Did you know that hiring a single employee can add up to 30 hours of work per month? When you add new technologies like AI tools, hiring managers sometimes face even more problems. 

It’s no secret that reviewing resumes, screening applicants, coordinating schedules, and conducting interviews pull managers away from day-to-day duties. Especially in niche industries like agriculture and CEA, finding the right hire often means going through countless candidate profiles that simply don’t fit. 

At Mac and Fulton, we found your interview-to-hire ratio metric is a great baseline for streamlining hiring, whether with your internal team or by partnering with an outside recruiting agency.  

Understanding the Interview-to-Hire Ratio Metric

The interview-to-hire ratio metric measures how many candidates you interview for every successful hire. To illustrate, if your company interviews 12 people before hiring one, your ratio is 12:1.

A lower ratio suggests that more candidates reaching the interview stage are qualified and well-matched for the job in question. A low interview-to-higher ratio also means your team spends far

less time on busywork like reading resumes, scheduling calls, and screening candidates. 

What’s a Typical Interview-to-Hire Ratio?

While interview-to-hire ratios vary between industries, you can look at general skill sets to get a good sense of averages. Ashby’s 2026 Recruiter Productivity Report analyzed more than 109 million applications and 247,000 job openings across industries to figure out average interview-to-hire ratios in specific departments: 

• Business positions: 11.7 candidates interviewed per hire
• Technical positions: 17.6 candidates interviewed per hire
• Engineering positions: 17.9 candidates interviewed per hire

When you break these numbers down into labor hours, the issues become even more apparent. For example, the same study also reports that specialized roles like engineers often cost hiring teams nearly 25 interview hours per position. 

Hiring In An Increasingly Digital Realm 

Many organizations are looking to new technologies like applicant tracking systems (ATS) and AI tools to reduce their interview-to-hire ratio. While these technologies can be helpful, they add their own complexities to recruitment and hiring. 

More AI-Powered Job Searches 

Online job boards make it easier than ever to advertise an opening. Unfortunately, they also attract more unqualified candidates who can apply with a simple click of a button. Take, for instance, the increasing number of applicants seen per job post over the last 5 years: 

• Applicants per job in 2021: 100
• Applicants per job in 2026: 291

With ChatGPT making its debut in 2024, it’s glaringly evident that AI is drastically affecting the volume of applicants per job. In fact, 80% of job seekers report using AI during their search, while 86% say it helps them submit more applications each week.

AI tools help candidates quickly customize resumes, incorporate keywords, and generate cover letters tailored to specific openings. While this speeds up the application process for candidates, a huge influx of unqualified applicants can quickly bog down HR teams and hiring managers. 

Automated Screening Has Limitations

Hiring parties are also running into their own issues with automated screening. While an ATS or AI screening tool can help narrow large applicant pools, determining whether someone can succeed in a particular role generally requires much more nuanced evaluations. 

Common problems we see with ATS and AI tools include: 

• A candidate might be passed over because their resume lacks a particular keyword, while they still possess years of relevant experience. 
• Candidates might load their resume with applicable keywords and get through the filters, while their real-world experience is not relevant. 
• Technology struggles to assess “big picture” criteria like career momentum and how a particular opportunity fits into a candidate’s long-term professional goals. 
• Automated screening can exclude qualified individuals with unconventional backgrounds who have highly transferable skills. 

How Specialized Recruiters Reduce Interview-to-Hire Ratios

Specialized recruiters handle much of the screening and evaluation upfront, helping employers focus on candidates who are genuinely qualified and interested. In turn, recruiters can save your hiring managers significant time by reducing your interview-to-hire ratio. 

1. Screening Candidates Before They Reach Employers

Before recommending candidates, experienced recruiters evaluate their work history, technical skills, and industry experience to determine how well they match your needs.

Take, for example, a food manufacturing company hiring a quality assurance manager. A recruiter will look beyond job titles to assess hands-on experience with food safety systems, audits, preventive controls, and production operations. With this step in place, the hiring manager receives a short list of pre-vetted candidates, instead of sorting through dozens of resumes. 

2. Finding Candidates Who Aren’t Actively Looking

Some of the strongest candidates aren’t browsing job boards. They’re already employed and performing well in their positions. Since a recruiter’s strongest asset is their industry connections, they have large networks of passive candidates not visible through traditional search methods. 

In niche industries like agriculture and food production, experienced recruiters maintain relationships with qualified professionals, keeping them within reach when the right opportunity arises.

3. Conducting Preliminary Interviews

A resume can tell you where someone has worked. But it won’t necessarily tell you whether they’re interested in relocating, comfortable with the compensation, or genuinely motivated by the opportunity. Specialized recruiters address those questions before bringing candidate profiles to your desk. 

Preliminary interviews with recruiters are your first line of defense. Recruiters not only take on the role of an ATS or AI tool but also apply years of industry knowledge and critical thinking skills in their decisions. This process prevents you from investing hours screening and interviewing candidates who ultimately aren’t interested or available.

4. Looking Beyond the Resume

The most qualified candidate on paper isn’t always the strongest candidate for the position. 

For example, say you’re an agricultural equipment manufacturer hiring a territory sales representative. One applicant has ten years of agricultural sales experience but little interest in prospecting for new customers. Another is a younger, less experienced salesperson with a hunter mentality. They are hungry to develop new business, build customer relationships, and make a name for themselves in the agriculture industry.

A rigid screening process in an ATS might overlook the second candidate entirely. An experienced recruiter, however, recognizes that the motivation and professional trajectory could make the individual a real asset for your company. 

Specialized recruiters also recognize transferable skills from outside your industry, something ATS and AI screening tools tend to overlook when strictly prioritizing keywords and minimum years of experience. 

Improve Your Interview-to-Hire Ratio With M&F Talent

Working with M&F Talent means fewer interviews and less wasted time. With an average interview-to-hire ratio of just 4:1, we handle the screening and candidate evaluation upfront, so you spend less time reviewing resumes and interviewing people who aren’t the right fit.

With more than 20 years of recruiting experience, M&F Talent understands what it takes to fill specialized positions. Our extensive industry connections and ongoing relationships with passive candidates ensure we find the right candidates quickly – so you can focus on doing your job. 

Contact us today to streamline your hiring process! 

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! 

Since M&F Talent is one of the most established recruiting firms in the controlled environment agriculture (CEA) industry, we were invited to speak at Indoor Ag-Con 2023 in Las Vegas. Our Principal & Lead Recruiter Mike Ruane joined a speaker panel on CEA workforce development. Even more, Mike got to meet and shake hands with many of our clients and candidates – which is always a pleasure in today’s internet-based business world. 

Indoor Ag-Con is the premier tradeshow for the CEA industry – 2023 was the 11th year the show was hosted. People generally attend Indoor Ag-Con for education on new products and services, as well as business training. Obviously, the trade show is also a great networking opportunity for prospective clients and industry peers.

What is Indoor Ag-Con?

Indoor Ag-Con offers an opportunity for the CEA community to get together and discuss best practices in the industry. As their website explains, “Indoor Ag-Con is the premier event covering the technology of growing crops in indoor systems, using hydroponic, aeroponic and aquaponic techniques. Editions have featured keynotes from leaders in farming, supplier, technology, customer, government and academic sectors.” 

Whether you are a crop producer, equipment manufacturer, or curious investor, Indoor-Ag Con is a great opportunity to expand your horizons in CEA. Since indoor gardening is such a diverse field spanning engineering, plant sciences, and information technology (IT), no single person is an expert in the entire industry. 

What are the Primary Focuses of Indoor Ag-Con?

There are many common themes each year at Indoor-Ag Con. Of these, sustainability practices are a popular topic in just about any circle of businesspeople. Similarly, companies are always looking for new ways to cut costs with lean operating principles and technological solutions. 

Technology 

After all, there would be no CEA industry without the technology that fuels indoor gardens and greenhouses. As their website tells us, “Indoor Ag-Con is the showplace for robotics, automation, AI, breaking technology trends and product innovation.” Commercial crop producers come to Indoor Ag-Con in search of novel technologies when planning new build-outs, expansions, and equipment upgrades.

Business

There is no better way to learn about new business strategies than from other people in the CEA industry. Whether it be keynote speakers like Plenty CEO Arama Kukutai, or meeting peers at a casual mixer, there is a lot to be gained at Indoor Ag-Con. In workshops and discussions, you can take home valuable info on VC funding, government subsidies, and sustainable business.

Networking 

No matter your objectives for attending Indoor Ag-Con, you are bound to return home with a new list of business contacts. In fact, as the Indoor Ag-Con website explains, “our events have welcomed participants from more than twenty countries.” Who knows, you might even make some great friends at the event as well.

Cultivation

Finally, no CEA convention would be complete without discussion and workshops about the latest cultivation methods. Whether it’s learning about profit margins on different crops or expanding your integrated pest management (IPM) strategy, there is a wealth of knowledge to bring home from Indoor Ag-Con. 

Panel Discussion on CEA Workforce Development

• Mike Ruane – Principal & Lead Recruiter, M&F Talent  

• Lori Culler – Founder & Owner, Aghires 

• Dr. Daniel Wells – Horticulture Professor,  Auburn University 

• Dr. Angela Cottrell – Director of Research and Institute Programs, University of Missouri-Kansas City 

M&F Talent’s Principal & Founder Mike Ruane was invited to Indoor Ag-Con to take part in a panel discussion on CEA workforce development. While a lot of attention is paid to the technological side of the CEA space, it’s easy to overlook the people behind the scenes making things happen. That being said, HR trends are the type of topic where a recruiter can lend some important insight and expertise. 

Here are the main points from the CEA workforce panel discussion: 

CEA Education & Professional Training

Part of the CEA workforce development panel was dedicated to education and professional training. 

Led by Dr. Wells and Dr. Cottrell, a major emphasis of the discussion is what it takes to get young people interested in studying CEA at the university level. With CEA being such a niche industry, there isn’t much awareness about this career field with younger generations in the mainstream. 

Both Dr. Wells and Dr. Cottrell agree that greenhouse cultivation operations at universities are a great way to get students involved with growing crops. As both professors have seen, the ability to actually handle plants and work with CEA technology sparks a real interest in students that might not exist otherwise.

Another important topic of the conversation is the fact that many universities still don’t offer specific majors in controlled environment agriculture. While facets of CEA like agriculture, engineering, and information technology (IT) are taught at almost every school, most don’t combine these classes in a single comprehensive CEA major. 

The final talking point of Dr. Wells and Dr. Cottrell has to do with internship opportunities for CEA students. Simply put, most people can’t afford to work for a free internship, so universities are working with CEA companies to develop paid internship programs. 

Hiring & Job Searching in CEA

The hiring and job search part of the CEA workforce development panel was handled by Mike Ruane of M&F Talent and Lori Culler of Aghires.

Something that hiring parties continue to ponder in CEA is how to get more candidates interested in working in the industry. Both Mike and Lori agree that many people are motivated to work in CEA by more than a paycheck. Many candidates find CEA careers personally rewarding because they help solve global issues with food shortages. Even better, CEA produces crops in a more sustainable fashion than traditional agriculture.

People at Indoor Ag-Con were also curious if CEA companies are able to compete with other industries when it comes to hiring and retaining top talent. Mike and Lori both felt that most CEA companies can compete with other industries when it comes to salary and benefits. 

The final talking point of the discussion had to do with current skills gaps in CEA. When many people think of CEA, they only consider Head Grower positions and other jobs working directly with crops. However, there are many more opportunities in CEA – including sales, marketing, operations, engineering, and more. Mike and Lori have also both seen a general shortage of middle management talent. 

Contact M&F Talent Today!

Whether you are looking for a job in the CEA industry or need to hire top indoor gardening talent, Mac & Fulton will get you where you need to go. Contact Us today to learn more! 

Philosophical Debates in the Horticulture Industry

The modern horticulture space comprises diverse organizations and professionals who all contribute to the forward progression of the industry. Yet, with so many different technologies and practices, horticulturists occasionally diverge into distinct schools of thought. 

Looking at modern gardening, preferences between soil and hydroponic growing have come to create distinct vantage points from which these schools of thought view the world. To this end, a sharp divergence has arisen in what individuals consider “organic” between these two methodologies. 

Horticulture Thought Leadership

Since the recruiters at M&F Talent work hands-on with leading horticulturists, we are lucky enough to discuss interesting topics like the organic hydroponics debate with our network. Even more, we enjoy sharing such compelling arguments with industry peers. 

Most people’s worldviews are shaped by their experiences – perhaps nowhere is this fact more evident than in the organic hydroponics debate. As will be seen, both soil growers and hydroponic cultivators feel their methods should be considered organic according to contemporary standards and processes found in the natural world. 

The Debate on Organic Hydroponics

The United States is one of the few countries in the world that allows for the organic certification of hydroponically grown produce. Yet, for many organic soil growers, USDA approval is not enough to convince them that a crop is truly organic. In fact, the USDA’s choice to back hydroponics growers with organic certifications seems to spread paranoia through a community already steeped in mistrust of the government and big agriculture.

In an era inundated with controversy in food production – including the bullish tactics of GMO supporting mega-corporations like Monsanto – it’s not a surprise that traditional organic farmers are skeptical about hydroponics. To this end, groups like the Organic Farmers Association have made it one of their goals to discredit the organic distinction of hydroponics.

The hydroponics organic debate is being waged on a battlefield field already inundated with frustration. In this dynamic, it is all too easy to overlook what science and the natural world tell us about concepts like organics. After all, isn’t Mother Nature herself 100% organic?

Hydroponic Cultivation

Hydroponic enthusiasts purport that by fusing technology with food production, they can help curb the global food crisis. Most notably, hydroponics is an essential element in urban agriculture, where forward-looking horticulturists are transforming cityscapes from “food deserts” to vibrant agricultural centers.

The scientific argument behind hydroponics cultivation is intimately tied to environmentalism and conservation. To this end, advocates of hydroponics cultivation assert that their methods are in fact more ecologically friendly than soil-based growing. Namely because, with careful controls on inputs and outputs in their systems, hydroponics growers can produce crops with little-to-no wasted water. Also, advanced operations like vertical farms utilize far less square footage to produce crops than see with traditional soil farms.

Soil Growing

For many organic enthusiasts, the use of soil for cultivation is the only way to produce organically grown foods. Mainly because, soil growers generally mimic how plants are grown in the natural world. With organic soil cultivation (as in nature), essential plant processes occur in a dynamic community of living organisms within the soil and biosphere. As such, plants grow among a symphony of life in the fields and forests, where complex systems of microorganisms and animals interact to stimulate growth.

From a scientific standpoint, soil growers assert that hydroponics growing lacks the complexity of life present in the natural world – rendering the practice inorganic. According to Linley Dixon, Chief Scientist for the Cornucopia Institute, “the soul … of organics isn’t just about the singular crop: it’s about the ecosystem, the environment, and the planet. Proper soil-based organics ensure healthy soil for generations, allows for thriving communities of beneficial insects, and, in turn, an entire ecosystem around them.”

Organic Certification

The debate occurring between soil and hydro growers stems largely from the USDA’s organic certification process. According to the USDA website, “Overall, organic operations must demonstrate that they are protecting natural resources, conserving biodiversity, and only using approved substances.” Within this regulatory schematic, they state that “[s]ynthetic fertilizers, sewage sludge, irradiation, and genetic engineering may not be used” in organic operations.

From the information provided by the USDA in their accreditation process, both hydroponics and soil growers can lay claim to the organic certification. Yet, within this debate, the confusion doesn’t really lie with what sorts of fertilizers or sprays are being used to produce organic crops. Rather, the divergence is ideological, as both parties feel they are honoring the ecological stipulations set forth by the USDA. To illustrate, hydroponic growers feel their water conversation efforts set forth in “protecting natural resources” while soil growers feel their practices defend the “biodiversity” present in the natural world.

What Does Mother Nature Say about Organic Hydroponics?

While the USDA’s views on organic certification are doubtlessly helpful in picking out key points in the hydroponics organics debate, it can’t be argued that nature is the standard in understanding the concept of organics. Therefore, looking for hydroponic plant growth in the natural world offers a viable way of demystifying this convoluted debate. As such, if plants grow hydroponically in nature, mustn’t the process be considered organic?

The defining characteristic of hydroponics is that of growing plants in nutrient-rich water, as opposed to soil. It goes without saying, that this practice stands in stark contradiction to soil cultivation, where earthen materials provide support for a plant’s root system, as well as vital nutrients. Nonetheless, by using hydroponics to grow plants, cultivators are not necessarily creating an unnatural phenomenon.

There are several edible plant species that grow exclusively in bodies of water. These “natural hydroponic” plants include wild rice, watercress, water spinach, wasabi, Chinese water chestnut, water caltrop, taro, cattail, and bulrush. Moreover, the water systems where these plants grow are often ecosystems unto themselves – offering the “biodiversity” so cherished by proponents of organic soil growing.

In looking at natural systems in lakes, ponds, and rivers, aquaponics takes the next step in developing self-sustaining ecosystems in hydroponics growing. In the mini biospheres created by aquaponic growers, fish waste provides nutrients to crops. In turn, both fish and plants are harvested as food sources.

Unlike industrial farming, where an astounding amount of energy and materials go into producing crops, aquaponics farms are known as “closed-loop” systems. Because, they don’t require any additional energy inputs (fertilizer, water, etc.) to continue to produce both foods from both fish and plants.

With such things as biodiversity, organic soil cultivators do their best to mimic the cycles of mother nature. However, can’t the same be said about aquaponics growers? Even more, soil growing is defined by large mono-crop fields of plants that have often been transplanted from the other side of the globe. To illustrate, “organic” potatoes are grown in massive farms in the central valleys of Colorado, even though these tubers are originally found in South America. Is this arrangement of plant life more “natural” or “organic” than an aquaponics operation where tilapia waste feeds lettuce greens? In the end, these questions simply boil down to preference and taste.

Summary: Organic Hydroponics and Soil Growing

The organic hydroponics debate is an offshoot of a larger question facing humankind: what is our place in the natural world? There is no easy answer to this question. Our ability to manipulate natural systems is a result of our capacity for rational thought. As such, organic hydroponics debate is largely philosophical in nature. In this debate, we are essentially assessing the place of rationality in the natural world. Mankind’s propensity to alter the “natural order of things” has developed these confusing global food systems, as well as mono-crop fields, hydroponics growing, and genetically modified foods.

In reality, all commercial farms utilize technology to manipulate nature. Through this lens, a mono-crop field of soil-grown potatoes is no more “natural” than an aquaponics operation. Moving forward, and following the lead of mother nature herself, soil and hydroponics growers should be focusing on their similarities instead of differences. Within this exchange, biodiversity is a great starting point. With more educated respect for one another’s practices, perhaps these two groups can work together to solve important issues related to world hunger, natural foods, and basic nutrition.

Looking for a Career in Hydroponics or Horticulture?

As a top recruiting service, M&F Talent enjoys engaging in thought leadership topics like the organic hydroponics debate. To get the best horticulture recruitment help, you’re well advised to only work with the most knowledgeable and experienced agencies. 

Contact us to discuss your next job search! 

Because the cannabis space is largely marked by instability, it’s invaluable that a job searcher “goes the extra mile” in finding the right career path. For many successful job hunters, this process begins with successful resume writing.

With well-researched market knowledge at hand, a candidate can devise a logical job search plan and update their resume to reflect their goals. Moreover, most hiring parties feel that a resume is a great indicator of a candidate’s capabilities and ambitions. Finally, well-written resumes give job searchers more leverage in navigating challenging environments as seen in the cannabis industry.

At M&F Talent, resumes often open doors for fruitful, long-lasting relationships. Because resumes are so important in successfully navigating the cannabis job market, we decided to put together a few key points about successful resume writing. As seasoned recruiters and resume writers, we are in a great position to offer this timely advice.

Because the team at M&F Talent reads hundreds of resumes each week, we have an expert understanding of what hiring parties are looking for in these documents. Even more, we have insider advice on making yourself stand out from competitors in the cannabis and hemp space.

Competency-Based vs Traditional Resume Writing

Before you start writing your resume, it’s a good idea to brainstorm on what sort of resume structure is required. For most, this process requires deciding between a competency-based resume and a chronological resume. Firstly, competency-based resumes are great for those people looking to their highlight skillsets as opposed to specific job experience. These resumes are particularly useful for people looking to switch their lines of work or enter a new field – such as the cannabis industry. Conversely, chronological resumes do exactly what they say – explain the exact parameters of your job history. These are the most common resumes and the recommended format if your job search stays within your established line of work.

Resume Length

The topic of resume length is a much-contested issue among Human Resources professionals. From our experiences at M&F Talent, we feel it’s okay to have a 2-3-page resume if the space on the page is used both efficiently and attractively. In fact, in comparison to a 1-page resume with small font and tight spacing, most readers prefer a 3-page resume that is well-spaced and easy-to-read. Always remember, you want a person to think positively of you when they read your resume. So, give them a break and make it easy!

Resume Writing, Grammar, & Formatting

Grammatical errors and formatting issues in your resume are some of the most surefire ways to get overlooked by a busy HR department. As a result, your resume writing process should be careful and meticulous, ensuring you catch every grammatical issue. Similarly, you should make certain that you apply uniform, logical spacing between the text. For those applicants interested in more help with formatting, there are a plethora of resume templates online. Also, it’s always helpful to have a colleague, friend, or family member proofread your resume before you use it.

Time Gaps & Missing Info

Please remember, when a hiring party reads your resume their goal is to learn as much about you as they can. As such, it’s best not to hide gaps in time where you weren’t employed or be evasive with other missing info. Because, if an HR department thinks for even a second you are hiding something, they will immediately move on. Therefore, it’s best to explain anomalies and time gaps with a simple explanation like “Took care of a sick family member for one year.” Similarly, its best to include all relevant dates on your resume, including both college graduation and job durations.

Including Cannabis Experience

People searching for jobs in the cannabis industry are faced with a tough question: “should I include cannabis experience on my resume?” As recruiters in the cannabis industry, we generally answer this question with a “Yes!” However, we encourage applicants to be tasteful about disclosing their involvement with cannabis. For example, good things to mention include being a member of an advocacy group like NORML or ASA. In like fashion, it’s generally okay to mention medical cultivation experience in a legal State.

If you would like to learn more about resume writing, or the M&F Talent Cannabis Career Guidance and Resume Writing Program, please contact us at info@mandfconsultants.com.

An often-overlooked fact about recruiters is the fact that we are excellent resources for career guidance. Similarly, agencies like M&F Talent have a strong grasp of trends in the workplace. These trends often across several age groups and generations. As the cannabis industry continues to transition into a mainstream affair, it begins to resemble more traditional lines of work. As such, the cannabis business shares many of the struggles felt in other industries. This notion is particularly applicable concerning the habits of a younger workforce.

Early this spring, the Wall Street Journal reached M&F Talent’s Mike Ruane for for information about the work habits of millennials in the cannabis industry. The crux of the article, titled “The Office Rookies Who Ask for the World,” is a new trend in which “rookie” employees are too quick to ask for things like promotions, raises, and additional responsibility. In the article, they interview business owners, company managers, and recruiters to understand this assessment of young professionals. The WSJ piece offers some sound career guidance for those people feeling restless in the workplace.

Young Professionals and Patience in the Workplace

According to The Wall Street Journal, many businesses today are struggling to keep up with the demands of a younger workforce. Largely because, companies often have minimum employment requirements that must be realized before employees are even eligible for things like promotions, raises, and transfers. Even more, in the cannabis industry, we often see that “startup businesses” don’t have the infrastructure to fast-track this younger generation into their dream jobs. Yet, cannabis companies need the youthful talent of millennials to stay competitive in today’s market. This notion applies in the cannabis business and beyond.

The WSJ turned to Ruane in trying to uncover information on how cannabis employers are dealing with this workplace trend. Ruane mentioned a previous M&F Talent client that offered a salesperson a new title after a year of employment. In this situation, a potential promotion was negotiated at the time of hiring. However, it was still contingent on the salesperson meeting performance goals for one year. Point being, our cannabis client figured out a way to attract the talent they needed, while still ensuring that promotions and raises are earned not “handed out.” As such, some great career guidance for young professionals in cannabis and beyond is to be patient and “earn your keep” at a new job. In working with this cannabis industry client, the recruiters at M&F Talent helped them find a creative solution to a problem. As the cannabis business is comprised of startups in its entirety, it often takes this sort of “out of the box thinking” to make business relationships work. We pride ourselves in providing our candidate’s with sound career guidance. Similarly, our recruiters enjoy helping our clients resolve issues with attracting and retaining top talent.

Summary / Career Guidance for Young Professionals

In looking at this WSJ article, some valuable information can be gleaned about success in the workplace. Namely, fruitful employee / employer relationships are based on a careful balance of trust, patience, and communication. Therefore, it is vital that employees have a clear understanding of their role in their company. This notion applies whether an employee is a millennial or a well-seasoned executive. In the end, this understanding only comes with effective communication. Also, it is essential that employees trust that hard work will be recognized and rewarded.

As a leading cannabis recruiting service, M&F Talent has a first-hand view of how new trends manifest in the cannabis industry. It will be interesting to see how a young workforce will continue to shape this emergent industry. At M&F Talent, we will continue to put our passions into providing sound career guidance for our candidates.

The United States urban agriculture movement can be traditionally defined as “anything but mainstream.” As an industry, urban farming finds its roots in hyper-localized communities looking to produce fresh food within urban centers. It also sees its heritage in the somewhat obscure confines of the indoor gardening and hydroponics tradition. With these notions in mind, the question as to weather or not the urban farming industry is growing in the United States should be met with a resounding yes. Last year was a momentous year for the urban farming movement on the whole, as government entities and large-scale investors alike showed unquestionable interest in the both the financial and societal benefits of urban agriculture. This up and coming industry includes vertical farming, CEA production, greenhouse growing, and sophisticated hydroponics / aquaponics cultivation. To tie it all together, rapid progressions in cultivation technology have made certain commercial applications of controlled environment agriculture profitable for the first time. Yet, how this forward-momentum will sustain itself, and exactly how fast the horticulture industry is growing overall, is still somewhat difficult to pinpoint.

Urban Farming Funding and Growth

Sophisticated investment parties are increasingly looking to the urban farming sector for viable financial growth opportunities. For example, an article by Business Insider titled “Investors are sinking hundreds of millions of dollars into a technology that could revolutionize the way we eat” describes the unparalleled capital put into the vertical farming company Plenty. In August 2017, Plenty received $200 million in Series B funding, making the deal “the largest agriculture-tech funding round in history.” Behind the massive financial backing is the Softbank Vision Fund, a financial operation that represents some of the world’s savviest investors. All-in-all, Plenty’s movements into the limelight of Wall St. level finance speaks to the growing attention that the urban farming sector is receiving, on a number of levels.

In the highly money-driven culture of modern America, large-scale funding efforts, as seen with Plenty in August 2017, set the stage for additional public interest. Along this line of thought, sophisticated investment parties are generally more “in the know” than the average U.S. citizen concerning business trends, including those trends tied in with food procurement. On this note, industry leading business people and intellectuals alike feel that “the investment will make indoor agriculture even more commonplace.” Interestingly, and against the profit-driven norms of large-scale financial interests in the United States, the Plenty funding situation sets forth to infuse capitalist economics with a movement interested in solving global issues concerning healthy eating and environmental awareness. That being said, this situation might present a rare case where “keeping up with the Joneses” means developing an appreciation for local, sustainable food production. If the financial figures surrounding the Plenty deal are any indication, vertical farms could become a standard source for produce in years to come.

Urban Farming & Government Policy

The urban farming movement has also garnished the attention of key political figures in the United States, this notion further evidences the industry’s growth in recent years. To illustrate, in September 2016 Michigan Senator Debbie Stabenow introduced the “Urban Agriculture Act” to the United States Congress. This unprecedented legislation set forth to amend the USDA’s Farm Bill by implementing government programs within the urban farming sector, essentially giving them similar rights and perks as “traditional” farms. While Stabenow’s bill expired with the commencement of the 114^th congress, Ohio Congressional Representative Marcy Kaptur has set to keep urban farming legislation alive in the 115^th U.S. congress with the sponsorship of the “Urban Agriculture Production Act of 2017”  Yet, many experts don’t see urban farming as a major priority for the conservative decision makers that currently dominate congress, which seriously lessens the chances that it will get voted into action. Nonetheless, the simple fact that the once grass-roots urban agriculture movement has gained the attention of policy makers in the United States government speaks to its overall advancement into a mainstream industry.

Q and A with an Urban Farming Industry Leader: Glenn Behrman

Maximum Yield reached out to vertical farming authority Glenn Behrman to gain a clearer understanding of exactly what sort of evolutions the United States urban agriculture industry is undergoing. Behrman is the founder of GreenTech Agro LLC, a vertical farming technology company that is best known for the development of the “Growtainer” and the “Growrack.” Both progressive pieces of equipment function as “inclusive” indoor gardening structures, with the Growtainer providing a totally comprehensive cultivation environment. Behrman is also the founder of CEA Advisors, which is a group that was “developed as a vehicle to move Controlled Environment Production to the next level.” Here is what Behrman had to say:

What sort of changes have you seen happening in the urban farming industry in the past 10 years?

Behrman: “First of all, I’ve seen a growing interest in this quickly evolving method of production. CEA production is not lo

oked at in the same way as traditional agriculture because vertical farmers have unlimited harvests and can operate outside the constraints of weather and seasonality. Also, modern growers don’t need to find land when they can simply rent a warehouse in town. Finally, farming today has become a lot less labor intensive and a lot more scalable. Vertical farmers have a lot more choices for their operations as well as a lot more access to products such as crop specific fertilizer blends, substrates, control systems, soil mixes, and wavelength specific energy efficient LED lighting. Also, they have access to different types of production systems such as hydroponics, aeroponics or aquaponics.”

How has an influx in investor money, as seen with the $200 million Plenty received in summer 2017, effected the urban farming industry?

Behrman: “I’m not so sure it’s a good thing. First of all, funding is not a business model. Also, these inflated amounts of investor money might scare away the small investor or business owner who could make a real difference. Not to mention, I don’t see any of the bold type vertical farming companies doing anything significantly different, like introducing any new varieties, reducing prices, or increasing nutrient density.

I also think it’s placed unrealistic expectations on the industry and I don’t feel that the VC metrics work in agriculture. In my opinion, business is meant to be cash flow positive and the operator needs to be realistic, passionate, curious, dedicated and focused on what they’re doing. Raising money should come after you’ve proven your business model.”

How does the U.S. urban farming industry compare to the industry in Europe?

Behrman: “I’ve done projects in Holland, Spain, Germany, and the UK, and I have a lot of friends in every facet of the International Horticulture Industry, including entrepreneurs, growers, and suppliers. I think the EU vertical farming industry is ‘slower growing,’ and based on a lot less hype and a lot more reality. Pioneers in vertical farming in the EU seem to be entrepreneurial but more focused on the business case and trying to fill a value-added need. I also think EU vertical farmers are more creative, self-sufficient, and realistic.”

Thus far, urban farming has been organized by grass roots efforts or State sanctioned research and funding programs. How would the passage of the “Urban Agriculture Production Act of 2017” in the U.S. congress change the industry?

Behrman: “The bill, if passed, could be a positive thing for Urban Ag – if it gets some fine tuning. But, the prognosis for its passing are not good. After reading the bill, I’m also concerned that it doesn’t open the door wide enough for the entrepreneur. I feel that it has too much of a bureaucratic “government” point of view because it lacks input from the potential beneficiaries in urban farmers.

I also wish that there was reference to forgiving student loans to students in agriculture programs. I think the government bill can encourage young people to consider farming as a career, but it doesn’t quite go the last mile.”

Looking forward, what do you see as the future of urban farming in the United States?

Behrman: I am optimistic, I see a steady increase in urban farming, vertical farming and Controlled Environment Agriculture in the future. There will be a few industry hiccups and some high-profile failures, but that’s normal business in a developing industry. On the positive side, I see more interesting, creative, and innovative projects being developed. I want to think that entrepreneurs’ attitudes in the space today are slowly beginning to mature and become more focused on best use, innovation, and economics.”

Conclusion

The ebb-and-flow of the United States’ urban agriculture industry is indicative of a marketplace that is still largely in start-up phase. That being said, there are exciting opportunities and prospects related to both investment interests and government programs. However, as eluded to by Glenn Behrman, how the stability of these developments will affect overall industry progress remains largely to been seen. Either way you cut it, the simple fact that urban farming is receiving the attention of mainstream demographics in the United States speaks to an industry experiencing growth.

Happy holidays from the recruitment team at Mac & Fulton Talent Partners! 2018 has been an amazing year for us. We are extremely thankful for the cannabis network that has made this success possible. Looking into 2019 and beyond, M&F Talent is thrilled to continue our place as the most attentive and knowledgeable recruiting service in cannabis, hydroponics, and horticulture. Similarly, we are excited to share our knowledge and experiences with our vast network of industry connections.

Understanding the 2018 Farm Bill and the Hemp Industry

Representing perhaps the most monumental change in the history of legal cannabis in the United States, hemp was federally legalized on December 20, 2018. On this historic date, President Trump signed the 2018 Farm Bill into law. This watershed legislation has opened the doors to a plethora of business and employment opportunities involving hemp. However, their remains a great deal of controversy and confusion regarding the place of hemp-based CBD products in the newly created national hemp industry.

Hemp-Based CBD products and the 2014 Farm Bill

The hemp-based CBD product business has grown into a multi-billion-dollar industry. Most of this industry growth is related to to legal loopholes found within the 2014 USDA Farm Bill. To this end, the industrial hemp section of the 2014 Farm Bill allows for “an institution of higher education or state department of agriculture” to legally cultivate and research hemp in non-profit, scholarly scenarios. It does not, however, grant hemp business the ability to legally sell CBD products across the United States.

The market growth seen within the hemp-based CBD industry up until late 2018 is due to a grey area created by the 2014 Farm Bill. As such, what exactly has been considered “legal” and “illegal” is largely conjecture on the part of sellers, buyers, and law-makers within certain State markets.

With the passage of the 2018 Farm Bill, hemp can be legally grown in all 50 States, yet, the legal standing of the hemp-based CBD products is still largely undefined. At this point, the FDA has made statements that CBD medicines and food products must undergo the same rigorous testing standards as all food and drug products sold in the United States today. They have also stated that any companies selling CBD products without such testing standards are doing so illegally

The Future of CBD Products in the U.S. Hemp Industry

Looking to the future, many advocates and business owners alike hope the 2018 Farm Bill represents a harbinger of things to come for a national cannabis industry. For the time being, however, it seems that the hemp industry still has a long way to go in establishing legitimate business practices. Similarly, the FDA and other federal agencies must work with hemp companies in understanding exactly what products are legal under this new regime.

Careers in the Hemp Industry

M&F Talent is excited to witness this historic moment for the U.S. hemp industry. To this end, we have developed business connections relating to commercial hemp cultivation, harvest equipment design, CBD extraction technology, and more. As seen with cannabis recruiting practices, our hemp recruiting will also focus on technical career paths. In early to mid 2019, expect to see a flurry of hemp jobs being posted by M&F Talent. Please keep an eye on our website and newsletter for updates on career opportunities in the hemp industry.

Clarifying a Complex Legal Landscape for the Hemp Industry

The hemp industry in the United States is evolving rapidly, but one of the most perplexing aspects of this growth has been the legal status of hemp-based CBD. As top recruiters in the cannabis and hemp industries, Mac & Fulton Talent Partners is committed to staying informed on the latest regulatory developments and industry trends.

Hemp-based CBD products occupy a unique legal space that often confuses both consumers and businesses. While the 2018 Farm Bill made significant strides in the legalization of industrial hemp, the varying interpretations at state and federal levels leave many businesses unsure about compliance.

Industry Thought Leadership: Understanding Hemp-Based CBD

To provide our clients with the most up-to-date knowledge, the recruiters at Mac & Fulton Talent Partners make it a priority to stay on top of legal developments in the hemp and cannabis sectors. We believe in sharing this knowledge as thought leaders in the space, ensuring that our clients can make informed decisions about their business strategies.

In the rapidly changing regulatory environment, understanding the legal framework around hemp-based CBD is critical for businesses aiming to thrive in this market. From federal regulations to state-by-state variations, the legal complexities of hemp-based CBD can have a significant impact on your business operations and compliance efforts. Staying informed on these issues will ensure you’re better prepared for the future of the industry.

The 2014 Farm Bill

The US hemp-based CBD product market finds its roots in a legal loophole taken from the 2014 US Department of Agriculture (USDA) Farm Bill. In this bill, the Food and Drug Administration (FDA) and DEA advised the USDA on a pilot program aimed at cultivating hemp for research purposes. Essentially, the industrial hemp section of the Farm Bill allows for “an institution of higher education or state department of agriculture” to legally cultivate and research hemp in non-profit, scholarly scenarios. So, the 2014 Farm Bill does isolate hemp cultivators and processors from federal prosecution. However, it only offers these protections in specific research and development scenarios. Moreover, by no means does the Farm Bill grant businesses the ability to sell hemp-based CBD products across the U.S.

The Indiana CBD Market in 2018

Throughout 2018, the State of Indiana came to personify the confusing nature of hemp-based CBD legality reflective of the Farm Bill’s misinterpretation. In March 2018, Governor Eric Holcomb signed a law that states, “all CBD products are legal as long as they come from hemp and contain low amounts of THC” and that all CBD products must have a QR code on their labels that is linked to production information. In other words, the traditionally conservative state where no legal marijuana or hemp initiatives even exist looked past federal regulation in the Farm Bill and beyond to allow the sale of hemp-based CBD. Yet, with this seemingly “progressive” legislation, new laws led to stricter regulations and the removal of hemp-based CBD products from store shelves. Moving forward, the changing law even left Indiana State District Attorney Curtis Hill and Governor Holcomb at odds concerning the legal status of hemp-based CBD products.

What is Hemp?

Hemp’s material applications doubtlessly make it one of the world’s most versatile plants. Nonetheless, few people know that certain varietals produce CBD. The Drug Enforcement Administration (DEA) identifies industrial hemp as “the plant Cannabis sativa L. and any part or derivative of such plant, including seeds of such plant, whether growing or not, that is used exclusively for industrial purposes (fiber and seed) with a tetrahydrocannabinol (THC) concentration of not more than 0.3 percent on a dry weight basis.” The point is, that hemp plants don’t produce enough THC to be considered psychoactive. However, they can produce ample CBD to be utilized medicinally. Therefore, federal and state legislation has attempted to draw a strict line between the legal status of cannabis and hemp. Yet, the presence of CBD in hemp makes a clear distinction between the two plant species next to impossible.

Is Hemp Based CBD Legal?

The sale of hemp-based CBD products is still illegal according to federal law. Those American-based companies who claim they can sell their products nationwide are misleading their customers. In an interview with Forbes Magazine in late 2017, DEA son Rusty Payne stated, in reference to CBD, “It’s not legal. It’s just not.” This quote still rings true in late 2018.

However, Payne continued, this time referring to parents treating sick children with CBD, “I cannot blame these people for what they’re doing … Are they breaking the law? Yes, they are. Are we going to break (a parent’s) door down? Absolutely not.” It’s reassuring that the federal government isn’t out to prosecute families who treat their sick children with hemp-based CBD. However, the back and forth concerning the substance’s legal standing adds to the overall confusion of the situation.

Perhaps hearing the DEA’s lenient standings on the matter, the FDA finally moved on CBD in late June 2018 by approving the drug Epidiolex. This represents the first-ever non-synthesized cannabis drug approved for on a national scale for use in the United States. Obviously, the approval of Epidiolex starkly contradicts the Schedule 1 Drug standing of cannabis. It does this by sanctifying the use of a plant-based compound in CBD. Many hope this movement is a harbinger of things to come concerning hemp-based CBD legalization efforts.

The 2018 Farm Bill and the Future of Hemp in the U.S.

As 2018 comes to a close, the national hemp industry has its eyes turned on the 2018 Farm Bill. In this unprecedented legislation, known as the “Hemp Farming Act of 2018,” proponents are pushing to federally legalize the entire hemp industry. This legislation includes hemp-based CBD products. With Democrats now controlling Congress after the November midterm elections, many feel the 2018 Farm Bill could see some serious traction. Yet, as with anything else in this industry, nothing is certain.

The hemp-based CBD market presents perhaps the strongest case for federal cannabis legalization to date. Conclusively, in an ever-changing landscape of regulation and legalization, it is almost impossible to understand the legal status of a product like hemp-based CBD. Unfortunately, medical patients are the ones who have the real cause for concern. This concern has primarily to do with consistent access to dependable hemp-based CBD medicines. Moving forward, consumers should be sure that hemp-based CBD comes from a licensed producer. Ideally, this practice will safeguard against impure products. In the meantime, many hopes rest in such legislation as the 2018 Farm Bill.

Looking for Top Talent in the Hemp Industry? 

As the legal landscape around hemp-based CBD continues to evolve, businesses in the cannabis and hemp industries need expert guidance to navigate these complex regulations. At M&F Talent, we specialize in providing recruitment services for the cannabis and horticulture industries, helping businesses stay ahead of industry trends and regulatory changes. 

Whether you’re looking for legal expertise, compliance officers, or other key roles, we can connect you with top-tier talent who understands the intricacies of this evolving market. Contact us today to learn more about how we can help your business thrive in this dynamic industry! 

The cannabis industry is booming, and with it comes a surge in job opportunities. With cannabis expected to add an amazing $115 billion to the United States economy in 2024, high-value employees are being rewarded handsomely in the industry. Salaries in the cannabis sector saw a significant increase compared to other industries, even amidst the economic challenges of 2023. This trend is expected to continue, with the promise of new markets opening in states like Minnesota and Ohio.

This positive outlook translates to exciting career prospects for individuals with the right skills. However, one particular area faces a unique challenge: cultivation.

Mac & Fulton Talent Partners, being one of the leading recruiters in the cannabis space, has firsthand experience of the difficulties faced by candidates seeking professional training. The matter is further exasperated when it comes to cultivation career training. Of all the vacancies in the marijuana business, M&F has observed that cannabis cultivation jobs are often the most difficult to recruit for. While there’s a clear demand for skilled cannabis cultivators, there’s a critical gap in training opportunities. Unlike other sectors, many experienced growers honed their craft in the black or grey market, making their expertise difficult to verify on paper.

This lack of formal training also creates confusion for employers, as they go through a sea of candidates with potentially inflated resumes. To complicate matters further, grower vacancies garner the attention of novices outside the industry, all claiming to be masters of the craft.

Therefore, employers looking to hire skilled cannabis cultivators face numerous challenges. These include sifting through questionable information and understanding who might be the best fit for their company.

The Challenges of Cannabis Cultivation Career Training

In more traditional career environments, the fact that an applicant has a relevant college degree takes much of the guesswork out of the hiring process. As a result, they can objectively weigh the coursework stated in a resume against their minimum hiring criteria. Such a process is almost nonexistent when it comes to cannabis cultivation jobs.

The recruiters at M&F Talent Partners are often asked what sort of cannabis cultivation career training is available for aspiring growers. While there is no definitive answer, you can explore a few avenues to strengthen your resume and launch a career in marijuana horticulture.

Here is a brief overview of cannabis cultivation career training options:

Online Cannabis Training

Anyone who has researched an education for marijuana growing has probably run into online training programs, such as THC University. Generally, these online schools offer horticultural education through video tutorials and online quizzes.

This online training can prove quite helpful when it comes to a basic understanding of cannabis growth processes. However, it does not qualify anyone to be a managerial-level cannabis cultivator.

As such, online certifications benefit those interested in pursuing entry-level positions as cultivation technicians or harvest workers.

Here are some pros and cons of online cannabis cultivation career training:

Pros:

• Flexibility: Learn at your own pace, anytime, anywhere.
• Affordability: Generally more cost-effective than in-person programs.
• Depth of Topics: Courses might cover specific areas like organic cultivation or breeding techniques.

Cons:

• Limited Hands-on Experience: Crucial skills like troubleshooting pest infestations or monitoring nutrient levels are best learned through practical application.
• Varied Quality: The quality of the course may vary from instructor to instructor.
• Employer Recognition: While some online certifications hold weight, their value can vary depending on the employer and the program’s reputation.

Compliance Certifications

States like Colorado offer compliance training programs for those seeking a better understanding of the rules and regulations of cultivating cannabis.

If you are looking for cultivation positions, it is recommended that underground growers join such formal training to make their experience more marketable in the now-regulated industry.

Not only does formal compliance training show that a grower is willing to play by the rules, but also that they understand track and trace protocols of entities such as the Colorado MED (Marijuana Enforcement Division).

Compliance certifications can be a game-changer for “grey market” growers seeking to enter the legal cannabis industry.

Pros:

• Legitimacy: Shows employers you’re serious about playing by the rules.
• Regulation Expert: Understands track-and-trace and other key compliance areas.
• Career Boost: Positions you for higher-level cultivation jobs.

Cons:

• Costly & Time-Consuming: Requires investment of time and money.
• Limited Availability: May not be offered in all legalized states.
• Focus on Rules: Leans more on regulations than hands-on cultivation techniques.

Controlled Environment Agriculture (CEA) Degrees

For those growers who are truly passionate about a managerial-level career in cannabis cultivation, a four-year degree in Controlled Environment Agriculture is a great choice.

To illustrate, schools such as Cornell University offer extensive indoor and greenhouse crop production training. This coursework applies seamlessly to cannabis cultivation. One of the real draws of programs like this is up-to-date training on cultivation equipment and technology.

As the cannabis industry grows increasingly competitive, businesses are streamlining operations with smart grow equipment and software. Formal training in cutting-edge technology and methods is necessary for higher-level cannabis cultivation jobs.

Pros:

• Management Ready: Provides the knowledge and skills to lead large-scale cultivation operations.
• Tech-Savvy Advantage: In-depth training on the latest cultivation technology used in the cannabis industry.
• Future-Proofed Career: A strong foundation in cutting-edge practices prepares you for the cannabis market.

Cons:

• Time & Cost Barrier: Significant investment of time and money may not be accessible to everyone.
• Broad Focus: Might not offer the most focused training on cannabis-specific cultivation techniques.
• Experience Matters: A degree alone may not guarantee immediate management positions.

Do Colleges Offer Cannabis Cultivation Career Training?

Due to the novelty of legal cannabis, many traditional universities are still catching up to the times with cannabis cultivation career training. However, there are a few schools you can look at if you are interested in focusing exclusively on cannabis horticulture, chemistry, policy, and business.

Northern Michigan University

Northern Michigan University offers the premier four-year degree program dedicated solely to cannabis cultivation. Titled Medicinal Plant Chemistry, the program covers horticultural techniques and the medicinal applications of cannabis.

University of Maryland’s School of Pharmacy

For pharmacy professionals, the Master of Science (MS) in Medical Cannabis Science and Therapeutics at the University of Maryland offers a two-year program that blends online and in-person learning. This program equips graduates to support patients, contribute to research, and develop informed cannabis policies.

Clark University School of Professional Studies

This recently launched graduate certificate program focuses on the regulatory affairs of cannabis control. It delves into the public policy intricacies surrounding cultivation, distribution, sales, and regulation of both medical and recreational cannabis.

Colorado State University-Pueblo

Aspiring cannabis scientists can explore the Bachelor of Science degree in Cannabis Biology and Chemistry at Colorado State University-Pueblo. This program provides a deep understanding of cannabis genetics, cultivation techniques, and quality control processes.

Summary

The cannabis industry is sprouting with opportunity, and with the right training, you can be perfectly positioned to flourish. As we’ve explored, there’s no single path to becoming a qualified cannabis grower. Whether you’re seeking an entry-level harvest technician role or aiming for a management position overseeing large-scale operations, there are educational avenues to equip you with the knowledge and skills employers crave.

Navigating this job market for the first time? As a boutique search firm specializing in agriculture, food production, and cutting-edge technologies, M&F Talent Partners has its finger on the pulse of the cannabis industry. Our experienced recruiters can connect you with top cultivation employers seeking passionate and qualified individuals.

Contact us today for a free consultation!