truck driver

counter sales representative

department manager

associate

branch manager

SiteOne Landscape Supply

I had substantial experience in my field when I took this job, before I start.   
Starting with "The good"....  
The overall company is a good place to work.  They support armed services veterans which is a positive in my opinion and the company culture is supportive for the most part.   They provide good benefits, PTO and landscape material related discounts to their employees which is also a good thing.  They provide you with the equipment and training that is needed for you to be successful.
The not so good.... Like most jobs, their weakness is the management.   The manager I worked for was a monster.  He was a true Jekyll and Hyde.   The nicest person I've ever met one second and making you want to cry the next second.  Their expectations (for my position) are not at all reasonable in my opinion.  They have a strict formula they use to create the time frames they expect you to complete jobs.  Some times they are accurate, but mostly they are not.  They don't account for the tons of variables that go into a job that could make one project take longer than another.  
If you didn't finish them in the "expected timeline", the manager would jump your rack.  This is putting it lightly.   
They also have a very strict overtime policy, which is fine and good if you can  do the work in a 40 hour work week.  (for the most part)  For what I was doing,  I was consistently working 50 + hours a week to meet the demanding workload associated with the job.  Overtime had to be approved and my manager would accuse you of dragging your feet or being slow if you even attempted to consistently request overtime.  Because of this... myself and ALL of my co-workers would work well beyond 40 hours a week, while only getting paid for 40 hours for fear of retribution from the manager.   
Co-workers are extremely supportive for the most part and will assist you when needed.  Opportunity for advancement is good, maybe because of the high turnover in some "high stress" positions. 
Overall, I believe the company (as a whole) is a good place to work.   Like any job however... Your boss either inspires you to work hard or scares you into working hard.   Unfortunately, my situation was the ladder.
This is a global company and is continually growing by leaps and bounds.  This means good job security, but also means that expectations are extremely high to meet the demands of the stock holders.
If your up to the challenge... take the plunge.

First off. The customers and contractors are great! The work itself is very customer service heavy and product knowledge is important. Usually for new hires with no experience it takes about a 6 months to get comfortable with all the products (in winter usually  vendors come in to train and that is very helpful) Lots of estimating for projects and matching products. Overall the work itself can be fun and you make great connections in the industry.

However, there  is very little involvement from corporate or the regional managers and the communication from corporate doesn’t seem to make it to the floor staff with its original meaning or intention. Often times we would be told information policies and procedures were changing per corporate and have that procedure change several times over the following weeks. when corporate management did come in they would be confused as to why we were doing something or state that “that wasn’t what they meant”  

There is very little support from management in the office to the floor staff. Since SiteOnes acquisition of Pioneer Sand there has been a noticeable and steep decline in communication between management and floor staff. SiteOne is huge on Customers FIRST and the quality of service has really declined. Some procedures since the merger had changed particularly in our dispatch system for deliveries and material ordering. Deliveries were often being missed or extremely late and that caused a lot of upset with contractors with little support from management to explain or provide solutions to customers. We in the last year have been constantly running out of materials that would also further frustrate contractors and cause delays. 

To be honest SiteOne can be a great place to work and if you had asked me a little over a year ago I would say that it was a place you could make a good living and start a career but at least in the area I was it doesn’t seem possible anymore. I hope upper management talks to the staff honestly and makes changes as needed. 



A typical day at SiteOne is engaging and dynamic. My role involves roughly 60% travel and 40% working from home, which creates a great balance. Much of my time is spent training new managers on operational processes, helping them understand expectations and setting them up for success. No two days are the same, which keeps the work fresh and rewarding.
What I learned most so far is how a growing company continues to evolve while staying focused on people. It’s been genuinely fun being part of a growth-oriented organization that values learning, adaptability, and continuous improvement.
Management, like many large companies, is a mixed “buffet” of styles and personalities. Overall, I find leadership to be mostly engaging and people-focused, with a clear desire to support teams and drive results.
The workplace culture is very strong, with a solid work-life balance that is truly respected. There is a “whatever it takes” mentality, but in a positive way—teams step up to support one another without sacrificing long-term well-being.
The hardest part of the job is providing feedback when it was clear that some managers were not receiving proper development or direction from their own leaders. Those moments can be challenging, especially when you see potential that isn’t being fully supported.
The most enjoyable part of the job is interacting with people who are hungry to learn and grow. Working with motivated individuals who want to improve themselves and their teams made the role highly fulfilling.
Overall, SiteOne is a great place to work if you value growth, collaboration, and making a meaningful impact on people and the business.

I interviewed for a Director-level sales learning/enablement role. Early conversations were positive and the process moved quickly. The role was described as focused on building capability, improving sales execution, supporting organic growth, and addressing customer loss.

The experience changed significantly in the later-stage interview with senior sales leadership. The conversation felt less like an interview and more like a cross-examination. I was interrupted throughout many of my responses and faced multiple rapid-fire, interrogation-style questions rather than an inquisitive discussion about how I would solve the business problem. The tone felt skeptical and adversarial, not collaborative.

What was especially frustrating is that the company advanced me through several rounds before ultimately deciding they wanted someone whose experience more directly matched their environment. That may be a valid preference, but it should have been clarified earlier rather than after multiple senior conversations.

After the final interviews, communication slowed noticeably. The feedback was generic: strong background, but not close enough to the specific priorities of the role.

Candidates from adjacent industries should be cautious. The company may express openness to transferable experience early in the process, but later-stage evaluation may heavily favor exact-match experience. Also be prepared for a senior sales interview style that may feel more like a challenge session than a collaborative leadership discussion.

While I enjoyed my time with SiteOne, it was largely due to already being accustomed to continuous hard work and generally getting along well with team members. As a nursery manager, I was constantly short handed with staff and relegated to hands-on work so often that I rarely had time to seek to participate in any further training or utilizing the tuition reimbursement they enjoy touting during the interview process. Ultimately my position “eliminated” and they offered zero recourse or explanation as to why the decision was made. Upper management is so far removed from direct contact with branches, that it is a matter of luck if they don’t reach down to fire you or your hardest workers without consulting Branch Management AT ALL. In the beginning we had an excellent Area Manager who really seemed to care about how to help branch management improve themselves and our teams, but once he was moved we rarely saw anyone and when they did come through it felt more like they were looking for issues to harp on than ways to support our branch or improve various points.  More often than not, we were under pressure to meet unreasonable goals without being listened to concerning the constrictions faced in day-to-day operations and this was the most frustrating part of being employees here. I looked forward to building a career within SiteOne, but was unceremoniously disposed of and offered no explanation

SiteOne wants to be the Home Depot of the landscape industry. The monopoly you have to use basically. Management roles are given to people because of who they know, not because they're good at their jobs. Many managers have no industry experience and need to be trained on how to do things. Unfortunately, there is no training plan or system. You're told to learn on your own and find answers on your own. You're thrown into the fire and shown the ropes by visiting another branch, often during a busy time when you can't really be taught anything. Then somehow expected to succeed. You aren't taught anything and then when end of year numbers come out, only then are people held accountable. So if you have a poor leader in Nursery, who isn't being taught by anyone and is just running things how they think it should be done, with no knowledge or idea on how to do it and no training, you will be judged by the numbers only. Who is training the middle managers with no knowledge? No one. Ask them if they know how to create a sales ticket. For a company who prides itself on being "Customer First," upper management doesn't walk the walk. They'll call someone else to help them.

Work days were pretty good as long as middle and upper management stayed away. Store management and crew were enjoyable. Middle and upper management show NO ethics or loyalty and concerned themselves with other things.  VP and RM encouraged illegal pesticide sales but dodged responsibility with double talk. Company talked "Community Involvement" but only wanted to talk the talk, not walk the walk.They asked individuals to log community volunteer hours so the company would look good but never volunteered company resources or man-hours for community involvement. Good employees were exploited for hard work but if they left the area, nothing was done to help them within the company. VP gave orders subject to his whims, not good business. He inconvenienced customers and lost sales to increase his own personal accounting in the company. Money was wasted in several areas and upper management did nothing to implement cost savings, except to cut man-hours. I understand this was more Southern California as employees I talked to in other parts of the country didn't have a lot of the same concerns as I did.

If you are just in it to have a great boss and some job security, then this place is for you.  Because it is such a huge company its pretty hard, from what I here to get fired.

There are a lot of negatives with this job, which I have seen were pretty consistent across the board an with different people in different departments.  There is A LOT of downtime and this is not a good thing, you'll come to work and for the whole day you'll be doing nothing at all but reading a book, then because John Deere's are never in a place near civilization I drive a long while to get to work to do  nothing.  They don't pay enough for me to do so.  So by the end of a typical month I will be broke because the driving it takes to get to work and food I buy during, even if I make my own lunch it is a lot.  I would only recommend someone working here if they have A LOT of spare money for gas and A LOT of time to kill.

Also! Very important this company is cheap, all of the staff only shares one computer, so with that there is really no need for any other position since major programs are only installed on 1 computer since that is all the company can afford.

Shifts are 9 hours with a 1 hour lunch M-F with 3 available; 6-3, 7-4 and 8-5. Rotating shift on Saturday's comprising of 2 service desk analysts working from 6-3. On extremely rare occasions you will be asked to work beyond your scheduled shift.

There are an abundance of things to learn. The company is extremely safety conscience and has ongoing training. There are also mandatory online training throughout the year provided by Go Train.

Management understands and acts on the fact that employees can make or break a company and as a result they have helped foster an extremely good culture which permeates the entire organization.

Hardest part of the job is when the phones 'blow up' after a necessary HW or SW upgrade. They also have a proprietary program which is developed in house.

In a nutshell the most enjoyable aspects are the every day challenge of being the best you can be, the comradery developed with your co-workers locally and across the nation. LEARNING, LEARNING, LEARNING!

Enjoyed getting to know my co-workers and building a good relationship with each person. I made good relationships with customers. I learned a lot about the landscaping industry. Management is not in tune with employees. The hardest part of the job was being micromanaged by the local dispatcher who had no clue how to dispatch even know I always got the job done fast and efficiently and dealing with broken equipment that the manager never wanted to fix until inoperable. The most enjoyable part of the job was being on the road meeting new customers and learning about the industry.

Per our region pay was completely out of alignment. You had long time drivers with lots of experience making way less than newer drivers with a lot less experience. Management needs to address this or they will keep on losing good drivers. No sick pay. You always had to worry about calling in sick and using all your PTO when truly not feeling well.

Top Job Titles	Average Salary
Truck driver 1 salary reported	$52,980 per year
Counter sales representative 1 salary reported	$22.50 per hour
Department manager 2 salaries reported	$22.10 per hour
Associate 1 salary reported	$22.50 per hour
Branch manager 8 salaries reported	$78,875 per year

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