If you're reading this, chances are you're staring down some environmental responsibilities... maybe it’s an environmental permit, a required plan, or just figuring out where your compliance gaps are.
And now you’re asking the big question: Who’s going to handle this?
At RMA, we’ve worked with businesses of all shapes and sizes, and we’ve seen this decision go both ways. Some companies hire an internal environmental manager or even build a whole team. Others look to hire outside consultants (like us!) to get the job done. The route you choose depends on your goals, your budget, and how involved you want to be in day-to-day compliance work.
Before you make a decision, let’s walk through what each option looks like, explore the benefits and drawbacks, and help you figure out what will really work best for your business.
When it comes to getting environmental work done right, you really only have two paths forward:
This is the traditional approach—bringing a person or team on board as employees. It sounds simple, but it involves quite a bit of work:
You need to create a job description that covers all your compliance needs.
Then, post the job, review applicants, interview candidates, and make a hire.
After that, you’ll go through onboarding and training, and hopefully, they’re ready to hit the ground running.
But the truth is, unless you're an environmental expert yourself, you might not know what you should be looking for. You could end up hiring someone who talks a good game in interviews but lacks the experience or technical know-how to keep your facility in compliance.
Hiring a consulting firm is typically a lot simpler:
Do your homework: research firms, check reviews, and ask around in your industry.
Reach out to a few firms and share what you need.
Sign a proposal and let the experts do the rest.
Instead of building an entire department, you get to tap into a team of seasoned professionals who live and breathe environmental regulations. In a nutshell, it's outsourcing your environmental department. This is exactly what we do at RMA, every single day.
Want help figuring out which option works best for you? Contact us now, we’re happy to talk it through.
If you’re thinking about bringing someone in full-time, it can absolutely work. But there are things you should consider carefully.
Let’s start with the benefits:
They're always there. You’ve got someone in the office (or out in the field) every day ready to help, which is great for real-time response and emergencies.
They know your business inside and out (eventually). Over time, they learn your systems, values, and expectations and focus only on your business.
You have full control. Need them to shift gears or prioritize something new? They answer to you, so you can pull them into meetings or tasks whenever needed.
They’re only focused on your business. Consultants often have multiple clients. A staff member? They're all yours.
But there are some real drawbacks, too:
It’s expensive. A full-time environmental professional often commands $80,000–$120,000 per year in salary, not including benefits, insurance, taxes, and time off. If you need a team, those costs multiply.
Hiring is tricky. If you’re not well-versed in environmental regulations, it can be tough to spot a great candidate from a not-so-great one.
Experience varies. Many junior professionals have only handled a few permit applications or plans. That might not be enough for your facility’s needs.
You’re responsible for training. Regulations change, and your employee needs to stay current. That’s on you.
So while the idea of having someone on-site 24/7 might be appealing, it’s a big investment, and one that doesn’t always guarantee results.
Now let’s flip the coin and talk about working with consultants.
Of course, we're a little biased, but we think there are a lot of advantages to going this route:
Depth of experience. Your new hire might have applied for a couple of NPDES permits or written an SPCC plan or two at their other jobs. We've done it hundreds (...thousands?) of times and have sat across the table from regulators more times than we can count.
You only pay for what you need. Whether you need a one-time environmental audit to figure out where you stand, help with TRI reporting before the June deadline, or an entire environmental management system over several years, we can scale up when you need us and scale down when you don’t.
No overhead costs. You’re not paying for laptops, training, lunch breaks, PTO, health insurance, or bonuses. You’re paying for results. And you don't have to worry about being back at square 1 if your new hire quits because air permitting is too hard.
We move fast. Because we already know the regulations, we’re not starting from scratch. We're not googling "where to submit Tier II reports" - we've already got the page bookmarked and the calculators queued up.
You get a full team. Hiring RMA means you’re not just getting one person, you’re getting a team of professionals with different specialties. We'll have our in-house specialist handle your hazardous waste management while another member of our team works to bring your environmental training program to life.
Of course, there are some limitations, too:
We’re not always on-site. Unlike an internal hire, you can’t just walk into our office. You might have to call or schedule a meeting.
We juggle multiple clients. That means you might need to plan ahead a bit, especially during peak regulatory deadlines.
That said, most of our clients find that with clear communication and solid planning, these “cons” are easy to manage, and the benefits far outweigh the downsides. Let’s talk if you want to see how we’d fit into your business.
If you’re leaning toward hiring someone full-time, here are a few key tips to make sure you find the right fit:
Write a detailed job description. Don’t just say “environmental compliance.” Be clear about the permits, plans, and reporting requirements they'll handle.
Look for real-world experience. Especially with the exact tasks you’ll need done. While the kid straight out of college might accept a lower salary, he might be clueless behind the desk.
Ask about previous projects. What sorts of companies have they worked with? What regulations were involved? What kind of audits or inspections have they managed? Any violations under their watch?
Be prepared to invest in training. Not only will you need to onboard them, you'll also need to consider ongoing environmental training. Even experienced hires may need updates as regulations evolve.
Consider Cultural Fit: They’ll be embedded in your organization, so make sure they’ll mesh well with your team.
And most importantly, don’t assume that just because someone sounds confident, they know what they’re doing. Vet thoroughly, your compliance depends on it.
Consulting firms vary wildly in what they offer, so picking the right one takes a little diligence:
Know what services you need. Not every consultant offers the same thing. Need Tier II reporting? Don’t hire a remediation specialist. You can learn about all of our services here.
Check their industry experience. Have they worked in your field or with businesses like yours? Check out the industries we work with most frequently here.
Look at their track record. How long have they been in business? Are they reputable? Do they seem knowledgeable? Is their website informative? (We hope ours is... and we've been around for over 30 years, by the way!)
Ask about similar clients or projects. We’re always happy to talk through what we’ve done for businesses just like yours, although we'll have to keep specific details confidential. We value your privacy, and won't share your details with anyone else either!
Make sure you feel comfortable. Communication is key. You should feel confident and supported. If you want to put some faces to the name, you can learn more about our core team here. We're regular people, so don't be nervous to give us a call and chat.
And of course, check reviews and testimonials. If other businesses like yours had great results, that’s a strong indicator you will too. Psst - all of our offices have 5-star reviews!
We get it, budget matters. So let’s break it down with real numbers.
Base salary for one environmental professional: $80,000–$120,000/year
Benefits, bonuses, ongoing costs: Add 20–30% (roughly $12,000–$36,000 extra)
Total yearly cost: $92,000–$156,000 for one person
Cost of building a full team: Can easily exceed $200,000–$400,000+
One-Off Jobs (audits, applications, plans, reporting, etc.): usually $1,000–$10,000+
Full Environmental Programs: could range from $10,000–$100,000+ depending on needs
Consulting often ends up being the more cost-effective option, especially if you’re not in need of constant, full-time support.
For more on this, check out our detailed post on how much it costs to hire an environmental consultant or visit our pricing page here for ballpark quotes on specific services.
Choosing between hiring internally or bringing in a consultant isn’t just about budget—it’s about what kind of support you need, how much risk you’re facing, and how comfortable you are managing compliance in-house.
Some of our clients start with a consultant (like us), then eventually bring someone in full-time once they have the kinks sorted out. Others do the opposite. Whatever your path, the key is making sure you’ve got someone experienced and trustworthy to help you navigate the complex world of environmental regulations.
Still unsure? Let’s talk it through. We’re here to help you make the best decision for your business, and we’ve helped hundreds of companies do just that.