How to overcome the pest control talent challenge

Key Takeaways

• To find new talent, PMPs must recruit beyond the usual suspects and look to related industries like HVAC, construction, landscaping, and hospitality.
• Frame the position as a “career,” not a “job.” Show candidates a clear path for advancement from their first interview.
• Use “stay interviews” with current employees to understand why they remain, rather than only using “exit interviews” to learn why they leave.
• “Sell the industry’s story” by focusing on purpose, public health impact, and career stability, not just the paycheck.

Across the country, pest management companies are facing a familiar issue: It’s becoming harder to find and keep the right people. Whether it’s skilled technicians, field specialists or future leaders, the demand for talent continues to outpace supply. Many cite the same root causes: retiring workers, limited public awareness of the industry and strong competition from other trades.

Recruitment starts with reach

Too many job postings speak only to those already in pest management. That narrows the field. Other sectors, like turf care, hygiene, logistics or heating, ventilation and air-conditioning (HVAC), often employ people with the skills, mindset and regulatory awareness who can transfer smoothly into pest control roles. They just need to see the opportunity.

Some employers are widening the net by offering referral bonuses not just for experienced pest management professionals (PMPs), but also for candidates from related fields like landscaping or facility management. This can open up a more diverse and qualified pipeline, while giving existing team members a sense of ownership in the hiring process. Job boards alone won’t solve this. Reaching new talent takes the use of outreach, targeted messaging and industry-specific platforms or recruitment agencies that understand the nuances of the professional pest control industry.

Show the career path

Many people still view pest management as a job, not a longterm career. That perception is holding the industry back. There’s a real story to tell: A field technician today could be leading a team in an operational capacity, managing commercial accounts, or even starting their own branch within a few years. Career mobility is built into this industry, especially for those who seek training, licensing and on-the-job development.

Some employers are mapping clear advancement tracks and supporting them with cross-training. Technicians are shifting into biologist, sales, logistics or operational roles, to name but a few. And because the industry itself is growing, so are the opportunities. Make retention a priority Recruitment gets the attention, but retention makes the real difference. High-performing companies are taking steps to listen more actively. “Stay interviews” is a good example. Unlike exit interviews, these check in with team members while they’re still engaged to understand what keeps them motivated and what might pull them away. These conversations help managers act early, adapt roles or adjust support before turnover becomes a problem.

They’re becoming more common across service industries, and pest management is catching on. Done well, they build trust, improve culture and inform better leadership decisions.

Sell the industry’s story

What attracts the next generation isn’t just a paycheck; it’s purpose, impact and variety. Pest management ticks all three boxes:
▶ The work protects homes,
businesses and public health.
▶ The days are rarely repetitive,
with new clients, different pests
and new environments.
▶ It’s a trade that combines
science, problem-solving and
community service.
▶ At an estimated $27 billion
(2025 market value), the global
pest management industry offers
stability and growth.

This information needs to be front and center in outreach, onboarding and retention conversations. Whether through ride-alongs, social media, school visits or internal culture, employers who highlight the excitement and importance of the work will stand out.

Looking ahead

The talent gap isn’t going away on its own, but the industry has the tools to tackle it using:
▶ Broader, smarter recruiting
▶ Industry-specific talent platforms
and recruitment agencies
▶ Clearer career pathways
▶ Honest employee feedback
▶ Messaging that reflects the true
value of the work

The future of pest management depends on who we bring in next and how we help them grow.