Landscaping and grounds work runs on early starts, heavy gear, and crews that hold together when the day gets long. That is a hard combination to staff. You need people who show up before the sun. People who can run a skid-steer one hour and lead a four-person crew the next. People who do not quit in July.

Veterans fit that work better than almost any group you can hire. The military runs on early formations, equipment discipline, and small-unit leadership. A lot of veterans operated heavy machines, ran ground crews, and held safety standards under real pressure. They bring that to a grounds company on day one.

This guide is for landscaping and grounds-maintenance owners, ops managers, and the people who recruit for them. It covers why veterans fit the work, which military jobs map to your roles, how to spot crew-lead potential, where to find these candidates, how to write the job post, how to interview, and how to keep them through the slow season. The goal is simple. Hire steady people who run your equipment and lead your crews.

Why Do Veterans Fit Landscaping and Grounds Work?

Grounds work asks for a specific kind of person. Not just hands. Someone who treats the job like it matters and the gear like it costs money. Veterans are trained that way for years.

Start with the early hours. Landscaping crews roll out at dawn to beat the heat. Military life starts earlier than that. A veteran who stood morning formation for six years does not struggle with a 6 a.m. yard time. Showing up early and ready is not a stretch. It is just Tuesday.

Then there is the equipment. Mowers, skid-steers, tractors, trenchers, chippers. These are not toys. They break, they cost a lot, and they hurt people when run wrong. The military hands young troops machines worth far more than a mower fleet and holds them to a maintenance standard. Veterans know how to operate gear, check it, and care for it so it lasts.

Safety is the third piece. A grounds crew works around blades, blowers, traffic, and chemicals all day. One careless move ends in an ER visit. The military builds a safety culture into everything. Pre-task checks. Watch your buddy. Slow down when it counts. That mindset keeps your crew whole and your insurance rate down.

Which Military Jobs Map to Landscaping and Grounds Roles?

You are not hiring a job title. You are hiring skills. A lot of military jobs build the exact skills a grounds company needs. Here is where to look.

Equipment operators. The military trains people to run bulldozers, graders, loaders, and dump trucks. That is the same muscle memory your skid-steer and tractor work needs. The Army calls them Horizontal Construction Engineers. The Marines call them Engineer Equipment Operators. The Navy Seabees call them Equipment Operators. Look at the Army's Horizontal Construction Engineer career path and the Marine Corps Engineer Equipment Operator path to see how directly this work transfers.

Combat engineers and Seabees. These troops clear ground, build sites, and run earth-moving gear in tough spots. Grading a lot, laying drainage, and shaping terrain is normal work for them. The Navy Equipment Operator (Seabee) background is one of the cleanest fits for grounds and hardscape crews you will find.

Vehicle and equipment mechanics. Your fleet goes down, your crews stop. A veteran mechanic keeps the iron running. The Army's Construction Equipment Repairer role trains people to fix the exact kind of heavy gear a grounds company runs. Air Force Pavements and Construction Equipment troops do the same.

Motor transport and logistics. Someone has to load the trailers, route the trucks, and stage the day. Motor-T and supply veterans plan and move things for a living. That keeps your crews on jobsites instead of stuck in the yard.

Job codes are a starting point, not a wall. A veteran with the right drive can pick up grounds skills fast even without a direct match. Read the work history, not just the code. For more on how military jobs translate to field work, see our guide on recruiting veterans for skilled trades and field operations.

Can a Veteran Lead a Crew, Not Just Fill One?

This is where most grounds companies leave money on the table. They see a veteran and picture an hourly laborer. That sells the candidate short and costs you a crew lead you badly need.

Here is what the military actually produces. A sergeant with six years in has led people, owned equipment, and answered for results. They have run a small team through a long day, kept everyone safe, and finished the mission. That is a crew foreman. You are not training that skill. They already have it.

Crew leadership is the hardest role to fill in grounds work. You can find people to push a mower. Finding someone who can run a crew, talk to a client, and bring the truck back without a dent is rare. Veterans who held a leadership billet do all three. Hire them into the lead seat or a clear path to it, and they stay.

The pay supports this too. A grounds crew laborer earns near the median of $18.50 an hour, by BLS data. A first-line supervisor of landscaping crews earns an average of about $61,000 a year. That is a real career step, not a dead end. Veterans want that path. Show it to them. For more on this trap, read why you should stop assuming veterans only fit hourly roles.

Where Do You Find Veteran Candidates for Grounds Work?

You will not find these people by posting once and waiting. Grounds work fights for labor against every other trade. You have to reach out, not just put up a sign.

Start local. Most military bases have a transition office that helps service members find civilian work. Call yours. Veterans Service Organizations like the VFW and American Legion have posts in most towns and members who know who is looking. Community college veteran services offices are full of people earning a credential while they job-hunt.

Use the federal side too. The Department of Labor runs employer help through its Veterans' Employment and Training Service, including state job-center contacts who connect employers with veteran job-seekers at no cost. That is a free pipeline most grounds companies never tap.

The fastest path is a database where the veterans already wrote out their skills in plain words. That is what BMR built. More than 1,000 new veteran profiles get added every month, and over 60,000 resumes have been built on the platform. You can search for equipment operators and crew leaders instead of waiting for them to find your sign. Other industries use the same approach. See how it works for construction roles and agriculture and agribusiness, both of which lean on the same equipment and crew skills.

How Do You Write a Job Post That Pulls Veterans In?

A bad job post repels the very people you want. Most grounds-company posts are a wall of duties and a wage range. A veteran scrolling past sees nothing that says "this is for you."

Name the real work in plain words. Say "run a skid-steer and a 60-inch mower." Say "lead a three-person crew." Say "early start, 6 a.m. yard time." Veterans respect a job that tells the truth about the day. They have done hard work before. They are not scared off by it.

Skip the corporate fluff. Drop "synergy," "dynamic environment," and "rockstar." That language reads fake to someone who spent years where words meant something. Write like you talk on the jobsite.

Add one line that says veterans are welcome and their gear and leadership skills count. That small signal goes a long way. For the full playbook, read our guide on how to write a job description that attracts veterans.

How Do You Interview and Evaluate a Veteran for Grounds Work?

A veteran's resume may read in military terms. Your job in the interview is to pull out what the work actually was. Ask plain questions and let them translate.

Ask what equipment they ran and how big it was. A person who operated a bulldozer will run your skid-steer in an afternoon. Ask how many people they led and for how long. That tells you if they are a crew lead. Ask about the longest, hardest stretch of work they pushed through. That tells you about the seasonal surge.

One more thing. A discharge document confirms service. It will not show you what a candidate can do on a jobsite. Skip asking for a DD-214 up front to size up skills. Read their work history and ask about it. Verify service later if your hiring process needs it.

How Do You Keep a Veteran Hire Through the Off-Season?

Grounds work has a slow season, and that is when good hires walk. You spent peak season training them. Then winter hits, hours drop, and they take a steady job somewhere else. Plan for that or you start over every spring.

Veterans value a straight answer. Tell them up front how the off-season works at your company. If you cut hours, say so and say how you bring people back. If you keep crews on for snow removal, equipment repair, or shop work, name that work in the interview. A clear plan beats a vague promise every time.

Training and credentials help too. A veteran who earns a pesticide applicator license or an equipment certification on your dime is more likely to stay and worth more when they do. Many veterans can use education benefits to fund a related credential. An apprenticeship setup keeps them learning and rooted. See our guide on apprenticeship pathways to hire veterans for trades for how to build that.

Start Hiring Veteran Crew Leaders and Operators

Grounds companies fight for labor all year. Veterans solve that fight better than most. They run your equipment, lead your crews, hold your safety standard, and grind through peak season. The catch is finding them before someone else does.

BMR keeps a growing pool of veteran candidates who have already laid out their skills in plain civilian words. More than 1,000 new profiles get added every month. Over 60,000 resumes have been built on the platform. You can search by skill and reach equipment operators and crew leads directly instead of waiting on a job board.

If you want steady people who show up early and run the iron, reach out to access BMR's veteran talent pool. The people who fit grounds work best are already there.