Over 14,000 candidates engaged on a monthly basis.
PeopleProcessPerformance
expertise in
Environmental Services
1.2k+ Happy Hires
Innovative recruitment practices
QOP Environmental's approach is built for environmental services work where schedules, budgets, and reputations hinge on regulatory deadlines, defensible documentation, and safe execution. We support teams across compliance and permitting, air and water, remediation and investigation, due diligence, industrial hygiene, and environmental labs. Instead of broad resumes, we screen for operators who can manage scope changes, subcontractors, and HSE realities across multi site projects, while keeping clients and regulators confident in the work product.
QUALITY OPERATIONS, QUALITY TALENT, REAL IMPACT,
High-touch approach that drives results
High-touch at QOP Environmental means we learn how your environmental work actually gets delivered before we ever represent the role. We map your permit timelines, safety and field requirements, documentation standards, and the realities that drive schedule and cost when scope changes. That lets us screen for operators who have succeeded in similar conditions across compliance and permitting, air and water programs, remediation and investigation, industrial hygiene, due diligence, and environmental labs, reducing mis-hires, interview churn, and time wasted.
Top Performers
Frequently filled functions
The choice of thousands
+8
years
of experience in the Environmental Services industry
2.5
weeks
average time to hire, from intake call to top candidate accepting an offer.
Our Process
Proven results through a proactive outbound strategy.
01
Ideal candidate profile
Before we can find you the perfect candidate, it is essential to establish the foundation for an effective recruitment campaign. At QOP Environmental, we start by learning your mix of consulting vs. self-perform work, typical project types (remediation, PFAS response, compliance/permitting, labs), field and travel realities, safety requirements, and documentation standards so the “must-haves” reflect how the job is actually done. With that clarity, the role is represented accurately and targeting stays tight.
02
Candidate availability research
Using the information you have provided, we conduct in-depth research and compile meaningful data based on where comparable talent sits in your market—regional competitors, national firms, and adjacent contractors—and how availability shifts by geography, project cycles, and mobilization expectations. This keeps expectations realistic, reduces wasted outreach, and focuses effort on candidates who are likely to fit your environment.
03
Outreach and screening
Once the exact targeting has been identified, we will immediately reach out to potential candidates to build a focused talent pool. Screening goes beyond a resume to confirm experience delivering regulated work, operating under safety programs, managing scope changes, and maintaining defensible reporting and QA. Only candidates who match the role’s day-to-day realities are moved forward, often producing qualified options within days.
04
Guidance and placement
Working closely with every qualified candidate, QOP Environmental guides them through each interview round; this includes candidate management, scheduling, interview preparation, and clear expectations around field time, travel, and compliance demands. In the final phase, our team assists with offer alignment and ensures the candidate’s transition is smooth and practical, supporting long-term fit and stability.
Frequently asked questions
How do we run searches for companies in environmental services?
We use a fully outbound recruitment process. Instead of job postings or inbound applicants, we define the requirements, map the talent in environmental services & remediation, and reach out directly to professionals who match. QOP Environmental keeps the search centered on proven performers, not active job seekers.
How do we decide which candidates to target and present?
We convert your brief into clear must have criteria for experience, responsibilities, and results. We then identify professionals who meet those criteria and speak with them to confirm depth, alignment, and readiness. Only candidates who fit the role and environment are presented.
How fast do we deliver candidates?
On average, we provide a usable shortlist within 2.5 weeks. The outbound model removes delays caused by job postings and allows us to target relevant profiles immediately, which reduces interview waste and shortens the hiring cycle.
How does our pricing and guarantee work?
We operate on a full contingency basis. QOP Environmental funds all research and outreach upfront. You are invoiced 30 days after the hire starts. If the hire does not stay for at least 180 days, the search restarts under the same agreement.
Do we also handle executive and leadership roles in environmental services?
Yes. Over the past eight years we have built a strong network of operators, senior managers, and leadership professionals within environmental services. When an executive search comes in, we use that network to identify leaders with relevant experience, proven judgment, and stable track records. This lets us support both day to day ancillary hiring and higher-level leadership needs within the same industry.
How do we handle confidentiality during the search?
We keep both sides protected. Candidate conversations stay private, and client details are only shared once a candidate meets the core requirements and expresses genuine interest. This avoids unnecessary exposure for both the company and the candidate.
How do we communicate with candidates throughout the process?
We contact candidates directly, set expectations early, and relay only accurate information about the role. Candidates understand the workload, environment, and reporting structure before speaking with you. This reduces mismatched expectations and improves close rates.
Real stories of growth and success