Finding the right staff in horticulture is no small task. Whether you need experienced garden centre or nursery managers, landscape project leaders or seasonal teams to meet peak demand, the quality, timing, and fit of your hire can make or break your projects. One strategy more businesses are turning to is engaging a recruiter on a retainer basis. Below are the benefits of this approach—and why it might be the right move for your horticulture business.

What Does “Retained Recruitment” Mean?
A retained recruitment model means your business pays a recruiter (or recruitment agency) up front (or in stages) to dedicate time and resources exclusively to filling a particular role, rather than paying only when a hire is made (as in the contingency model). This means the recruiter commits to you, rather than juggling multiple clients for the same position.

Key Benefits for Horticulture Employers

1. Greater Access to Specialist Talent & Passive Candidates Horticulture roles often require specialised skills—plant science, propagation, sustainable practices, pest/disease management, hard landscaping, etc. Recruiters working on retainer are more able to engage “passive talent” (people not actively looking) and tap into networks that aren’t visible via advertisements alone. This can be especially important in rural or niche roles.
2. Tailored Search & Cultural Fit Because the recruiter is working closely with you over a longer period—and (often) more deeply—they can really understand your business: your culture, values, working environment, and long-term goals. That means better-matched candidates, not just people who tick some boxes. Cultural fit matters a lot in horticulture, where working conditions (outside, seasonal variation, and physically demanding tasks) and team dynamics are important.
3. Higher Quality, More Thorough Screening A retainer allows the recruiter to do more than just collect CVs. They can do background checks, reference checks, possibly some hands-on assessments, or verify certifications (e.g. for pesticide handling, plant health, etc.). This reduces risk of hiring someone who isn’t up to standard or who may not stick around.
4. Faster & More Efficient Hiring While retained searches often involve more upfront work, they can speed things up in the long run: fewer candidate “false starts”, quicker shortlist delivery, and more focused interviews. You avoid wasting time on large batches of unsuitable applicants. The dedicated recruiter is able to keep the process moving, knowing they have the responsibility (and the resources) to deliver.
5. Cost Predictability and Value for Investment The retainer model often involves staged payments tied to milestones: initial engagement, delivery of the shortlist, and final placement. This allows you to budget more predictably. Even though there is an upfront cost, the improved likelihood of doing the job right the first time (lower staff turnover, less re-hiring) often makes it more cost-effective.
6. Strategic Partnership & Long-Term Benefit Retained recruitment tends to build a longer-term relationship. Your recruiter becomes more than a vendor; they become a strategic partner who understands your ongoing staffing challenges (seasonality, skill gaps, landscape sector trends). Over time, this can be invaluable: faster response when a key role becomes vacant, better advice on salary benchmarking, and smoother onboarding.
7. Enhancing Employer Branding & Candidate Experience When you engage a recruiter on retainer, your vacant roles tend to be handled more professionally. Candidates experience more consistent communication, better feedback, and greater respect for their time. In horticulture, where word of mouth is strong (among project teams, seasonal workers, contractors), good candidate experience helps your reputation.

When is Retained Recruitment Especially Useful in Horticulture?

• For senior, technical, or hard-to-fill roles (e.g. head of production, specialist arborist, landscape architect).
• When the role is crucial to the business success (e.g. nursery operations, management roles, roles that affect quality, yield, or reputation).
• When confidentiality or discretion is needed—for example, replacing senior staff without disrupting operations.
• When you expect recurring hires or have ongoing staffing needs, the retainer model builds capacity over time.

Considerations & How to Make It Work
Of course, retained recruitment isn’t ideal for every single hire (some small or more temporary roles may suit a quicker contingency approach). To ensure success:

• Be clear about your requirements before you start: job description, key skills, cultural/soft-skill expectations.
• Agree on milestones and payment schedule with the recruiter.
• Maintain good communication and provide timely feedback on candidates.
• Ensure the recruiter has horticulture sector knowledge (plant biology, seasonal rhythms, regulatory issues) so that assessments are realistic.

For horticulture businesses that care deeply about getting the right people in the right places—roles that affect productivity, quality, and continuity—a retained recruiter offers many advantages: deeper searches, higher quality candidates, more predictable cost, and a partner invested in your success. In a sector where experience, skill, and fit matter just as much as credentials, working on a retainer basis may be one of the smartest investments you make in team growth.

To find out more about Horticulture.Jobs & HortiRecruit contact us on 087 9212044