers to surrounding homes
Email automation - Monthly campaigns with seasonal tips/offers, segmented by customer type
Google Ads - Local Services Ads ("Google Guaranteed") + geo-targeted Search Ads with conversion tracking
Direct mail - Oversized postcards to target zip codes 3-4x/year with trackable numbers
Strategic networking - Chamber, home shows, or commercial property decision-maker relationships
None - We rely on word-of-mouth and don't have documented lead gen systems
2/15 Which trust-building assets do you have in place to convert warm leads? (Select all that apply)
*
Professional website - Fast-loading, mobile-optimized, clear CTAs, service descriptions with pricing guidance
Before/after portfolio - 50+ high-quality project photos organized by service type and property style
Video testimonials - Customer reviews on camera discussing results, process, and why they chose you
Google Business optimization - Claimed profile, 100+ reviews, weekly posts, Q&A section filled out
Case studies - Detailed project breakdowns with problem/solution/results and client quotes
Trust badges - Industry certifications, insurance proof, "Google Guaranteed," warranty information
Live chat or instant response - Chatbot or 24/7 answering service so leads never go to voicemail
Clear service menu - Published service packages with scope and price ranges (not just "call for quote")
Awards/recognition - Local "Best of" awards, industry recognition, or featured media coverage
None - We have a basic online presence but no strategic trust-building assets
3/15 Do you have a system to create and sell seasonal offers throughout the year?
*
Yes, fully systematized - We have a 12-month offer calendar (spring cleanup, summer maintenance, fall prep, holiday lighting, etc.), pre-built marketing campaigns, and automated email/SMS sequences to promote each offer
Partially - We offer some seasonal services but don't proactively market them or have campaigns ready to deploy
Ad-hoc only - We occasionally mention seasonal services when clients ask, but no structured offers
No - We only do our core services and revenue drops significantly in off-season
4/15 Which sales tools and processes do you have documented and trained? (Select all that apply)
*
Discovery script - Structured questions to uncover needs, budget, timeline, and decision-making process
Presentation template - Standardized proposal format with project scope, timeline, pricing, terms
Objection handling playbook - Documented responses to "too expensive," "need to think about it," "got cheaper quotes"
Upsell process - System to identify and offer premium services, add-ons, or multi-year contracts
Follow-up sequence - 5-7 touch cadence (email, call, text) for quotes that haven't closed yet
Closing scripts - Proven language for asking for the sale and handling final hesitations
CRM with pipeline tracking - Software tracking every lead from inquiry to close with conversion metrics
Proposal software - Digital proposals with e-signature, payment options, and automatic follow-ups
Sales training program - Regular role-playing and training for anyone who talks to prospects
None - Every salesperson does it their own way with no documented process
5/15 How systematic is your approach to generating referrals?
*
Fully engineered - We have documented scripts, ask 3x per client (after install, first service, annual review), offer $100-500 incentives, automate requests via email/SMS, and track referral sources in CRM
Somewhat structured - We ask for referrals sometimes and offer occasional incentives, but it's not automated or tracked
Informal only - We mention referrals casually or rely on clients to volunteer them without asking
No system - We get referrals occasionally but have no proactive process
6/15 Which hiring channels and partnerships do you actively use? (Select all that apply)
*
Trade school partnerships - Active relationships with local vocational schools, horticulture programs, or landscaping academies
Staffing agencies - Established relationships with agencies specializing in skilled trades or seasonal labor
Online job platforms - Active profiles on Indeed, ZipRecruiter, or industry-specific boards with optimized listings
Employee referral program - Cash bonuses ($500-1,000) for crew members who bring quality hires who stay 90+ days
Social media recruiting - Regular "now hiring" posts on Facebook/Instagram with employee testimonials
Community outreach - Partnerships with veteran programs, re-entry programs, or immigrant support organizations
Always-on pipeline - We collect applications year-round (not just when desperate) and maintain candidate database
H-2B visa program - We use seasonal worker visas for reliable, returning crew members
Branded recruiting materials - Professional "join our team" content showing culture, pay, benefits, career path
None - We post on Craigslist/Facebook when desperate and hire whoever responds
7/15 Which hiring components do you have documented and consistently use? (Select all that apply)
*
Written job descriptions - Clear role expectations, physical requirements, pay range, and growth opportunities for each position
Structured interview questions - Standardized questions testing work ethic, reliability, problem-solving, and culture fit
Skills assessment - Practical tests (equipment operation, plant ID, measurement accuracy) before hiring
Background checks - Criminal background, driving record, and reference checks for every candidate
Trial day/paid working interview - Candidates work 1-2 days paid to see actual performance before full hire
Culture fit evaluation - Assessment of whether candidate aligns with company values and team dynamics
Compensation structure - Clear pay bands by role/experience with documented path to raises and bonuses
Benefits package - Health insurance, PTO, retirement, or other benefits communicated during hiring
Hiring scorecard - Standardized rating system so all candidates are evaluated on same criteria
None - We interview informally and hire based on gut feel
8/15 Which onboarding and retention practices do you have in place? (Select all that apply)
*
First week plan - Structured schedule covering safety training, equipment orientation, company policies, and role expectations
Buddy system - New hires paired with experienced crew member as mentor for first 30 days
Safety certification - OSHA training, equipment safety, heat illness prevention completed within first week
90-day check-ins - Formal reviews at 30/60/90 days to address concerns and reinforce what's working
Career path document - Written progression showing how crew member can advance to crew leader, foreman, manager
Performance incentives - Bonuses for safety record, customer reviews, job completion speed, or crew referrals
Recognition program - Monthly "crew member spotlight," anniversary gifts, birthday acknowledgments, family event invites
Year-round employment strategy - Winter services (snow, holiday lights) or off-season training/equipment maintenance to retain key people
Exit interviews - Structured conversations with departing employees to identify retention issues
None - New hires learn on the job from other crew members with no formal onboarding
9/15 Which key processes do you have documented with step-by-step standard operating procedures (SOPs)? (Select all that apply)
*
Estimating/bidding - Standardized process for site measurement, cost calculation, pricing markup, and proposal creation
Job setup - Checklist for equipment loading, safety briefing, site arrival protocol, customer introduction
Quality control - Photo documentation requirements, final walkthrough checklist, customer sign-off process
Customer communication - Scripts for job start notifications, delay updates, completion calls, and follow-up requests
Equipment maintenance - Scheduled maintenance logs, pre-shift inspection checklists, repair authorization process
Crew leadership - Daily huddle format, job assignment process, problem escalation protocol
Material ordering - Supplier relationships, ordering schedule, inventory tracking, waste reduction targets
Emergency procedures - Injury response, equipment damage, customer complaints, weather delays
Seasonal transitions - End-of-season equipment storage, spring startup, crew scheduling for peak/off-peak
None - Most processes are in my head or vary depending on who's working
10/15 Which tools/AI are you using to automate and optimize operations? (Select all that apply)
*
CRM with automation - Lead tracking, automated follow-ups, pipeline reporting, won/lost analysis
AI ad creation - Tools that generate ad copy, images, or video variations and test performance automatically
Route optimization software - GPS-based scheduling that minimizes drive time and maximizes jobs per day
Automated call answering - AI receptionist or answering service that qualifies leads and books estimates 24/7
Proposal software - Digital estimates with e-signature, payment processing, and automatic reminder emails
Email/SMS automation - Drip campaigns, appointment reminders, review requests, seasonal offer promotions
Job costing software - Real-time tracking of labor hours, material costs, equipment use per job vs. estimate
Scheduling/dispatch - Calendar software syncing crew schedules, customer appointments, and equipment availability
Retargeting/remarketing - Pixel tracking on website visitors with automated ads following them across platforms
None - We use spreadsheets, phone calls, and manual processes for most operations
11/15 Which best describes your current revenue (annual)?
*
Less then $750K
$750K–$1.5M
$1.5M–$2.5M
$2.5M–$5M
Over $5M
12/15 What is your #1 business goal for the next 12 months?
*
Grow revenue 30-50% without burning out or working more hours
Improve profit margins by 5-10% and stop leaving money on the table
Fix hiring/retention and build reliable crews who stay long-term
Build systems so the business runs smoothly without me (owner) in daily operations
13/15 What are the biggest obstacles stoping you from hitting your goals? (Select all that apply)
*
Inconsistent lead flow - Some months are great, others are slow and unpredictable
Low close rates - We send lots of quotes but lose bids to cheaper competitors
Can't find/keep crew - High turnover, constant rehiring, or can't find qualified people
Stuck in operations - I'm bidding jobs, managing crews, and firefighting instead of growing the business
Seasonal cash flow swings - Revenue drops hard in off-season, creating financial stress
No documented systems - Everything depends on me being there; business can't run without me
Don't know marketing ROI - Spending money on marketing but can't track what actually works
Thin profit margins - Working hard but not making the money we should be
Slow to respond to leads - Takes days to send estimates; prospects move on to competitors
14/15 If you were going to invest in solving these problems, which approach fits you best?
*
Done-with-you program - Someone walks me step-by-step through implementing systems over 10-12 weeks
Do-it-yourself course - Give me the blueprint, I'll implement it myself at my own pace
Done-for-you service - Just handle my marketing, sales, and lead generation for me
1-on-1 consulting - I need personalized advice, accountability, and strategic guidance
Not sure yet - I just know I need help but haven't decided on approach
15/15 Is there anything else you'd like us to know about your business, timeline, budget, or specific challenges?