Interview with M&F Talent’s Mike Ruane: Food Production and Agriculture Hiring Trends in 2025 

As we make our way into Quarter 3 of 2025, it’s safe to say food production and agriculture hiring trends in 2025 are anything but predictable. Coming off a highly productive year in 2024, where there was a fairly even balance of open jobs and qualified candidates, there has been a dramatic shift in agriculture hiring trends in 2025.

Since we are one of the leading recruiting agencies in agriculture, food production, and related technologies, M&F Talent wanted to put some information out for our network to better understand food production and agriculture hiring trends in 2025. For this, there’s no better source of information than M&F Talent’s Principal & Lead Recruiter, Mike Ruane. 

Whether it be attending trade shows like Cultivate or initiating stimulating discussions on LinkedIn, Mike is well known across the industries where M&F Talent operates. He has in-depth insights on hiring and recruiting that can only be earned by years in the field. 

Here’s how the interview went: 

General Job Market Questions 

Mike, how would you describe the current hiring climate going into the second half of 2025?

“Compared with much of 2024, and even Q1 of 2025, I have noticed that there has been much more of a ‘wait and see’ approach to current economic conditions. This approach directly impacts hiring, which, in my view, really took a hit during Q2. Many companies implemented hiring freezes, and it was not uncommon for me to see companies having layoffs. 

As we approach the 2nd half of the year, I do expect to see an uptick in hiring, but to what extent is somewhat in question. In previous years (like 2022, for example), when many CEA companies held back hiring, it tended to compensate, so I do expect to see at least a small increase in hiring activity. Of course, it would be nice to see a dramatic increase, but I feel like that may not be likely as economic uncertainty lingers.

Another trend I see when hiring comes back after slowing is a focus on individual contributor roles, but a continued lag in hiring for leadership roles. To me, this represents a small investment in building a team, but continued hesitation in high-level strategy changes.”

How have candidate expectations changed in 2025 compared to a few years ago?

“I think there are certain desires and expectations that are unique to different industries, so it is hard to answer this in very general terms. But generally speaking, I think the Work-From-Home (WFH) trend is a big expectation among workers. 

Just a few short years ago, working from home was still the norm, but companies (and even the government!) are making pushes to get workers back to the office. Luckily for M&F Talent Partners, about 75-80% of our roles are remote, but even when working with that other 25%, it is clear that WFH is the preference for most workers, or at a minimum, a hybrid or flexible arrangement.   

There are different candidate expectations from industry to industry, but I think that one remains consistent across industries.”   

How is the back-to-office movement impacting recruitment in 2025?

“After a large segment of the workforce saw the benefits of WFH starting in 2020, it is no mystery why most people still prefer to work from the comfort of their own home. Despite this, we have continued to see companies push for employees to return to the office – some for 5 days a week, and some for only 2-3 days. 

Regardless of the hybrid arrangements or in-office perks, I think the preference will always be full-time WFH, so any employer who offers this will have a leg up in the recruiting process.  Similarly, companies that require employees to be in-office 5 days per week may lose candidates who would otherwise be interested in the role.   

Of course, there will always be some positions that require a person to be present to do the job.  For example, it would be hard for a Head Grower to adequately perform their role from their home (despite the technological advancements!). But aside from specialized roles, companies will not only benefit from attracting top talent due to WFH policies, but they also benefit from having access to candidates throughout the US – not just in their location. 

I think this back-to-office movement will persist in the workforce for some time, with employers offering WFH options being preferred among candidates.”

Insights on Food Production and Agriculture Hiring Trends in 2025  

What roles are in highest demand right now across agriculture and food production? Are there any surprise trends?

“Because M&F focuses on sales roles, I will always say that it is in high demand. Outside of sales, I will say that Food Scientists with a background in product development and innovation are increasingly important. With so many food companies trying to capture shelf space and consumer interest, it is critical to always be improving and refining your product, as well as looking for opportunities to create and innovate. 

Another area I’ve seen demand in is Food Safety, and Facilities Management/Construction. This growing demand for specialized roles aligns with broader agriculture hiring trends in 2025, where innovation, safety, and operations are taking center stage.” 

Are there any key differences in hiring strategy between established food producers and AgTech companies?

“I think when you are looking at AgTech and Food Producers, there is quite a big difference between the two industries. In my opinion, AgTech businesses are very much like software start-ups, and the growers are the customers. It is very product-based, requiring a deep understanding of technical concepts, but it has the goal of improving crop production.

Food manufacturers are focused on producing food, so there is much less emphasis on products and technology, and much more on science and processes.  

Due to these differences, there will naturally be quite a few differences in hiring strategies, as well as what may draw a candidate to each industry. For example, AgTech candidates are often interested in bringing new, cutting-edge products to market. On the other hand, food producers are often more scientific and interested in crop science, botany, etc.

I do think there is an intersection between the two industries, but in many cases, they are quite different strategies tied to agriculture hiring trends in 2025.” 

What impact is automation and digital transformation having on the types of roles Ag and food production companies are hiring for?

“Automation, AI, and other digital trends are having a very big impact on Agriculture and Food production, mainly in areas related to labor efficiency and cultivation management. This, in turn, is having a very big impact on food production and agriculture hiring trends in 2025. 

The 1st thing you need to look at with any form of technology is: ‘how will it benefit us,’ and then, ‘how do we implement it?’

A big theme we have seen in AgTech is that people who may not have been interested in traditional farming (Ag) are now interested in the technology side because it addresses two things that are important to candidates: participating in a nascent tech industry, and contributing to the social issues of food security, nutrition, and feeding the population. This is definitely a cause many people can feel good about as we look at bigger issues like global warming.

Agriculture hiring trends in 2025 show a clear movement toward attracting top candidates with the skills to implement, manage, and evolve these new technologies.

Automation and digital transformation will help food and Ag companies improve crops, reduce reliance on manual labor, and solve a host of other issues. They will also attract top candidates to help implement the technology.” 

Questions About CEA & Cannabis 

The CEA industry has struggled over the past few years. With big-name CEA producers like Bowery and AppHarvest going under, how does that impact the CEA talent pool?

“When CEA producers like Bowery and AppHarvest fail, it does have far-reaching implications for the CEA industry as a whole, with the biggest impact being reduced cash flow coming into the industry. 

Whenever a failure like this happens, it renews the conversation around large-scale growers and whether there really is a path to profitability. There are certain failures – like Plenty, for example – where people were calling it for years, and industry experts said it was imminent. 

But then there are ones like Bowery, where it really raises a lot of questions among investors, which then reduces money flowing into CEA. That means less expansion, less purchasing power, and less hiring. This flows all the way up the chain to equipment manufacturers and other suppliers who sell to these growers. The ripple effect can cause layoffs, and for some people, they will end up leaving the CEA industry.

 Of course, this means a more shallow talent pool for everybody. Additionally, this trend will sometimes cause outsiders to think twice before joining the industry.” 

What advice would you give to CEA candidates looking for jobs in the current market?

“Right now, my advice would be to be patient. There have been a lot of factors that (in my opinion) have not been beneficial to CEA. But having worked in the industry for over 8 years, I can remember other periods of slow hiring and slow growth, but they passed.  

If you are looking for a job, know that things are probably in a bit of a lull right now, and it isn’t you! Continue to build your connections and network the best you can. You never know when things will come back. In my experience, once they do, it can be like a big rush of activity out of nowhere.  So be prepared!” 

What’s the biggest hiring myth or misconception that cannabis companies still operate under in 2025?

“I think a lot of cannabis companies are still working under the assumption that people will take pay cuts, work extensive hours, and even start below their experience level just to get into the cannabis industry. This may have been true at one point, but as cannabis has grown and matured over the years, people have realized that it truly is a difficult industry to work in (for a variety of reasons), and that it isn’t worth it to join a company where they are underpaid, underappreciated, and working for somebody else to get rich!

There are still a lot of people who see the cannabis industry as an exciting place to make a difference, but it needs to make sense for candidates to make a move.” 

How do cannabis clients compete for talent when they can’t always match the salaries or benefits of other industries?

“My best suggestion would be to have a compelling story and to be able to demonstrate that they are in the cannabis business for the right reasons. While this can be subjective, I think many candidates can do enough research to know if a cannabis company is putting profits above people, or if they are truly in the business to make a difference in the cannabis community.  

Many smaller mom-and-pop shops can’t compete with large cannabis companies when it comes to salary, but many people who are truly passionate about cannabis and the industry would probably be OK with sacrificing some money for a company and brand they are passionate about.” 

Looking for Ag & Food Production Recruitment Help? 

With over two decades of experience behind us, M&F Talent is your trusted recruitment partner in food and crop production and related technology. Whether you’re a CEA business needing to hire a Technical Sales Rep or an agricultural producer looking for a Food Scientist, we have you covered. 

When it comes to job seekers, we are also happy to answer any questions you might have about food manufacturing and agriculture hiring trends in 2025. 

Contact us today to learn more!