In certain instances, recruiters  woo job seekers by promising competitive pay, growth opportunities, and “a great culture.” But as any seasoned professional knows, not all offers are created equal. When things go bad, accepting the wrong role can land you back on the job hunt in less than a year. 

Job offer red flags are especially common in emerging industries like controlled environment agriculture (CEA), AgTech, and cannabis. Startups are notorious for overpromising and underdelivering in hopes of snagging top talent to fuel their growth. 

If you are seeking a role in agriculture, food production, or beyond, M&F Talent wanted to point out common job offer red flags to look out for. 

Watch the Employee Retention Rate

One of the easiest ways to identify a job offer red flag is by checking employee tenure. According to a LinkedIn post, 57% of employees leave because of their managers.

Look up current and former employees on LinkedIn. If you notice that people in the same department consistently leave in the first 12 to 24 months, it’s a job offer red flag. Short tenures often point to issues with leadership, high stress, or misaligned expectations. 

Signs of a Perpetually Open Job 

Do you keep seeing the same job posting show up every few months, or worse, stay open for months on end? Constant reposting might indicate several job offer red flags:

• High turnover
• Unrealistic expectations
• Internal dysfunction

You don’t want to sign up for a role that positions you for failure, even if the pay and benefits look great on paper. It’s not worth the stress or potential career damage if things don’t work out. 

For example, suppose that you see a regional operations role that has been listed for over six months. If you dig deeper, you might find that multiple people actually got hired and quit before onboarding was complete, raising a serious job offer red flag.

Multiple Recruiting Agencies Working the Same Role

If you’re approached by two or more recruiters for the exact same position, take note. While this can occasionally happen in highly competitive roles, it often signals that the employer is burning through recruiters. If the recruiters can’t handle working with the employer, you probably will feel the same way.

When several recruiting agencies compete on the same search, candidates often become collateral damage in the race to submit résumés first. Instead of being thoughtfully matched to roles, they’re rushed through the process, sometimes without proper vetting or full context. This can lead to poor role alignment, duplicate submissions, or even damaged reputations with hiring managers. 

Lack of New Hire Onboarding

Imagine an experienced sales manager in the AgTech space lands a new role at a promising startup. On day one, there was no orientation. They just toss the manager a badge and credentials so that they can get to work. Leadership caps off the day by telling the new hire to upload all of their contacts and start closing deals immediately. 

Lack of onboarding is one of the clearest job offer red flags in underdeveloped companies. These kinds of sink-or-swim environments are often described as “fast-paced.” The reality is that they lack the operational infrastructure needed to set you up for success. While these scenarios are common in the startup environments of CEA and cannabis, job seekers beware. 

Other Questionable Job Offer Red Flags 

Some warning signs are harder to spot but equally important. They include:

• Inconsistent Answers: If different interviewers describe the role differently, the company may lack alignment. 
• No Clear Metrics: Vague performance goals or ambiguous KPIs can signal a lack of accountability.
• Overuse of “Family” Language: Companies that claim “we’re just one big family” without defining what that means may be hiding something.

You should also be wary of processes that feel rushed or pushy. According to Forbes, 48% of hiring managers give “extra consideration” to individuals who can start as soon as possible. But there is a subtle difference between being eager to get you started and pushing you through the pipeline without considering needs in your personal life. 

How Candidates Can Protect Themselves

Luckily, there are a number of ways you can avoid common pitfalls with taking the wrong job. Before accepting any offer, here are some important steps you can take to identify job offer red flags: 

• Check Glassdoor, Indeed, and LinkedIn: If a workplace is toxic, it should be easy to find bad reviews from past employees. 
• Look for leadership changes: Do a bit of digging on the executive team at your prospective employer. If leaders don’t stick around long, it’s likely a red flag. 
• Ask direct questions during the interview: Don’t be afraid to ask the tough questions during your interview, like “what’s the average tenure of team members?” 
• Request to speak to peers: Talking to other people who work at the organization is a great way to get a feel for the culture. 

In the end, you don’t want to fall into a trap just because an offer looks great on paper. Make sure the offer has depth and truly aligns with your goals.  

Advance Your Career with M&F Talent 

Accepting a new job is an extremely important life decision. As such, you should take the time to evaluate a potential employer and ensure you’re making a move that supports your long-term goals. 

At Mac & Fulton Talent Partners, we understand the nuances of hiring in agriculture,  food production, and beyond. With over 20 years of experience in the industry, we have the insight to distinguish quality employers from the rest. We use this knowledge to guide candidates away from job offer red flags and towards positions where they can thrive. 

Reach out to M&F Talent for personal guidance on employers in agriculture, food production, and CEA. 

A confluence of diverse factors and influences has led to the rise of the controlled environment agriculture (CEA) industry as we know it today. This growth has largely been fueled by two synergistic forces: cannabis legalization and new technological advancements. 

The advent of cannabis legalization in places like Washington state set off a chain of events that greatly impacted development in the CEA industry. Findings published by Custom Market Insights predict that the global CEA market will grow from $124.14 billion in 2025 to $321.68 billion in 2034. It’s interesting to look back and consider how much of this progress can be attributed to cannabis legalization. 

While equipment manufacturers and cultivation teams originally developed technologies and processes to grow cannabis, this momentum unintentionally bled into the realm of food crop production. In doing so, cannabis impacted the CEA talent pool by creating a new generation of professionals skilled in indoor agriculture. 

Cannabis Legalization Brought Scale and New Technologies 

Following Colorado’s adult-use legalization measures in 2014, 40 US states and Washington, DC, have since legalized either medical or recreational cannabis.

Back in 2015, the US cannabis industry was worth a total of $5.4 billion. By the time we reached 2024, Grand View Research reports, “The U.S. cannabis market size was estimated at USD 38.50 billion.” The rapid proliferation of licensed operations generated an immediate demand for new technologies and specialized personnel.

Advancements in CEA technology with legal cannabis include: 

• Atmosphereic controllers
• LED lighting
• Fertigation systems
• Cultivation software
• Environmental sensors
• Remote monitoring systems 
• Genetic & tissue culture technology 

As McKinsey & Company reports, the AgTech industry experienced “38 percent year-on-year growth” during the years 2013-2021. Today, one only has to take a walk through an indoor farm or greenhouse to appreciate just how impactful legal cannabis has been on the advancement of the entire CEA industry. 

The Development of a Novel Workforce in Cannabis 

As commercial cannabis facilities have emerged across the United States and beyond, there has been a growing demand for professionals who can operate advanced technologies and produce CEA crops at scale. Examples include: 

• Engineers designing complex commercial facilities 
• Cultivators optimizing yields in controlled environments
• Compliance experts navigating complex regulatory frameworks
• Operations managers orchestrating intricate production workflows 

Cannabis professionals gained deep and practical experience in the nuances of indoor agriculture, often operating under rigorous quality control and traceability protocols. As of early 2025, nearly 450,000 Americans are employed by cannabis companies. It’s clear that cannabis impacted the CEA talent pool not only in size, but in the quality and specialization of candidates available to the broader industry.

Cross-Disciplinary Teams are Driving Innovation in Food Production 

As the cannabis market matures and undergoes consolidation, food producers are increasingly turning to their workforce to fill critical roles. Seasoned cannabis professionals are proving to be strong candidates for roles in food production since they bring valuable experience from highly regulated, tech-driven cultivation environments.

As one of the top recruiting agencies in the industry, M&F Talent has seen firsthand the exchange of talent between cannabis and CEA. This notion is particularly true for B2B salespeople who have experience selling to both cannabis and food producers. A majority of our CEA equipment manufacturing clients value candidates well-versed in cannabis production. 

The migration of cannabis professionals to food production has been quite timely. As a 2023 article in Urban AgNews admitted, “The current lack of grower or production leadership [in CEA] shows that we do not have the expertise to run these facilities.” Hiring needs in CEA are creating new career pathways for pros with backgrounds in cultivation, operations, software development, robotics, manufacturing, and more. 

AgTech is Changing the Face of CEA Talent

The evolution of commercial cannabis and the sophistication of modern agricultural technology are redefining the CEA workforce. Rather than looking at their predecessors in traditional agriculture for hiring, CEA producers have a much broader field of qualified candidates coming from cannabis production and equipment manufacturing. These candidates have expertise in areas such as data analytics, automation engineering, sensor technology, and IoT (Internet of Things) integration. 

Summary: How Cannabis Impacted the CEA Talent Pool 

The story of modern CEA is the story of converging historical, political, and technological forces. As cannabis legalization pushed the limits of what indoor agriculture could achieve, it also built a workforce of tech-savvy professionals who now have value in multiple industries. Simultaneously, rapid advances in AgTech have made CEA more accessible to candidates from fields like engineering, IT, compliance, and manufacturing.

Looking to the future, success in the CEA space will require more than a green thumb. Whether they come from cannabis or traditional agriculture, top CEA candidates are well-versed in modern technologies and their practical applications in commercial production. 

Hire Top CEA Candidates with M&F Talent! 

From cannabis to AgTech, today’s talent brings a unique mix of technical and business experience to the CEA space. At M&F Talent, we know how to match these skills with your business needs.

Reach out today to connect with qualified candidates! 

M&F Talent Customer Spotlight

AgTech manufacturer ISO Horti Innovators partnered with M&F Talent to hire a new Technical Sales Manager for North America. Known for their cutting-edge robotic automation solutions powered by AI, ISO Horti needed a highly technical sales leader who could drive growth and establish strong relationships across the horticulture space. By outsourcing sales recruiting efforts to M&F Talent, ISO Horti found the ideal candidate who could meet its ambitious goals for expansion in North America. 

Customer Background

ISO Horti Innovators specializes in robotic automation systems that help commercial growers become more efficient. ISO Horti’s solutions integrate advanced vision technology and AI to automate labor-intensive processes – thus reducing costs and increasing productivity. As the ISO Horti website explains, “we are not just automation experts… we pair in-depth knowledge of industrial automation technology with a deep connection to greenhouse and open-field horticulture. In other words: we understand both robots and growers.” 

Based in the Netherlands, ISO Horti Innovators contacted M&F Talent for help expanding its North American sales team. While the ISO Horti hiring manager was open to viewing remote candidates from around the United States and Canada, they preferred candidates on the West Coast. 

The Challenge

ISO Horti needed a Technical Sales Manager who could handle the demands of complex B2B sales cycles with highly technical products. Since ISO Horti doesn’t have a strong market presence in North America, this person would also be fighting an uphill battle in spreading brand awareness from the very start. 

The Technical Sales Manager needed a unique combination of skills, including:

• Sales Expertise: Proven success with complex B2B sales cycles – preferably in hardware or technical equipment sales.
• Industry Knowledge: Experience in horticulture, agriculture, and automation to understand grower pain points and provide tailored solutions.
• Technical Experience: Knowledge of how ISO Horti’s technology is implemented in horticultural and agricultural scenarios.
• Entrepreneurially-Minded: Since ISO Horti is relatively new in North America, this person would be developing a new sales department. 
• Leadership Mentality: Experience building and managing remote sales teams. 
• Ability to Travel: Willingness to travel extensively across the U.S. and Canada, with occasional trips to Europe. 

Since M&F Talent has helped several European AgTech manufacturers build North American sales teams, we were very confident in our ability to fill the ISO Horti job. 

The Solution

M&F Talent presented a candidate with extensive experience in horticulture sales and automation technology. With over 8  years of territory management expertise in the horticultural sector, the candidate has a proven track record of increasing sales in every region they’ve managed. This person also brought a deep technical knowledge of AgTech, cultivation substrates, fertilizers, and plant care – paired with a talent for developing key relationships with CEA industry stakeholders.

The candidate’s career highlights include managing sales territories across the West Coast for European-made greenhouse automation equipment, where he worked with multiple manufacturers to deliver custom turnkey solutions to some of the largest growers in the United States. In previous roles, he demonstrated his ability to oversee lengthy B2B sales cycles – while also leading product rollouts tailored to customer needs. 

The candidate’s combination of technical acumen, sales expertise, and relationship-building skills aligned perfectly with ISO Horti’s goals for expanding its North American presence.

Results and Impact

To identify the perfect candidate, M&F Talent conducted a highly targeted recruitment process, focusing on individuals with a strong track record in sales and relevant experience with complex B2B sales cycles with technical products. 

Due to our highly established network of B2B salespeople in the CEA industry, we quickly filled ISO Horti’s Technical Sales Manager position. Not only did a quick placement save them time and money on recruitment, but it also allowed ISO Horti Innovators to maintain operational continuity. 

Important Results from the ISO Horti Innovators Placement:

-Interview-to-hire ratio: Only 5 candidates were interviewed before ISO Group found the perfect fit, while many companies interview as many as 20 candidates per hire. 

-Client Savings: Studies show that filling higher-level positions can cost more than an employee’s entire annual salary. For a high-impact role like a Technical Sales Manager—earning upwards of $85,000 per year—M&F Talent delivered real financial savings for ISO Horti by streamlining the hiring process, reducing turnover risk, and ensuring a precise fit for the role.

-Impact on Business: The new hire hit the ground running, strengthening ISO Group’s relationships with key stakeholders and driving immediate sales growth in North America. Their industry expertise and strategic approach not only accelerated revenue generation but also positioned the company for long-term market expansion.

Conclusion

ISO Group’s partnership with M&F Talent showcases the importance of working with a recruitment agency that understands the unique challenges of the CEA and AgTech space. By connecting ISO Group with a highly skilled Technical Sales Manager, M&F Talent ensured their client could expand their North American footprint with a highly professional salesperson at the helm. Moreover, ISO Horti Innovators saved time and money on the recruitment process, while also maintaining operational continuity during a critically important time. 

Need Horticulture Recruitment Expertise?

M&F Talent is the leading recruiting service for technical and B2B sales professionals in the horticulture and CEA industries. Whether you’re looking to fill an outside sales role or a director-level position, our extensive network of pre-vetted, passive candidates is standing by. 

Contact us today to get started!

The controlled environment agriculture (CEA) industry has reached a defining point. Over the past few years, the CEA space has faced serious hurdles as startup ventures failed to realize profitability – and big-name players like Bowery and App Harvest went out of business.

While obstacles have emerged in the CEA sector, the industry’s untapped potential still holds greater promise. With sustainability and farm-to-table freshness shaping consumer preferences, the CEA industry is well-positioned for long-term success—especially as global food demand continues to rise. These elements collectively pave the way for controlled environment agriculture careers in 2025.

As CEA continues to expand, so does the need for skilled professionals to drive innovation and efficiency. This growing demand presents exciting career opportunities for agriculture experts. Here are M&F Talent’s top controlled environment agriculture careers to watch in 2025: 

1. Leadership Roles

Leadership roles are some of the most in-demand positions M&F Talent has seen with CEA clients in early 2025.

Leadership roles in CEA are crucial for shaping strategy, overseeing operations, and driving sustainable business growth. With global food demand projected to rise by 47% by 2050, industry leaders must focus on building resilient and scalable business models while avoiding the missteps that led to the downfall of companies like Bowery and AppHarvest. Success in this field isn’t just about rapid expansion – it requires careful, strategic growth that balances innovation with long-term stability.

A few positions M&F Talent has seen open recently include: 

• Chief Operating Officers (COOs): these leaders optimize operations and sustainability.  
• Chief Marketing Officers (CMOs): positions that focus on branding and demand generation. 
• Vice Presidents of Sales (VPs of Sales): executives who lead sales teams and go-to-market strategies. 

These leadership positions generally require extensive experience and high levels of education – such as MBA programs. As companies scale globally in 2025, demand for strong leadership in CEA companies continues to rise. 

• Demand: High 
• Average Salary: $175,000-$250,000 per year 

2. Head Growers

Once again in 2025, head growers are one of the most in-demand skill sets among controlled environment agriculture careers. There simply aren’t enough people who have the proper education and professional experience to fill these critical roles.

As you might expect, head grower jobs require an in-depth knowledge of horticulture, crop nutrition, irrigation, and pest management, as well as the leadership skills necessary to manage a team. Not to mention, it’s crucial to have real-world experience working with CEA technology like environmental controllers, fertigation systems, etc. 

Head growers in CEA oversee all aspects of crop production, ensuring optimal growing conditions for hydroponic, aquaponic, and drip irrigation systems. They manage nutrient delivery, climate control, and pest prevention while implementing precision agriculture techniques. Additionally, they lead grow teams, monitor plant health, and fine-tune environmental parameters to maximize yields and quality.

Candidates must generally have a degree in plant science or a related field and hands-on experience in greenhouse or vertical farming settings. As the CEA industry expands, the demand for skilled head growers continues to increase. 

• Demand: High 
• Average Salary: $75,000-$150,000 per year 

3. Research and Development Scientists

Since sustainability and quality are some of the primary drivers of the CEA industry, research and development (R&D) scientists are also in demand in 2025. There is perhaps no better way to bring value to a CEA operation than by helping it produce better crops more efficiently. 

R&D scientists in CEA play crucial roles in developing new crop varieties, pest management strategies, and cultivation techniques. They stay at the forefront of automation and robotics advancements, integrating cutting-edge technologies to improve productivity, efficiency, and sustainability. R&D Scientists also conduct extensive research on plant genetics, nutrient formulations, and environmental controls to enhance crop resilience, increase yields, and refine precision agriculture techniques.

Both crop producers and product manufacturers hire R&D scientists to push the boundaries of what’s possible in sustainable agriculture. These roles typically require an advanced degree in agronomy, agricultural engineering, or molecular biology.

• Demand: Medium 
• Average Salary: $75,000 – $100,000 per year 

4. Outside Salespeople

The demand for outside sales professionals in the CEA industry remains strong, as it does every year.

Within CEA sales, B2C efforts are focused on fresh produce, while B2B sales occur largely between horticultural supply/equipment manufacturers and commercial producers. B2B sales often require more technical knowledge and hands-on industry experience than B2C.

Working with diverse clients like Grodan and Ridder, M&F Talent sees a consistent demand for salespeople who can balance the technical needs of direct-to-grower sales with the entrepreneurial spirit it takes to thrive in such independent positions. These professionals must master CEA technology—climate control, irrigation, and growing media—to convey value to commercial growers.

Unlike previous years, horticultural equipment and supply manufacturers are once again targeting cannabis producers as direct customers. Many industry experts believe the recent downturn in the cannabis market is set to rebound in 2025, leading to greater business stability and profitability. As a result, cannabis operators are expected to increase investments in equipment upgrades and cultivation materials.

For one of these roles, you often need a degree in business or a related field, along with strong interpersonal and communication skills. 

• Demand: High  
• Average Salary: $65,000-$125,000 (plus commissions) 

5. Engineers

The reliance on automation and robotics in CEA makes equipment engineers indispensable in 2025.

Equipment engineers design the technology used in controlled environments – such as hydroponic systems, climate control equipment, and LED lighting. As such, equipment engineers are generally in demand with AgTech manufacturers like Bluelab, Argus Controls, Link4, and PL Lights.

Project engineers in the CEA sector are responsible for designing and implementing infrastructures like greenhouses and vertical farming systems. Engineering tasks are generally focused on system optimization, energy efficiency improvements, and compliance with regulations.

Jobs like these require a background in mechanical or electrical engineering, as well as some experience with automation technologies. Demand is expected to grow as facilities invest in state-of-the-art systems to meet rising production goals.

• Demand: Medium 
• Average Salary: $75,000-$130,000 per year 

6. Food Quality & Safety Professionals

Since consumer safety and regulatory compliance are top priorities in the CEA industry, food quality and safety professionals will be in high demand in 2025.

Roles like Quality Assurance Manager and Food Safety Specialist focus on compliance with FDA and USDA regulations, implementing hazard analysis protocols, and maintaining certifications like Global GAP. They conduct routine facility audits, monitor for potential contaminants, and develop standardized operating procedures to minimize food safety risks. 

High-profile foodborne illness outbreaks in late 2024 have underscored the urgent need for stronger food safety measures. One notable case was the E. coli contamination linked to McDonald’s Quarter Pounders, which resulted in 104 infections across 14 states and one death. Additionally, the ongoing avian influenza epidemic has led to significant egg shortages and soaring prices, with some regions experiencing costs nearing $10 per dozen in early 2025. 

Food safety professionals typically hold a degree in food science, microbiology, or a related field, along with specialized training in HACCP, FDA and USDA regulations, and industry certifications such as Global GAP or SQF. 

• Demand: High 
• Average Salary: $70,000-$100,000 per year 

Summary

Nobody understands an industry’s health better than those on the front lines of the job market. At M&F Talent, we see the challenges of recent years not as signs of a struggling CEA market but as growing pains for an evolving industry still finding its footing.

In Q4 2024, M&F Talent witnessed a surge in hiring activity that matched our busiest seasons in years past. This momentum suggests a strong 2025 for CEA job seekers – in both crop production and product manufacturing. Whether you are a VP of sales or an engineer, vigilance in your job search will uncover solid opportunities. 

Despite challenges in the CEA sector, its untapped potential far outweighs the obstacles. As sustainability and farm-to-table freshness drive consumer demand, the industry is poised for long-term success. With global food needs rising, these factors create strong opportunities for controlled environment agriculture careers in 2025 and beyond.

Find Top Controlled Environment Agriculture Careers with M&F Talent!

Now is an exciting time to pursue a career in controlled environment agriculture. Whether your expertise lies in crop production, technology, or research, you’ll be joining an industry that’s revolutionizing modern farming.

Need some help searching for controlled environment agriculture careers? Contact us today to get started!

M&F Talent Customer Spotlight 

When CEA producer Goodness Gardens needed an experienced Farm Manager to oversee their operations in Pearsall, TX, they turned to Mac & Fulton Talent Partners. Facing the challenges of scaling sustainable operations while maintaining their commitment to quality, Goodness Gardens sought a skilled leader to take charge of day-to-day operations and implement long-term agricultural strategies. With the help of M&F Talent, they found the perfect candidate, who brought decades of experience in organic farming, crop management, and operational leadership.

Customer Background

For over 25 years, Goodness Gardens has been a leader in providing fresh, sustainably grown herbs and greens to customers across the United States. According to their website, “Since the mid 1980’s, Goodness Gardens has expanded exponentially in size and production. Goodness Gardens owns and operates a 50-acre farm and 175,000 square feet of greenhouses in Orange County, New York. In addition, we also operate a southeastern regional distribution center located in Miami, Florida.” 

Based in New Hampton, NY, the company also expanded operations in Texas where they cultivate organic herbs and leafy greens. To keep their Texas operation on track, Goodness Gardens needed a Farm Manager with leadership experience and a love for hands-on work. This difficult-to-fill position led them to the recruitment team at M&F Talent. 

The Challenge

Goodness Gardens was facing rapid growth in demand and needed a Farm Manager who could efficiently handle the complexities of a large-scale organic farming operation. This person needed to be a team player with real-world experience in organic agricultural practices, irrigation systems, crop health management, and leadership. The Farm Manager would not only oversee planting, harvesting, and crew schedules but also improve operational efficiency and maintain organic certification standards.

The requirements for the Farm Manager job included strong leadership skills with the ability to schedule and manage a farm crew of 10-15 people. The position also required proficiency in generating and interpreting yield and time reports. Technical abilities for basic mechanical troubleshooting and farming equipment maintenance were also a must.

The Solution

M&F Talent presented a candidate with over 30 years of experience in farming operations, particularly in organic vegetable and herb production. This Farm Manager candidate had an impressive track record in building and managing organic farms from the ground up, implementing innovative irrigation and fertilization systems, and working closely with soil consultants to maximize crop yield and quality. 

The Candidate’s Previous Roles Include:

4 years as a Director of Farming Operations where he designed and built an organic farm from start to scale. The candidate also developed accounts to sell produce to Whole Foods, Common Market, and other notable grocers.  

4 years of experience as an Executive Director of Production at another organic farm, where he managed large-scale crop production, reduced input costs, and ensured compliance with organic certification standards.

2 years of experience working as a Senior Production Agronomist for a commercial herb producer. In this role, the candidate specialized in reducing material and labor costs, while also raising yields with innovative fertigation systems. 

M&F Talent’s candidate was also involved with the  Empire State Food and Agricultural Leadership Institute (LEAD New York) at Cornell University. 

The candidate’s deep knowledge of organic farming techniques, modern agriculture technology, and team leadership made him an ideal fit for the position at Goodness Gardens. 

Results and Impact

Thanks to M&F Talent’s deep network in the CEA sector, Goodness Gardens was able to hire a qualified Farm Manager swiftly. Our ability to quickly connect CEA organizations with top-tier talent meant Goodness Gardens could fill the role without delays. Not only did a quick placement save them money on sourcing and recruiting, but it also allowed Goodness Gardens to maintain operational momentum. 

Important Metrics and Data Points for the Goodness Gardens Farm Manager Hire: 

Time-to-fill: M&F Talent filled the Goodness Gardens Farm Manager role with a top-tier candidate in just 3 weeks. SHRM reports that the average time-to-fill is 44 days for managerial-level talent.

M&F Talent reduced the average time-to-fill by 48%.

Interview-to-hire: M&F Talent only submitted 2 highly qualified candidates to make a placement with Goodness Gardens. The average interview-to-hire metric is “4:1 to 20:1” across industries.

M&F Talent beat average interview-to-hire figures by 100%-900%. 

Onsite hire: M&F Talent managed to recruit a premier Farm Manager for an onsite role in a job market turning increasingly to remote work. Forbes reports that 39% of professionals ages 24-35 now work remotely.

M&F Talent filled the onsite job with only 61% of the talent pool to choose from. 

Conclusion 

The partnership between Goodness Gardens and M&F Talent demonstrates the value of working with a recruitment firm that understands the complexities of CEA. By leveraging M&F Talent’s extensive network and industry expertise, Goodness Gardens was able to quickly fill a critical Farm Manager role with a highly skilled candidate. Despite a reduced talent pool for on-site roles, M&F Talent’s ability to identify the right candidate in a short time frame saved Goodness Gardens time and resources, allowing them to maintain operational momentum without delays. 

Need CEA Recruitment Help? 

Is your company looking for experienced talent in the controlled environment agriculture industry? Contact us today to get started! 

Due to the specialized nature of the industry, horticulture recruiting is no easy task. Since the ideal candidates possess a unique blend of business acumen and scientific knowledge, they are difficult to find. When you add the complexity of a job like technical sales for agricultural equipment, things get even more challenging.

Due to the startup nature of the controlled environment agriculture (CEA) industry, finding the right candidates is essential for building a solid foundation and establishing long-term stability. As the AG Funder News website explains, “Special purpose acquisition companies (SPACs), so popular in 2021, have experienced large to total investment losses in early-stage businesses; the same has been true for private [CEA] company investors” in recent years.

As seen in any other industry, human capital is the real difference between success and failure in the horticulture industry. At top CEA recruiters, M&F Talent has had the opportunity to observe the hiring climate – while taking note of successful hiring methodologies along the way. With a decade doing horticulture recruiting, we know the key traits to look for when building employee teams – and the importance of brand positioning for hiring companies. 

This blog explores effective strategies for identifying and attracting top horticulture talent. By avoiding common hiring mistakes and building your employer brand, it’s possible to build a thriving team that ensures long-term success – no matter how volatile the market. 

What to Look for in Horticulture Candidates

There are certain elements that M&F Talent looks for in candidates when doing horticulture recruiting. 

Well-Rounded Technical Acumen

Depending on the role in question, it’s important to look for candidates who understand the complex CEA systems involved in modern cultivation. For instance, comprehending climate control systems requires a deep knowledge of how temperature, humidity, and other factors interact within a greenhouse environment. 

This broader understanding extends beyond individual components like cultivations substrates to more intricate systems like heating elements, which demand a blend of horticultural and engineering expertise. Such complexity highlights the need for candidates who can navigate and optimize these interconnected systems to ensure efficient and productive horticultural operations.

Work Durations

While there are important considerations to be made with important hard skills involved with horticulture jobs, you also need to consider a candidate’s work history. As recruiters, we tend to keep an eye out for candidates with solid work durations.

When a candidate takes the term to learn a role and progress within an organization, it generally means they are dedicated team members who will stand by their employers. While there are always exceptions to the rule, “job hopping” is generally something we try to avoid when recruiting horticulture and agriculture talent. 

Attitude

While hard skills and work durations are important, however, these traits aren’t everything. When we speak to new candidates, the recruiters at M&F Talent pay careful attention to their attitude. 

More than anything, we enjoy working with people who are passionate about the horticulture industry. Especially when it comes to sales jobs, those people who love the industry are the ones who will find the most success. If you love what you do, it shows. When it comes to developing a sales pipeline, passionate candidates are the most active in building a network with online platforms, tradeshows, etc. 

How to Market Your Organization to Horticulture Candidates

To attract top horticulture talent, your company must implement targeted strategies that showcase its strengths and opportunities. This means not only making sure relevant candidates can easily find information on your business, but also convincing them your organization is a good place to work.

Consider Your Employer Brand

Building a strong employer brand is critical for successful horticulture recruiting. Companies with a solid reputation and presence in the marketplace draw candidates not just because they are hiring – but because they have an employer brand that is visible, exciting, and respected.

An effective employer brand makes top talent eager to explore job opportunities. For example, horticultural product manufacturer Grodan does a great job of distinguishing itself in the CEA space. The company provides stability in a volatile market and gets good employee reviews on websites like Indeed and Glassdoor. Since the best candidates are interested in reputable organizations, your employer brand is essential for building a high-performing team – especially when hiring for the C-suite. 

Have a Strong Market Presence

Having a strong market presence is critical for attracting top talent in the horticulture space. As TechTarget explains, “Recruitment marketing is the combination of strategies and tools used by an organization to engage and entice job candidates in the pre-applicant phase of recruiting. It aims to promote the value of working for the organization and establish a corporate culture or brand to attract candidates.” By showcasing open jobs on your company website and industry-specific channels, you open the door to inbound applicants. 

When top talent seeks you out, it creates a much more effective and productive hiring environment than sifting through countless unqualified resumes from general job postings. To illustrate, vertical farming company Bright Farms has a detailed and well-organized job board on its website – something that is sure to pull candidates in when job searching or considering a career change. An aggressive recruitment marketing strategy such as this helps enhance the overall hiring process.

Summary

While knowing what to look for in qualified candidates and building a strong employer brand are both extremely important, you also need to consider the common pitfalls of horticulture recruiting. At M&F Talent, we’ve many hiring parties solely focus on a candidate’s resume, instead of thinking critically about how an applicant might fit in their larger organization. 

While horticulture and CEA companies might be hesitant to hire someone missing a specific qualification, they sometimes glaze over the fact that the best candidates can be easily trained and taught. Conversely, a good work ethic is not something you can train in a new hire – it’s something they are born with. In the end, evaluating the whole person – including their soft skills, adaptability, and cultural fit – ensures a more comprehensive assessment of their viability as a team member. 

Horticulture Recruiting with M&F Talent!

Ready to elevate your horticulture team with top-tier talent? Contact M&F Talent today to start building a winning team in the agriculture and food production industries! 

With the rapid progressions of the mainstream cannabis industry comes a surging wave of novel business ideas and opportunities. Along this line of thought, creative hot-beds of the industry – seen in places like Denver, CO, and San Francisco, CA – are producing innovative companies looking to service every sector in the cannabis space.

Those individuals looking to make a career transition into the cannabis industry should be aware that the days of high-profit margins in marijuana growing have come to an end. Rather, it takes ingenuity, persistence, and foresight to find a profitable niche in the marketplace. Along this line of thought, trained specialists like tissue culture scientists are finding opportunities with biotech jobs in cannabis. 

What are Biotech Jobs in Cannabis?

As the cannabis industry grows in sophistication, it brings with it the need for well-trained professionals. The new breed of cannabis professionals represents a change from the stereotyped cannabis enthusiasts of old—these young business people are multi-talented, well-educated, and hungry for success. Moreover, companies hiring in the cannabis space now put a high value on a college education as well as a proven work history. 

Biotech jobs in cannabis are the result of some fascinating new evolutions and progressions in the industry. Blending a deep-seated understanding of traditional cannabis agronomy with the technological innovations of the twenty-first century, companies like Colorado’s Front Range Biosciences are pushing the industry in directions undreamed of a decade ago. Through scientific innovation and business ingenuity, Front Range Biosciences has created a cannabis-focused tissue culture lab that isolates, preserves, and purifies the genetic lines of cannabis strains. In turn, they have created several new science-based jobs for modern cannabis professionals. 

Biotech Company Profile: Working for Front Range Biosciences

M&F Talent’s Kent Gruetzmacher had the opportunity to interview Jon Vaught, CEO of Front Range Biosciences, about the challenges and opportunities of biotech jobs in cannabis. For those individuals unfamiliar with tissue culture research, Front Range Bioscience’s business model provides a great platform for understanding this new industry segment.

By isolating tissue cultures of specific cannabis strains in a laboratory setting, they created a “genetic library” of cannabis strains. With this library of genetic preservation, Front Range Biosciences can provide clones to growers that are absolutely free of systemic pathogens and pests. Furthermore, they can preserve a genetic line of cannabis without sacrificing quality and consistency – which is a momentous step forward from traditional cloning methodologies.

Here is what Vaught had to say about his business model and biotech jobs in cannabis: 

Are biotech jobs in cannabis a good choice for those looking to enter the industry?

Vaught: Yes, it is definitely a fast-growing segment. Currently, there are limited openings directly related to science, but that is changing quickly as more cannabis companies are realizing the need for professionals with strong scientific backgrounds from other industries.

For a biotech career in the cannabis industry, what do you see as more valuable: cannabis cultivation experience or college education?

Vaught: I think a college education, combined with professional experience in another industry, is ideal. Because of decades-long prohibition, the growing styles and methodologies that were used to support black market practices are becoming less and less relevant to today’s cannabis production. 

To revisit the above question, how important is cannabis knowledge in a sales or marketing role for Front Range Biosciences?

Vaught: We are a B2B company with a strong customer base of growers and farmers, so understanding the sales and marketing aspects is helpful. It’s also important to differentiate that data-driven knowledge is critical. With so much false information on the internet, not just regarding the cannabis industry but throughout many sectors, it’s crucial that we can distill what content is useful, true, and relevant.

What sorts of industries provide the best background for those looking to transition to biotech jobs in cannabis?

Vaught: I think work in regulated environments, whether it’s in agriculture, food, molecular diagnostics, pharmaceutical development, or product manufacturing where GMP (Good Manufacturing Practices) are implemented, is ideal. The types of quality control metrics and practices used in these environments give a candidate the right background and experience for working in the cannabis agricultural industry.

What are the largest challenges that Front Range Biosciences has in the hiring process?

Vaught: The biggest challenge is finding people who are motivated for the right reasons to join the industry. It’s agriculture, and frequently people don’t realize that; they have some glorified view of what the industry actually is. It’s a new crop, which makes it fun, exciting, and with plenty of room for innovation, but it’s still agriculture. There are also a lot of challenges in the industry as local, state, and federal governments try to sort out regulations, which makes it more complicated and challenging than other fields. This can be frustrating for professionals who have extensive careers in other industries that are trying to change over. 

If a young person is planning on a future career in cannabis and has yet to begin any education, profession, or vocational training, what sort of advice would you give them?

Vaught: It all depends on what side of the industry they want to join. I would encourage them to pursue a meaningful education, something challenging with rigorous coursework. When looking at resumes, a science or technical degree is usually a positive. I also think that corporate and industrial experience is much more valuable than purely academic. People who have completed their education and have at least one significant corporate experience, even if it’s just an entry-level position, are much more valuable than those coming straight from academia.

Those new to the workforce should not be extremely picky about their first job or two out of school. Many resumes of young people I see today have 4-5 job listings in the two years since they graduated school. Jumping around from position to position, company to company is a bad sign from a hiring perspective. Lastly, I would suggest they spend some time working in a more evolved industry first so that they can bring that experience to cannabis. Over the next couple of years, this industry is going to look much different, and more like traditional food and agriculture industries, so bringing experience from those sectors is valuable.  

Summary

As the cannabis industry continues to grow and mature, it brings with it surging waves of new business ideas and career opportunities. Today, biotech jobs in cannabis present an intriguing pathway for professionally trained scientists. To bring this level of job opportunity to the cannabis space, companies like Front Range Biosciences are pushing the industry to innovate in new and fascinating ways. If you are scientifically minded, having a look at biotech jobs in cannabis might be a great idea for advancing your career. 

Interested in Biotech Jobs in Cannabis? Talk to M&F Talent!

Mac & Fulton Talent Partners is one of the premier recruiting agencies to speak with about biotech jobs in cannabis. We specialize in technical searches and specialized roles in the cannabis and horticulture industries. Contact us today to learn more!

An Inside Look at an Important CEA Market Segment 

As seen in many of today’s markets, the controlled environment agriculture (CEA) industry is often shaped by the advent of new technologies. As the leading CEA recruiting agency, M&F Talent explores ways that new technologies influence business growth and career opportunities in the industry. 

From time to time, the team at M&F Talent enjoys writing thought leadership blogs that expand beyond the realm of staffing and recruiting. The blogs generally touch on other important topics in the industry such as new technologies and production methods. For this piece, the M&F Talent marketing team reached out to  Silver Bullet Water Treatment and GrowGeneration to get a better understanding of how new water treatment technologies are shaping the greater food production landscape. 

Silver Bullet Water Treatment is a Colorado-based company that offers water filtration and treatment technologies for farmers. Their CEA division is spearheaded by the VP of Horticulture Kyle Lisabeth. GrowGeneration is the biggest retail hydro store chain in the United States, with over 50 locations. Frank Hegardt is their Commercial Accounts Manager, as well as their water filtration expert. Both Lisabeth and Hegardt were very helpful in getting us up-to-speed on the latest developments in water technology for CEA production. 

Thought Leadership in the CEA Staffing Space 

Due to the technical nature of the market, only certain staffing agencies can handle the rigors of working in a specialized field like CEA. Yet, if a recruiter isn’t knowledgeable about the industries where they work, it is very difficult for them to find qualified candidates. This notion is only exacerbated with complex technologies such as commercial water treatment systems.  

The team M&F Talent is well-respected for thought leadership in our field. Whether it be publishing articles in magazines like Maximum Yield or taking part in panel discussions at tradeshows like Indoor AgCon, the industry trusts our opinions and insights. We enjoy speaking with companies like Silver Bullet Water Treatment and GrowGeneration about new developments in the market. 

Just as seen with previous innovations like LED grow lights, new CEA water technology is progressing the industry in new and interesting ways. Today, innovative water treatment and filtration companies are working tirelessly to give CEA growers better water quality. Even more, by focusing on important issues with water usage, they are helping establish new environmental standards for CEA production. 

How Has CEA Water Technology Changed?

Agricultural water technology has changed dramatically over the last two decades. This change is partly attributable to different focuses on crop choice. As Lisabeth tells us, “20 years ago, plants being grown in controlled environment agriculture infrastructure focused on flowers and select fruits and vegetables.” With such different aims, people of that era were not as concerned with water quality as, say, hydro leafy greens growers are today. Hegardt further elaborates, stating, that back then “agricultural water application standards were definitely lacking testing and procedure.” 

The evolution of technology has greatly influenced water filtration and treatment in CEA. Just a couple of decades ago, greenhouse water tech looked much different than it does today. According to Lisabeth, 20 years ago “simple bag and sand media filtration systems were used to remove large solids. [Yet], there was little concern with dissolved contaminants like metals or chemical residuals, and no one was using RO filtration systems” Obviously, with even the smallest CEA farms today using advanced testing, RO systems, and automated fertigation, things have changed quite a bit. 

As new water treatment technology has advanced, so have corresponding career opportunities in the CEA industry. Today, water filtration and treatment businesses employ a wide array of talented professionals – including researchers, engineers, and salespeople. 

Government Regulation

Innovations with new CEA water technology are also tied to government regulations. As we come to learn more about the importance of clean water, new rules are set in place to protect consumers as well as the environment. Hegardt puts it this way, “In 2011, the Food Safety Modernization Act (FSMA) was passed. This act made water testing mandatory. Such as testing of water quality at the source, testing for sterile equipment, testing runoff, and a 10-year source evaluation.” 

With new regulations in place, comprehensive water management companies like Silver Bullet Water Treatment have engineered new technologies and established best management practices to help ensure a constant supply of clean water. Lisabeth explains, “As water supplies began to decline, competition for water resources rose, and energy costs influenced irrigation type and management. While treatment technologies began to come online, so did sensor-based data systems, autonomous management, and micro-irrigation systems.” 

Interestingly, as certain regions start to grow more competitive for available water sources, new technologies are helping with conservation efforts. In some instances, CEA operations use water more efficiently, while others might treat and reuse grey water. 

The Importance of Water Testing

Today, water quality is considered one of the most important factors in running a successful CEA operation. Yet, more goes into it than simply filtering or treating your water. A large part of CEA water tech is dedicated to testing. Hergardt feels adamantly “Having knowledge of your water quality is crucial to your growing success. It is the key to life.” Lisabeth is in agreement here, explaining “It is critical to understand what constituents are in water and how they will impact the intended use. Some are pathogenic or toxic to plants, others may not be compatible with nutrient recipes, and still, others may cause excessive maintenance issues.” 

Especially for large-scale, commercial producers, monitoring water quality is a very important job that happens daily. When it comes to hydroponic systems, even the smallest shift in PH or PPM can have catastrophic consequences on a crop. It’s no wonder that cultivation technicians dedicate a portion of their workday to testing water. 

What Happens if a CEA Producer Ignores Water Quality?

Both GrowGeneration and Silver Bullet Water Treatment have clients whose crops have suffered because they were complacent with water filtration and treatment. Hergardt illustrates, “It is key to have professional water testing done so you know what your base levels are. After that, you assess what purification system is suited to your specific needs.” Without such careful protocol, crop health can quickly decline.

Lisabeth recalls a client who “had been operating for about 3 years and had no form of sanitation or shock treatment abilities.” In time, they “began to see fluctuations in PH.” They brought Silver Bullet Water Treatment to the operation and discovered the “irrigation plumbing showed excessive amounts of biofilm accumulation, which required extensive rework to resolve.” 

Simply put, no CEA producer could survive and thrive without a quality water source fueling its operation. Water is a critical resource for CEA farms that must be both cared for and protected. As such, clean water is one piece of the puzzle in creating a sustainable CEA business and keeping people employed. 

The Environmental Benefits of New CEA Water Technology

Beyond helping growers, new CEA water technology and best management practices also are helping curb issues with environmental degradation. Lisabeth explains it like this, “CEA will continue to be put under a microscope. These farms are seen as energy and water-intensive, and it will be up to the industry as a whole to prove otherwise.  Fortunately, efficient use of water and several water recycling options exist for CEA farms. Silver Bullet sees water monitoring, auditing, and water footprint being key data metrics that every farm monitors moving forward.” 

In an interesting turn of events, advancements in CEA water technology are paying serious dividends well beyond the business world. As the global population continues to grow, water treatment technology will likely play a pivotal role in conserving and sharing resources. 

Summary

As crop producers continue to revise their methods, we see an increased interest in new CEA water technology. Importantly, growers now realize the importance of knowing exactly what is in their water. In the end, you could have the best nutrient formula on earth, but it won’t pay out if your PPM and EC levels are off the charts. In turn, you simply can’t have a profitable CEA business without a reliable water source. 

In today’s CEA market, companies like GrowGeneration and Silver Bullet are working together to educate the public on the importance of clean water. In doing so, Lisabeth and Hergardt also work tirelessly to promote the technologies and best management practices that help CEA producers, while also protecting the environment. With an array of options for new CEA water technology on the market, ranging from commercial reverse osmosis systems to cloud-based crop monitoring, the future is looking quite interesting. 

As clean water becomes an increasingly important topic in the CEA industry, it will be interesting to see how this market segmentation will impact future jobs. More than likely, we will see a rising need for CEA water system specialists like engineers, technicians, and salespeople. 

Interested in New CEA Water Technology? Talk to M&F Talent

 As the foremost recruiting service in the CEA industry, the team at M&F Talent pays close attention to the latest technological innovations in the market. Contact us to discuss how new CEA technologies impact job growth. 

While controlled environment agriculture (CEA) has existed in one form or another for quite some time, only recently has the CEA industry become a viable career path. Whether it be new interesting technology or the need for more sustainable forms of crop production, there are many elements pushing young people towards CEA careers today.

Whether you are interested in a CEA job because of technology, science, or personal values, you might be wondering how much sense it makes to study this field at the university level. As big proponents of the CEA workforce, M&F Talent wanted to put together this brief exploration of what you can do with a controlled environment agriculture degree. 

What Universities Offer CEA Degree Programs?

As the CEA industry becomes increasingly important for global food production, more universities are developing degree programs aimed directly at this exciting market. Popular options for controlled environment agriculture degree programs include: 

• Northern Michigan University
• Oregon State University 
• Cornell University
• University of Arizona 
• UC Davis 

If you are interested in pursuing CEA but are unable to attend any of these schools, don’t be concerned. You can also attend a different university and study a more traditional subject like agriculture, biology, or engineering to prepare for a CEA career. 

Career Options with a Controlled Environment Agriculture Degree

Head Grower

If you are interested in studying the plant sciences at the university level, there is a good chance you can get a job as a head grower. In fact, managerial-level candidates with CEA experience are almost always in high demand – head growers often make six-figure salaries. 

Head grower jobs are challenging because you must balance the scientific expertise needed to grow crops indoors with sound employee management skills. These positions require more than just the ability to grow plants – you also need to design workflows and SOPs to ensure smooth, lean, and profitable production. If you are interested in the best grower education you can find, UC Davis is a great choice.  

General Manager

If you have a knack for operations, it could be a good idea to study the business side of the CEA industry. At production facilities, general managers act as liaisons between cultivation teams and sales teams – ensuring the crops are harvested and shipped on schedule. 

Since they are in charge of the daily operations of cultivation facilities, GMs often oversee quality control, employee teams, budget control, equipment maintenance, and more. They also help develop harvest and yield calendars so every team is on the same page with expected revenue, etc. Since GM roles are more operations-based, you don’t necessarily have to study CEA to get started on this career path. However, a basic understanding of the CEA industry will be quite helpful for getting a GM job. 

Equipment Engineer  

In the event you are interested in the engineering side of CEA, there are a number of avenues you can take in the industry. On a smaller scale like electronics engineering, you can help design pieces of CEA technology like smart controllers and grow lights. On a larger scale, you can help design and manage CEA grow facilities where you integrate different pieces of equipment to create ideal environments for growing plants indoors. 

While many people focus on the crop production side of CEA, the industry as we know it wouldn’t exist without skilled IT teams and engineers. With the right training, you can make a great salary with promising career progression. If you are interested, Cornell has an exceptional engineering department. 

Technical B2B Sales

Most technical B2B sales jobs in the CEA industry occur between hydroponic equipment manufacturers and commercial growers. With a consultative approach, these salespeople provide complete and appropriate solutions to growers across various crop types – from cannabis to leafy greens. Common products sold in technical B2B sales jobs include horticultural lighting, greenhouse kits, water filtration, HVAC solutions, fertigation systems, and much more. 

Since these are technical sales jobs, they require a certain level of expertise with CEA equipment and practices. Oftentimes, people with certain personalities make the shift from cultivation jobs to B2B sales to fill these roles. With hands-on experience in CEA grower jobs, these salespeople can more easily identify customer pain points. Since technical B2B sales jobs require both CEA knowledge and business acumen, you can get this type of training via multiple avenues in college. 

Plant Scientist

While head growers are focused on the actual commercial production of crops, plant scientists operate a bit more behind the scenes. Generally, plant scientists study different crops to uncover ways to make CEA production more profitable. In other instances, plant scientists might also study the nutritional value and chemical makeup of different crop types. 

By researching how different plant species behave in unique cultivation environments, plant scientists can create ways to grow crops of better quality and improve yields. In other instances, plant scientists might study ways to grow crops with fewer inputs like soil, fertilizer, water, and electricity. If you are interested in working as a plant scientist, the University of Arizona is a great option. 

Talk to M&F Talent About a Controlled Environment Agriculture Degree

As one of the leading recruiting agencies in the horticulture space, M&F Talent has seen first-hand the demand for skilled candidates with BA degrees in CEA, Whether it be working a technical sales job a plant scientist position, a controlled environment agriculture degree is an investment in your future. 

If you have more questions about CEA training or jobs, Contact Us today!