We hire seasoned operators and regulators for specific practice areas. Not generalist consultants. Not junior associates. Ten or more years in a single specialty is the floor, not the ceiling. If that is you, read on.
Former DCC, DOJ, or local-jurisdiction regulators with rulemaking, enforcement, or inspection backgrounds. Former cannabis operators — CEOs, COOs, compliance directors who have personally run a DCC license and sat across the desk from a regulator. Specialized counsel with cannabis regulatory litigation, OAH, CEQA, or transactional experience. Quality-systems engineers with 21 CFR Part 111 or Part 210–211 backgrounds. METRC engineers with hands-on work in the Franwell stack. Local-jurisdiction planners who have sat on the other side of a Planning Commission dais. Curriculum designers and content engineers building out the Education Suite — the per-seat training and rule-library tier running alongside the consulting bench. Each hire is for one named practice area, not a generalist role.
The hiring test we apply is specific: could this person run an engagement alone tomorrow, with no partner-layer safety net, and deliver work we would stake the firm on? If the answer is no, we don’t hire. If the answer is yes, we hire at senior compensation and give the practitioner real authority over their practice area.
Roles we do not hire for: entry-level associate, generalist consultant, account manager, sales-first role, client-services coordinator. The firm is built around senior practitioners. It does not have a pyramid underneath them.
The senior team is distributed across California, deliberately. Operators in LA sit with LA-based senior staff. Bay Area operators sit with Bay Area senior staff. The regional footprint lets us reach a client site in under two hours almost anywhere in the state — which matters when the Planning Commission hearing is Thursday and the CUP application needs revising Wednesday night.
Documentation and strategy work happens remote. Audits, DCC inspections, hearings, on-site SOP implementation, and enforcement-defense fieldwork happen at the client. We travel to the operator, not the other way around. Travel is a firm expense, not a client expense; we price it into the fixed fee at scope.
Expect principal-level autonomy. Expect to own engagements end to end. Expect a small firm with deep specialties — not a massive shop with layered management you have to navigate to do the work. Compensation is above market for the specialty. Profit-sharing for senior staff. No outside capital, no equity in clients, no bonus structures tied to revenue we do not believe in writing. Partner economics are cleaner here than at most consulting alternatives.
Current openings are listed below. They rotate through the practice as senior specialists retire, transition, or the firm identifies a gap in a specific specialty. When a role is open, it is actively staffed — we do not post evergreen listings for roles we are not prepared to hire into this quarter.
If no listing matches your background but your specialty aligns with the practice, email careers@greenstategroup.com with a short note on your specific track record. We maintain an evergreen pipeline for senior hires the firm would open a seat for when the right person appears. Every inbound application receives a personal response from a principal within two weeks; we do not automate that correspondence.
What we will ask you in the first conversation: the hardest engagement you ran in the last three years, how you handled it, and what you would do differently. The answer tells us more than any resume summary.
We don’t hire generalists or junior associates. Specific backgrounds for specific practice areas.
Entry-level associate roles, generalist consultants, account managers, sales-first roles.
Most senior work happens remotely. Fieldwork brings the team to client sites. Principal-level autonomy, high standards.
Distributed across California. Documentation and strategy work happens remote. Audits, inspections, and hearings happen on-site. We travel to the client, not the other way around.
Expect principal-level autonomy. Expect to own engagements end to end. Expect a small firm with deep specialties — not a massive shop with layered management.
Compensation is above market for the specialty. Profit-sharing for senior staff. No equity in clients, no outside investment — so partner economics are cleaner than most consulting alternatives.
