There’s no denying that the controlled-environment agriculture (CEA) industry has undergone radical shifts in recent years. On the one side, there are growth spurts fueled by influxes of investor capital. On the other end, facility closures and bankruptcies quickly pull positive growth eras back into reality. Between 2023 and 2025, industry leaders like Bowery, Plenty, and AppHarvest went under – subsequently losing over $2 billion in investor capital. 

As CEA producers and equipment companies adjust to these market fluctuations, they are rethinking workforce needs, leadership structures, and approaches to recruiting specialized talent. These changes are reshaping controlled environment agriculture hiring on the whole.  

As recruiters, we ask ourselves: what lessons can employers learn from these changes? What does the downturn reveal about the future of CEA hiring?

We spoke with Mike Ruane, Principal Recruiter at Mac & Fulton Talent Partners, to get his perspective on the evolving CEA talent market, the challenges facing employers, and the skills companies are prioritizing as they adapt to a leaner playing field. 

Here is what Mike had to say: 

1. How has controlled environment agriculture hiring changed over the past few years?

“I think the biggest thing I’ve seen is really big growth cycles, with lots of private equity and investor money going into companies to expand and grow. Then, after that boom period, comes a slowdown. There are times of significant growth, hiring, and activity, often followed by a downturn. A lot of that, in my opinion, is driven by things like BFG announcing bankruptcy or producers like Bowery, Kalera, and, most recently, 80 Acres shutting down operations.

That trickles down to companies trying to sell growing media and equipment. I think it also spooks investors when it comes to putting more money into the industry. That’s when you start seeing slowdown periods with controlled environment agriculture hiring. Normally, after some time, things start picking back up again. Over the years, we’ve seen those really big highs and lows.

Cannabis, in previous years, really drove a big spike in activity, particularly through 2021 and 2022. That’s something I haven’t seen nearly as much of lately. There’s a lot more consolidation in cannabis, and there hasn’t been much movement with legalization, with everything happening state by state. I think the stagnation in cannabis has been notable over the last few years, and it hasn’t been great for the horticulture and equipment industries. Hopefully, we’ll see some changes and more activity moving forward.” 

2. What are you seeing with controlled environment agriculture hiring right now? Are companies still recruiting, just being much more selective?

“I would say that hiring is very slow right now. I think you can trace this back to early 2025 with the tariffs. Not just CEA companies, but even general manufacturing companies had a hard time estimating their costs and making accurate projections about hiring and growth. A lot of them decided to hold steady and not hire, and some had layoffs.

We saw an increase in activity from November through June 2026, when I felt companies had more confidence in hiring, expanding, and introducing new products. But then you look at the BFG closure in July, and 80 Acres around that same time, and it seems like we went back to that wait-and-see approach.

Right now, hiring is slow, but when companies do hire, they’re much more selective. Hiring cycles are longer, and employers really want people who have already done that specific job. There’s much less willingness to consider a nontraditional candidate, somebody from outside the industry, or someone who doesn’t have the exact experience they’re looking for. I think having so many candidates on the market has also allowed companies to feel they can be more selective.”

3. During CEA’s rapid-growth period, did you see companies hire too quickly or build teams that were larger than their operations could realistically support?

“Yes, absolutely. I think companies get an influx of money, and you see that reflected in capital projects and greenhouse buildouts. Look at Canada in 2017 and 2018, or the cannabis industry here in the United States.

Companies were building out so much capacity, and it took a couple of years for them to realize they might have been a little too aggressive. Then they had to pull back. On the equipment side, if you look back at the heyday of cannabis, you had all these nutrient brands, and cannabis operators were spending a ton of money. You also had leafy greens operators building multiple facilities in different areas. But ultimately, those products have to make it onto store shelves, where they’re competing with some of the bigger outdoor growers.

I think there’s this ambition that if we grow quickly and get our products to market, we’ll make more money. On the equipment side, the thinking is that if we hire more sales reps, expand distribution, and offer more products, we’ll generate more revenue. But what happens is that natural pullback. Companies realize they were probably too aggressive and need to scale back.

Sometimes that means they hired too quickly, and the sales numbers simply don’t support the team. Salaries might be too high relative to revenue, and that leads to losses and layoffs down the road.” 

4. Has the downturn exposed weaknesses in how some CEA companies structured their leadership teams?

“I think one of the biggest things I saw a couple of years ago was companies wanting to bring in high-level sales and operational leadership. You’d have people coming from these big companies, commanding big salaries. The thinking was that if someone worked for a major CPG company or equipment manufacturer, they could bring that structure and experience into a smaller business and help it operate like a bigger company.

But what I also saw was that a lot of these VP-level sales leaders commanded huge salaries, which could become a drain on resources. When companies started cutting costs, those higher-paid employees were often the first to be laid off. Then the company had to restructure reporting relationships. Maybe regional sales managers started reporting directly to the president, CEO, or someone else higher up in the organization.

I think that trend of hiring a high-level VP of Sales was sometimes a little too ambitious, particularly in terms of what companies had to pay them. The problem is that when you lay off your VP of Sales to reduce costs, you can end up with a lack of direction for regional sales managers. That leadership structure can be difficult to rebuild over time.” 

5. Are companies looking for different types of candidates today than they were during the industry’s expansion years?

“I think that’s a good question. Especially on the growing media, biostimulants, and crop inputs side, I’m seeing more demand for people with a hands-on growing background.

During the expansion years, companies were often looking for traditional salespeople who could get on the phone, make calls, and get out into their territories. Now, I think that’s shifting more toward people who have actually worked with plants. Maybe it’s somebody who was a head grower, a consultant, or someone who really understands plant physiology and horticulture.

I think those people can speak the grower’s language, and that’s really who these companies are trying to reach. It’s something I’ve noticed more recently. Companies want more than just a traditional salesperson.” 

6. Which positions remain difficult to fill, even in a slow market for controlled environment agriculture hiring?

“I think the more highly technical positions are still difficult to fill. When you’re looking at crop inputs or growing media, for example, you need someone who can explain the benefits of a product to growers. There’s a lot of competition out there, and some of the bigger farms are key targets, so you really need to differentiate your brand.

I also think equipment sales positions are always going to be challenging, particularly when you’re selling complex systems or capital equipment with long sales cycles.

Leadership roles are another area. You might find somebody who can go out and sell and understands the market. But finding a good director who can organize a team, set KPIs, provide strong leadership, and drive growth has always been difficult. I continue to see that.

When you get into a greenhouse, there are so many interconnected systems, from lighting and irrigation to climate control and other technologies. Someone selling even one of those systems probably needs to understand how the others work to be really effective. Finding someone who understands how to sell complex machinery or large systems, particularly with longer sales cycles, is always going to be challenging.” 

7. When you’re evaluating candidates today, what tells you that someone can succeed in a leaner, more efficiency-focused CEA operation?

“Generally speaking, when I talk to somebody, the type of company they’ve worked for can be a good indicator. You get into some of these really large producers or manufacturing companies, and everyone has a different role. There’s not always a lot of cross-collaboration.

But when you get into a smaller company that’s trying to stay lean and efficient, you tend to demand more from your employees. So I really try to understand whether someone has had to step into different roles and handle multiple functions.

Did they come from a bigger company where they had a lot of support and were only responsible for one specific area?

Sometimes it’s perfectly fine if they came from a bigger company and haven’t had such a broad scope of responsibilities. But for smaller companies trying to control costs, they often want people who are willing to dive in, get their hands dirty, and never say, ‘That’s not part of my job description.’”

Build a Resilient Controlled Environment Agriculture Hiring Strategy with M&F Talent

Effective controlled environment agriculture hiring means identifying professionals who can contribute immediately to your organization while also adapting to an ever-changing business climate. 

With more than 20 years of recruiting experience and an extensive network of industry connections, Mike Ruane and Mac & Fulton Talent Partners help CEA businesses identify qualified professionals across greenhouse operations, horticulture technology, technical sales, and executive leadership.

Whether you’re filling a critical vacancy, restructuring your leadership team, or planning for future growth, M&F Talent brings the industry knowledge and recruiting expertise to streamline your controlled environment agriculture hiring. 

Contact us to learn more! 

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! 

If you’re hiring agricultural sales talent today, you’re hiring into a very different job market than you would have been just five years ago. In 2026, farmers, growers, distributors, retailers, and agribusiness leaders are making purchasing decisions under intense pressure. Margins remain tight, and costs remain volatile.  

New technologies might promise added efficiency, but with a significant upfront investment. And geopolitical uncertainty around commodity markets, trade, and financing continues to shape decision-making across agriculture. Fertilizer markets, for one, are exceptionally sensitive to global trade shifts, energy prices, export restrictions, and geopolitical disruption.

To account for these market challenges, an agricultural salesperson who could once rely primarily on relationships and product familiarity is now expected to wear many more hats. Today’s agricultural buyers want someone who understands their operation, speaks their language, and can clearly explain how a product will reduce risk and strengthen profitability. 

That’s why the new standard for agriculture sales talent is built around three capabilities:

1) Technical fluency

2) ROI-driven communication

3) Buyer trust 

Agriculture Buyers Are Under More Pressure Than Ever

Every purchase decision in agriculture now carries far more scrutiny than it once did. Whether you’re selling crop inputs, greenhouse systems, precision agriculture tools, or equipment, buyers are evaluating every investment through the lens of operational risk and financial return.

• A quick look at the numbers explains why: USDA forecasts show that inflation-adjusted net farm income is expected to decline by 2.6% from 2025 to 2026. At the same time, farmers continue to face the aforementioned pressures from labor shortages, financing costs, input volatility, and supply chain disruptions. 
• Input affordability is a top concern for farm operators: the American Farm Bureau reports that 70% of surveyed farmers say they can’t afford the fertilizer they need. This highlights just how sensitive many operations remain to rising costs and market uncertainty. 

In this kind of environment, buyers aren’t simply looking for the newest product or technology. They’re looking for confidence. If you’re selling an automation platform to a greenhouse operator, for example, the conversation rarely starts and ends with product features. A buyer wants to know whether the system will reduce labor dependence, improve consistency, integrate with existing equipment, and simplify management. They want to know if it will pay for itself.

No longer is the question, “What does this product do?” Now, buyers want to know why this investment makes sense right now.

1. Technical Fluency is Now a Core Sales Skill

Every salesperson doesn’t need to be an agronomist, engineer, crop consultant, or software developer all in one. However, technical fluency has become an important differentiator among top-performing agriculture sales professionals. You need enough technical understanding to connect product capabilities with real-world operational outcomes. As agricultural products become increasingly sophisticated, that need is underscored. 

• Precision agriculture tech: these systems generate vast amounts of data, with tools like yield monitors, yield maps, and soil maps used on approximately 68% of large-scale crop-producing farms. 
• Biological products: require nuanced conversations about performance and application timing to be used correctly and profitably. 

Your buyers are dealing with such complexities every day. So, when they ask questions about implementation, compatibility, performance expectations, and maintenance requirements, they expect informed answers, not something canned out of a sales manual.

The strongest agriculture sales talent will act as a translator, taking complex product information and converting it into practical insights to help buyers make informed decisions. They explain how a product works and why it matters.

2. Buyers Want ROI, Not Product Features

Buyers still care about product features. But first, they need to understand logical business use cases. When you’re selling into agriculture, every conversation eventually comes back to ROI, and to your ability to answer these core questions:

• Can this technology save labor?
• Will it improve yield?
• Can it reduce downtime?
• Will it improve crop quality?
• Can it increase efficiency or reduce input costs?
• Will it provide better visibility into operations?
• Can it help solve a specific operational bottleneck?

Producers remain focused on future profitability, yield improvement, and technology adoption, but also have concerns about barriers to implementation. They’re interested in innovation, but they need convincing evidence that what you’re selling will be the investment needed to deliver meaningful results.

Strong agriculture sales talent separates itself from average sales talent in this dimension in particular. A technically fluent salesperson can easily connect product performance directly to financial outcomes. For example, if you’re selling a biological product, focusing solely on sustainability messaging may not be enough. Buyers may be more interested in understanding how the product fits within their broader crop management strategy. 

The most effective salespeople can explain what a product does, but more importantly, why that outcome matters.

3. Trust Depends on Credibility

While buyer relationships remain critical, trust today is built differently than it was in the past.

Modern agriculture buyers have access to more information than ever before. They can research products online, compare options, watch demonstrations, and gather feedback from peers long before they speak with a sales representative. By the time they engage with your team, they’re often looking for validation rather than a sales pitch.

As such, credibility has become one of the most important traits for agriculture sales talent. Importantly, credibility only comes from thoroughly understanding a buyer’s operation. You gain this understanding by asking thoughtful questions and acknowledging limitations when they exist. It comes from providing practical guidance instead of exaggerated promises. 

So the most trusted salespeople don’t avoid difficult conversations. They embrace them. They can explain where a solution works exceptionally well, where challenges may exist, and what support will be available after implementation. This reduces uncertainty, builds confidence, and opens the door to additional follow-through.

The Role of Specialized Agriculture Recruiting

The cliché “finding a needle in a haystack” doesn’t apply anywhere quite as well as it does to the current challenge of filling agricultural sales roles. Many organizations discover that traditional recruiting approaches struggle to identify candidates with the right combination of technical knowledge, commercial experience, and industry credibility. This is often because successful agricultural sales professionals possess a highly specialized blend of skills.

Finding the intersection of both skill sets requires a deeper understanding of the agriculture industry itself. Specialized agriculture recruiters understand the nuances of:

• Different product categories
• Buyer personas
• Market segments 
• Economic changes

They know which backgrounds translate successfully into specific sales roles and which candidates are likely to gain credibility quickly with customers. The best agribusiness recruiters also know where to find passive candidates: professionals who are successful in similar markets but aren’t actively searching for new opportunities.

Mac & Fulton: Find Agriculture Sales Talent Built for Today’s Market

Recent Purdue University and CME Group Ag Economy Barometer data shows farmer sentiment continuing to soften, with high input costs remaining one of the industry’s top concerns. Sales professionals need to understand the economic pressures their customers face and communicate value in clear, ROI-driven terms. They also need to be confident dealing with new technological advancements and biological products. 

At M&F Talent, we help agriculture companies find sales professionals who can: 

1) Explain ROI

2) Handle technical discussions

3) Earn trust through credibility

Contact us today to start building a winning agriculture sales team! 

Recruiting may be one of the most misunderstood professions in the business landscape. Trustworthy and valuable recruiters act as true advisors, helping both sides in a hiring situation gain clarity and make confident decisions. 

Most importantly, recruiters need to “stay in the conduit,” facilitating communication between the client and the candidate without pressuring either side into a decision.

This has become much tougher in recent years, as a recent study by Gem revealed recruiting team sizes have shrunk from 31 to 24 between 2022 and 2024, leaving the average recruiter to manage 14 requisitions at once. 

There’s both an art and a science to finding a recruiter who manages their workload well, making the process more transparent and less stressful for all parties involved. 

In this blog, M&F Talent explores how trustworthy recruiters support each phase of the hiring process, and which red flags may signal that it is time to work with someone else.

How to Know a Recruiter Is Really on Your Side

A recruiter’s primary purpose is not simply to evaluate and pass on resumes. They give candidates a clear picture of the role and company in question, helping them understand whether the opportunity is truly aligned with their goals and qualifications. 

This allows the recruiter to provide an employer with honest insight into a candidate’s chances of success in the role. 

To accomplish this, trustworthy recruiters must be:

• Knowledgeable and transparent about the industry, role, company, compensation, and hiring process
• Respectful of the candidate’s goals, concerns, and timeline
• Balanced in supporting both the candidate and the employer
• Communicative throughout the recruitment, hiring, and offer process

These actions and traits show that the recruiter is truly focused on long-term fit and genuinely working to support a strong match. Moreover, as the SHRM website explains, “A positive candidate experience fosters a strong employer brand and increases the likelihood of offer acceptance.” 

How a Trustworthy Recruiter Supports the Entire Recruitment Process

Recruiters aren’t just gatekeepers. They support all parties throughout the hiring process, from sourcing candidates to sending offer letters. Their true role is to guide relationships on both sides, remaining careful not to influence either.

According to Workable, “A good recruiter is one who builds strong relationships, thinks ahead, collaborates effectively with hiring managers, keeps an open mind, empathizes with candidates, plays multiple roles, continually seeks self-improvement, represents the company well, and masters the basics of recruiting.” 

Here is an inside look at how trustworthy recruiters support every phase of the hiring process, from start to finish: 

1. Initial Conversations and Candidate Discovery

During initial contact, recruiters don’t “sell” the role. Instead, they give and gain clarity, always stating why they reached out and offering details about the job. 

If a candidate desires to move forward, the recruiter begins the discovery process, asking in-depth questions about the candidate’s career goals, motivations, compensation expectations, needs, and deal breakers to evaluate alignment with the opportunity.

2. Role Education and Candidate Alignment

At this point in the process, the recruiter must provide bi-directional honesty. They should help the candidate understand the employer and the role, including:

• Company culture
• Leadership structure
• Role expectations
• Anticipated challenges

They must also accurately represent the candidate to the employer, explaining their qualifications, goals, and potential fit.

3. Interview Preparation, Feedback, and Follow-Up

If there is mutual interest between the candidate and client, a quality recruiter will then assist the candidate in preparing for the interview. They should set appropriate expectations for the format, interview panel, and what the employer will evaluate, all without “coaching” the candidate. Post-interview, the recruiter should reach out with any concerns, feedback, and next steps.

4. Offer Support and Post-Acceptance Communication

Trustworthy recruiters also play pivotal roles in the offer phase. After an offer is made, a quality recruiter will contact the candidate to help them understand the full implications of the offer letter. Critically, this process involves addressing any remaining questions candidates need answered to make a fully informed decision without pressure. Since recruiters are financially motivated to close searches, this requires a very careful balance. 

Why Recruiters with Integrity Matter in Specialized Industries

Recruiting in industries like agriculture, food production, cannabis, and controlled environment agriculture (CEA) requires deep market knowledge and highly developed relationships. While these details are obviously important, recruiters must also conduct themselves with the utmost integrity to gain trust in such niche markets.

In such small, relationship-driven industries, reputation, communication, and long-term fit matter. That’s why M&F Talent’s motto is “Our Success is Determined by Yours.” 

Trustworthy Recruiters Facilitate Better Decisions for Candidates 

Strong recruiters can and do offer guidance, share market insight, ask important questions, and bring clarity to both candidates and employers. However, they must walk a fine line between offering perspective and inadvertently influencing someone into making a poor decision – on both sides of the coin. 

Recruiters should always act as conduits between the candidate and the employer. In providing communication and context, they seek to help both sides make informed decisions without pressure, manipulation, or attempts to control outcomes.

At M&F Talent, we believe successful recruiting starts with honest communication, industry knowledge, and respect for both candidates and clients. 

Contact us today for help making confident hiring decisions! 

Many professionals don’t think about their next job search until they’re actively looking for a new role. What they don’t know is that their image as a candidate often takes shape much earlier.

It might come as a surprise, but the American Staffing Association reports “44% of working U.S. adults believe an active social media presence is more likely to hurt someone’s career than help.”

Whether you are already applying for a new position or are just willing to listen to new opportunities, your digital presence, communication skills, and consistency are already contributing to how recruiters and hiring managers perceive you. At M&F Talent, we recommend focusing on the “total picture” of how recruiters and hiring managers perceive you – and how it shapes your job seeker personal brand.

What Does “The Total Picture” Mean in a Job Search?

Employers look at the entirety of what a candidate brings to the table. While your resume is part of that puzzle, your professional image is built across multiple touchpoints, including your:

• LinkedIn profile
• Communication style
• Online engagement and comments
• Network and associations
• Consistency between documents and profiles

In fact, CareerBuilder reports that 70% of hiring companies “use social media and online search engines to screen job applicants.” With such a reliance on digital channels in job searching and hiring today, it’s important to consider if “all your pieces fit together.”  If not, it is essential that you critically assess your professional profile, digital footprint, and overall job seeker personal brand.

Your Resume and LinkedIn Profile Should Tell the Same Story

Did you know that 87% of recruiters use LinkedIn on a regular basis? Even more astonishing is the fact that 6 people are hired through the social media platform every minute across the globe. 

Due to these astonishing statistics, one of the biggest mistakes candidates make is failing to align their LinkedIn profiles and résumés. At the most basic level, the two should match in terms of job titles, dates, achievements, and overall career progression. The most forward-looking candidates also ensure that the writing, tone, and overall messaging are mirrored between their LinkedIn profiles and résumés.

Common Inconsistencies with Professional Profiles

Especially when it comes to competitive positions like outside sales jobs, something as simple as a broken link or incomplete profile may be interpreted as a lack of attention to detail. In turn, a simple oversight can result in you losing an opportunity to another job seeker. 

Common inconsistencies and issues with professional profiles include:

• Outdated job titles
• Missing recent roles
• Different employment dates
• Generic headlines
• Broken profile links
• Missing contact information

If you’re concerned about the time required for extensive editing, AI tools like ChatGPT can streamline the process. Simply input your professional assets and ask the model to identify inconsistencies.  A recruiting partner like M&F Talent can also be a serious asset when it comes to polishing your portfolio and strengthening your job seeker personal brand.

Your Online Activity Is Part of Your Professional Brand

What you do (or fail to do) online shapes your professional brand. Every time you share a Facebook post, interact with people in digital forums, or make comments on LinkedIn, it influences how employers view you. Prospective employers are especially concerned about a candidate’s online behavior when it comes to leadership, sales, and customer-facing roles. Namely because, these people are literally “the face of the company.” 

Comments Matter More Than People Think

Employers want to see you engaging with others on professional forums like LinkedIn. However, you must avoid any comments that appear reactive or unprofessional. Harvard Business Review puts it like this: “Your social media presence can make or break your job search. Tapping into your network’s connections and ideas can give you an edge, but it’s critical to be savvy and maintain professionalism.” 

What You Share Says Something About You

Be careful about sharing or reposting polarizing content. Focus on content that delivers industry insights or speaks to your professionalism. For example, CEA professionals who discuss the latest technologies and cultivation techniques tend to garner a good deal of positive activity online. 

It’s important to note that some prospective employers may review months or years of past online activity. 

Responsiveness & Your Job Seeker Personal Brand

The quality and timeliness of email, text, and phone communication can significantly impact the hiring process. For candidates, delayed responses are often interpreted as a lack of interest or poor follow-through, causing even highly qualified individuals to lose momentum. 

Why Response Time Matters to Recruiters & Hiring Parties

Recruiters and hiring managers have tight timelines and deadlines to operate within. Regardless of the job in question, you are almost certainly competing with equally qualified professionals. In fact, studies show that, “about 250 candidates compete for every job opening.” 

If you want to stand out in a crowd, be sure to communicate more effectively than your competitors. If you do, hiring parties will definitely take notice. 

Small Details That Leave a Big Impression

How you engage with hiring managers, recruiters, and internal stakeholders serves as a “work sample” for how you would communicate with clients or colleagues once hired. To ensure you remain a top-tier candidate, prioritize these high-impact habits:

• Check your email regularly
• Respond to LinkedIn messages
• Use a professional email address
• Follow up when requested
• Confirm receipt of key details 
• Optimize voice & text messaging 

Consistently showing up as a reliable professional can be the deciding factor that tips the scales in your favor during the final selection process.

Level Up Your Job Seeker Personal Brand with M&F Talent 

While many professionals wait until they are actively back on the market to consider their candidacy, a professional reputation is built long before a job search begins. The most successful candidates understand that their personal brand is a continuous project, not a reactionary task.

Mac & Fulton Talent Partners works closely with candidates in key industries like agriculture, food production, and CEA to help them develop professional profiles and advance their careers. If you’re preparing for your next career move, our team is here to help. 

Contact us to schedule a consultation! 

We are proud to announce that Mac & Fulton Talent Partners has earned a 5-star recognition in Business Insider’s America’s Top Recruiting Firms 2025. This distinction is more than a milestone. It is a powerful endorsement of the trust our clients place in us and the consistent results we deliver.

In industries like agriculture and food production, where outcomes matter, this recognition reflects performance, partnership, and precision. Over the past 10 years, we have worked tirelessly to develop a large roster of repeat clients and a deep talent pool of top-notch candidates. Our ranking as a 5-star recruiting firm reflects M&F Talent’s continued growth in key markets. 

Here is a closer look at what makes the Business Insider ranking significant and what it means for M&F Talent’s clients and partners. 

About Business Insider’s America’s Top Recruiting Firms 2025

Developed in collaboration with Plant-A Insights Group, the 2025 ranking highlights top-performing recruiting firms across executive, professional, and contract placements. The study uses a rigorous, data-driven methodology to evaluate service quality, measurable results, and long-term industry credibility.

This is not a popularity contest. It is a performance benchmark derived by meticulous attention to detail and a solid foundation of recruiting metrics. To illustrate, quality of hire remains one of the most important indicators of recruiting success because it shows whether a placement creates meaningful business value after the hiring process is complete. Strong quality of hire is typically reflected in retention, performance, and speed to productivity.

The 5-Star Recruiting Firm Ranking System Explained 

The 5-star recruiting firm rankings were determined through a comprehensive, multi-layered research process combining large-scale survey data, independent desk research, and proprietary scoring analysis.

Responses were weighted based on seniority, years of experience, and HR involvement to ensure balanced and meaningful results. These inputs were integrated into an Overall Recruiting Firm Score designed to reflect real-world impact, not marketing claims.

Other metrics used here include recommendation scores, which help measure how likely hiring managers and candidates are to endorse a firm based on their direct experience. This is especially relevant because strong referral intent often signals consistent performance in areas like communication, process efficiency, and overall client satisfaction. About 80% of our business at M&F Talent comes from repeat customers and client referrals.

M&F Talent: From 14,000 Firms to the Top Tier

The study began with more than 14,000 recruiting firms operating across the United States. After extensive screening and validation, supported by data analytics firm Aniline, that list was narrowed to 4,000 eligible firms meeting strict criteria.

From there, performance data and professional feedback determined which firms rose to the top. Especially with niche industries like controlled environment agriculture (CEA) and hydroponics, a well-established agency like M&F Talent will come to develop a reputation among peers. 

Nationwide Professional Feedback at Scale

At the heart of the evaluation was a nationwide survey of more than 22,000 professionals, including over 12,000 hiring managers and 10,000 candidates with recent and direct experience working with recruiting firms.

Participants evaluated firms across critical performance drivers:

• Transparency and communication
• Efficiency of process
• Cost-effectiveness

They also rated their likelihood of recommending each firm on a 1 to 10 scale. These satisfaction and referral metrics formed the foundation of the final rankings, grounded in firsthand experience from the people who matter most.

Scoring, Validation, and Industry Credibility

Final scores were calculated using a proprietary model combining multiple weighted components.

An Overall Category Score measured performance across satisfaction drivers. An Overall Recommendation Score reflected referral likelihood, adjusted for respondent profile.

Survey results were further strengthened by a Desk Research Score. Firms prominently featured in other respected industry rankings received additional points. This served as third-party validation of sustained excellence.

This layered approach ensured that recognized firms demonstrated both measurable performance and reputational strength across the industry.

Screening for Workplace Misconduct

Integrity was a critical part of the process. The study included a thorough media monitoring review covering October 2023 through October 2025. Using the Critical Mention platform Onclusive, researchers evaluated reports of unfair workplace practices or harassment.

Any firm identified as engaging in such conduct was excluded from the final list. This safeguard ensured that recognition reflected not only performance metrics but professional and ethical standards as well.

What 5 Stars Truly Represent for M&F Talent 

Within this framework, our designation as a 5-star recruiting firm signals excellence in three core areas:

1. Transparent Communication: Clear and proactive updates for both employers and candidates
2. Efficient Process: Structured workflows that reduce hiring delays and improve quality of hire metrics.
3. Strong Overall Experience: A recruiting partnership focused on long-term success, not transactional placements. Our success is always determined by yours.

At M&F Talent, recruitment is about building long-term relationships based on industry best practices, knowledge, and trust. Technical expertise, leadership capability, and long-term business goals must work together.

What This Means for Our Clients

For organizations in agriculture, food manufacturing, CEA, and cannabis, this recognition reinforces what they experience every day. We deliver a disciplined and technically grounded recruiting approach built for performance.

When clients partner with M&F Talent, they gain:

• Technical Precision: We evaluate skill sets, operational impact, and career progression, not just keywords on a resume.
• A Structured Search Framework: From defining the ideal target profile to stakeholder alignment and shortlist delivery, every step is deliberate and measurable.
• End-to-End Engagement: We stay involved through vetting, interviews, and onboarding to ensure both technical and cultural fit.

Thank You to Our Clients and Candidates

The Business Insider’s America’s Top Recruiting Firms 2025 recognition belongs to the clients who trust us with critical hiring decisions and the professionals who partner with us in their career journeys. Whether placing a lead engineer in a greenhouse manufacturing operation or leading an executive search for a food production facility, your collaboration drives our continued growth and improvement.

As one client shared:

“Mac & Fulton has been a great partner when called upon at BFG. They communicate strongly, are professional, and have a network beyond our own to pull candidates. I would highly recommend them and am confident you will share a similar experience.”

• Greg Stone, VP of Sales | BFG Supply Co.

Mac & Fulton Talent Partners: Your 5-Star Recruiting Firm 

The right hire can strengthen operations, accelerate growth, and create long-term value across your organization. If you need a recruiting partner with proven results in agriculture, food manufacturing, controlled environment agriculture, or cannabis, Mac & Fulton Talent Partners is ready to help you move with clarity and confidence.

From defining the ideal candidate profile to managing a disciplined search process, we help clients make better hiring decisions with less friction and better outcomes.

Get started today!

Since the passage of California’s Proposition 215 nearly three decades ago, the cannabis industry has waited for the federal government to catch up with state-level policy, and with reality. Despite widespread medical use, voter approval, and a multibillion-dollar regulated market, cannabis has remained classified alongside heroin and other Schedule I drugs.

The White House’s December 18 executive order signals a meaningful shift. While it stops short of federal legalization, the order directs Attorney General Pam Bondi to begin the process of rescheduling cannabis from Schedule I to Schedule III under the Controlled Substances Act. The change carries important implications for medical research, taxation, and critically, the cannabis workforce.

For cannabis executives, HR leaders, and senior professionals, the question isn’t whether legalization is imminent. It’s how cannabis rescheduling and cannabis jobs intersect to reshape hiring strategy, leadership recruitment, and long-term workforce stability as the industry moves toward greater federal alignment.

Why Hiring Shifts Begin Before Laws Are Finalized

In highly regulated industries, labor markets rarely wait for statutory certainty. Once an executive directive clarifies policy direction, companies often restructure well before rules are finalized. This is common in healthcare, financial services, and energy, where regulatory preparedness affects risk exposure, investor confidence, and operational continuity.

Cannabis is now entering a similar phase. Although the executive order does not itself change federal law, it sends a strong signal about where federal policy is headed. Many cannabis companies are already reassessing hiring plans, redefining leadership roles, and prioritizing long-term workforce planning as cannabis rescheduling and cannabis jobs become more closely linked. 

President Trump has instructed the Department of Justice to implement the order “in the most expeditious manner in accordance with federal law,” though the final timeline remains uncertain. Even so, organizations that wait for absolute clarity may find themselves behind competitors who prepare early.

Immediate Workforce Effects Companies Are Preparing For

A common misconception is that meaningful changes to the cannabis job market depend on full federal legalization. But, rescheduling alone could trigger immediate financial shifts, most notably through the potential elimination of Internal Revenue Code Section 280E.

Section 280E currently prevents cannabis businesses from deducting standard operating expenses such as payroll, rent, and utilities. If cannabis is moved to Schedule III, those restrictions would no longer apply, significantly improving cash flow for state-legal operators and accelerating the connection between cannabis rescheduling and cannabis jobs across regulated organizations. 

As Michael Bronstein, President of the American Trade Association for Cannabis and Hemp (ATACH), told Cannabis Business Times, rescheduling “brings long-overdue equal tax treatment by lifting draconian tax penalties on state-legal businesses, and allowing reinvestment in local jobs and communities”. While implementation timelines still matter, many organizations are already modeling budgets and headcount as though 280E relief is forthcoming, prompting a reassessment of talent needs.

New Opportunities, New Compliance Realities

Rescheduling does not eliminate federal oversight. Interstate commerce would remain illegal, and lawful prescription-based cannabis sales would require FDA approval. The Congressional Research Service has also reiterated that unlawful marijuana use and related convictions may continue to carry collateral consequences for employment, immigration, housing, education, and firearm possession.

The result is a more complex regulatory environment, not a simpler one. Cannabis employers may gain financial flexibility while facing heightened expectations around governance, reporting, and compliance. This dynamic is already influencing hiring priorities.

Rather than expanding plant-touching headcount, many organizations are shifting focus toward professionals with expertise in tax strategy, finance, compliance, and multi-state operations—skills that support durability in a more scrutinized landscape.

Roles Likely to See Increased Demand

As rescheduling progresses, job growth is expected to concentrate in corporate and ancillary functions that signal operational maturity and long-term stability. Roles likely to see increased demand include:

• Compliance and regulatory affairs professionals
• Finance, accounting, and tax leadership
• Multi-state operations and corporate governance roles
• Enterprise IT, ERP, and security professionals
• Corporate sales, partnerships, and strategic growth leaders

For senior professionals evaluating the industry, this shift highlights how cannabis rescheduling and cannabis jobs are evolving toward enterprise-level talent needs.

Executive Hiring and Leadership Maturity

Moving cannabis to Schedule III represents a major step toward modernizing the industry and reducing the stigma and legal risk long associated with Schedule I classification. Cresco Labs CEO Charlie Bachtell recently described rescheduling as “the first domino to fall, paving the way for cannabis to be normalized, respected and finally treated like any other U.S. industry. It will remove cannabis companies’ unfair tax burden, allowing operators to reinvest in new infrastructure and job growth in the communities we serve.”

For the first time, many cannabis employers can competitively recruit executive-level talent from adjacent sectors such as agriculture, healthcare, consumer packaged goods, and technology. Improved margins and clearer regulatory direction make leadership roles more viable for seasoned professionals seeking long-term stability.

What Employers Should Do Now

Organizations that prepare early stand to gain a meaningful advantage. Employers should audit internal teams to identify gaps that could limit future growth or regulatory readiness. Addressing those vulnerabilities now, before competition intensifies, can reduce risk and control hiring costs.

Talent strategies should prioritize expertise in law, accounting, quality assurance, human resources, research, and government regulatory affairs. For professionals, employer behavior matters more than headlines. Companies investing in governance, infrastructure, and experienced leadership are more likely to offer career stability as regulatory expectations evolve.

Plan Your Hiring Strategy with M&F Talent Before the Market Shifts

Cannabis rescheduling is already influencing how organizations approach leadership, compliance, and workforce planning. Companies that act early gain access to stronger executive and compliance talent, while those that wait may face higher costs and increased risk.

Mac & Fulton Talent Partners helps forward-thinking cannabis organizations build leadership teams that support regulatory readiness, operational discipline, and sustainable growth as the industry evolves. Contact us to learn more! 

You might not believe it, but recruiter honesty provides a strategic business advantage in a hiring market oversaturated with impersonal exchanges. In fact, one might say that recruiter honesty is more important than ever in late 2025. A staggering 52% of job-seekers report being ghosted during the hiring process. 

Even if hiring professionals ghost candidates due to inexperience or discomfort, it erodes trust in the brand. According to Glassdoor, 83% of job seekers will research company ratings and reviews when deciding where to apply. If you are reputable and have a strong employer brand, it will help you attract better talent. 

In this blog, M&F Talent unpacks why candidates are placing a premium on recruiter honesty and why you should, too.

Recruiter Honesty Is a Competitive Advantage

Recruiting isn’t a pure numbers game or transaction-only function. It’s a relationship-driven business. When you go silent, job seekers view it as a form of dishonesty. Candidates remember how they were treated, especially if they were rejected.

In a HubSpot survey, researchers found that half of candidates wouldn’t work for a company that has a bad reputation, even if the job came with a pay increase. Employer brand has a direct impact on talent attraction and retention, especially if you operate in a specialized market like:

• Food production
• CEA
• Hydroponics
• Cannabis 
• Agriculture 

Imagine a greenhouse operations candidate isn’t selected but receives a clear rejection notification from a CEA organization within 48 hours. They will likely be open to future roles with the company. On the other hand, someone who was ghosted will probably disengage permanently and share their experience with peers.

Why New Recruiters Avoid Hard Conversations

At M&F Talent, we know that delivering rejection feedback is one of the most stressful aspects of recruiting, especially among early-career recruiters.

Recruiters tend to avoid hard conversations because they:

• Feel emotional discomfort
• Are afraid to crush dreams
• Believe that silence feels easier in the moment 
• Adopt avoidance behaviors 

For example, a junior recruiter may delay delivering rejection news after final interviews in hopes that the candidate moves on naturally. Instead, the candidate follows up on their own, gets frustrated, and loses trust. 

What Candidates Actually Want: Clarity, Not Comfort 

70% of rejected candidates say that they have a positive impression when they receive detailed feedback from the hiring team. Here’s why:

• They prefer certainty, not false optimism
• Direct feedback allows them to course-correct 
• Transparency promotes professionalism for all

Imagine a sales candidate was informed that they were strong technically but lacked regional market experience. They will likely accept the decision, thank the recruiter for the feedback, and come back better qualified for a future role. 

Ghosting Is a Business Risk, Not a Soft Skill Issue 

Here’s why ghosting is dangerous for your business:

• Talent markets are small
• Ghosting damages your long-term pipelines and referral networks
• Reputation compounds positively and negatively 

Companies that deliver a positive candidate experience are 3 times more likely to boost retention. 

In agriculture and CEA recruiting, your reputation can be especially impactful because candidates often know each other across employers and regions. One negative experience, like being ghosted, could quietly impact several future talent searchers. 

How Honest Feedback Turns Recruiters Into Trusted Partners 

When your recruiting team prioritizes honesty, you can:

• Use transparency to reframe rejection as collaboration
• Help candidates separate business outcomes from their personal worth
• Turn trust into referrals, repeat candidates, and stronger pipelines

M&F Talent prioritizes communication and candid feedback. Our team builds long-term relationships, which promotes recruiter integrity to drive measurable hiring outcomes. 

For example, M&F Talent delivered meaningful, timely feedback to a food production QA manager who was not selected for a role. They referred a former colleague to us months later because of the professionalism we showed during rejection. 

Practical Guidelines for Delivering Direct Feedback

Here’s how you can promote recruiter honesty:

• Respond to all applicants promptly once you’ve made a decision
• Be clear, respectful, and specific
• Avoid giving false hope or vague explanations
• Close the loop every time 

Here’s a template you can use:

“Thank you so much for your time and interest. We received many strong applications, and the hiring team has chosen to move forward with another candidate at this time. We appreciate the opportunity to get to know you and invite you to apply for open roles with our team in the future.”

If the candidate responds with more questions, please provide them with the necessary information to enhance their job search and interview skills for the future. 

Silence Always Costs More Than Honesty

According to HubSpot, 80% of workforce leaders agree that a strong employer brand will have a direct impact on their ability to hire and build a great workforce.

No matter how bad the perceived “let down” may be with rejecting a candidate: 

• Don’t avoid discomfort through ghosting
• Maintain honest communication to build credibility
• Reinforce the professionalism of your recruiting team
• Continue to build your network (even in less-than-ideal situations) 

Protect Your Employer Brand With M&F Talent 

Especially in a small, tight-knit marketplace like controlled environment agriculture, a bad reputation among peers can quickly hinder your ability to hire leading talent. 

Do you value the transparency and integrity it takes to build and nurture long-term talent relationships? Connect with Mac & Fulton to build a recruiting process that candidates respect. 

Contact us to learn more! 

In the hiring process, many employers use the terms “executive search” and “recruiting” interchangeably. Although both processes attempt to find top talent, each one has a distinct purpose.

With the cost of hiring the wrong CEO estimated to be over 20 times their base salary, firms specializing in executive search are critical to ensuring growth and avoiding the far-reaching financial consequences of repeated turnover. 

In this article, M&F Talent explores how the right recruiting strategy can help agriculture, food production, and CEA organizations hire well.

Why It’s Important to Align Your Recruiting Strategy With the Open Job

For successful hiring, your recruiting model and candidate outreach method must match the level of responsibility and specialization required for the role.

This means you may have to take a different approach with a production technician or sales associate versus a VP of Operations or Head of Cultivation. Choosing the wrong method can cost you, especially at the senior level.

When hiring for strategic roles, you must consider leadership traits, cultural alignment, and long-term business impact. Traditional recruiting’s focus on speed and volume becomes less relevant, and an executive search firm can be an invaluable partner in finding those who can influence organizational direction, manage complex teams, and drive revenue growth.

Key Differences Between Executive Search and Regular Recruiting

Contrary to popular belief, executive search and regular recruiting aren’t the same thing. Here are the key differences between the two — and how understanding them can make or break your hiring strategy. 

1. Level of Position

Traditional recruiting is often focused on quick, high-volume hiring for entry and mid-level roles. Executive search targets senior leadership roles critical to long-term strategy and profitability.

Data from Deloitte indicates that financial results and senior leadership are the first and second most important criteria in setting valuations, as the two are closely related.

Because these valuations impact market perception and access to capital, it’s critical to tailor your recruitment or search strategy to the level of role you’re hiring for. For example, you may fill a Plant Manager opening through traditional recruitment while utilizing executive search for your Operations VP role.

2. Methodology and Candidate Pool

Traditional recruiters regularly post on high-volume job boards or advertise openings via social media. While this approach attracts those actively looking for a new role, it doesn’t capture passive job seekers.

These potential candidates, who often possess specialized experience and leadership potential, are usually happy, high-performing, and not currently considering another role. Identifying and recruiting passive candidates requires deep networking, referrals, and industry research, strategies that are hallmarks of the executive search process.

3. The Human Element: Emphasis on Soft Skills

Traditional recruiting focuses on resumes that highlight technical skills. While those competencies are always important, a Harvard Business survey found that 76% of professionals consider qualities like empathy, conflict management, and communication to be essential to leadership success.

Consequently, executive search emphasizes quality and cultural alignment in leadership, communication, and decision-making styles. The process evaluates interpersonal strengths that build trust and foster an innovative, high-performance culture. 

4. Business Model and Partnership Structure

Traditional recruiting agencies typically charge contingency fees, requiring payment once a candidate is hired. This cost structure makes it possible to work with multiple firms at once, which leads to a sense of competition.

By contrast, executive search firms work on retainers, charging an upfront fee that’s more reflective of a consultative partnership, ensuring accountability, deep vetting, and alignment with the client’s goals and culture.

For example, our client Ridder paid a retainer fee for their Sales Director search as an investment in M&F Talent’s unmatched industry knowledge and network. 

5. Confidentiality and Strategic Impact

Senior leadership transitions often require discretion to maintain stability and protect the company and the candidate. Confidentiality is paramount in competitive sectors like cannabis or vertical farming, where investor confidence is crucial to growth opportunities.

For example, consider a large greenhouse equipment manufacturer planning to replace its VP of Sales while continuing to pursue new distributor partnerships and capital investment. A public job posting or visible leadership search could trigger internal uncertainty, raise questions among customers, or signal strategic vulnerability to competitors. By working with an executive search firm, the company can confidentially engage qualified candidates—including senior leaders currently employed by direct competitors—without disrupting day-to-day operations or damaging its market position.

Summary: When to Choose an Executive Search Firm 

While traditional recruiters may get the job done for entry and mid-level roles that focus on technical skills, senior roles require candidates with specialized knowledge, cultural alignment, and demonstrated leadership traits.

Because the right people for these roles often aren’t even looking for them, finding candidates calls for high capacity and niche industry connections, which your team may not have.

Fortunately, this is exactly how an executive search firm can be of service. With the right firm as your partner, you’ll be able to find and recruit the best leaders to support long-term organizational growth.

M&F Talent: Your Executive Search Partner 

With a deep network and industry expertise, M&F Talent is a trusted ally in executive and senior-level search, securing transformative leaders for agriculture, food production, and CEA companies. 

Contact M&F Talent to discuss your next executive search project.

It’s no secret that 2025 has been a challenging year for job seekers. While industries like controlled environment agriculture (CEA) have already experienced downturns after years of over-expansion and unprofitable models, the issues with the hiring market in 2025 are deeper and vaster. For anyone finding a job in a tough economy, success requires persistence, strategy, and a willingness to adapt.

Although layoffs and hiring downturns are nothing new, the combined effect of several market pressures has led to a very unique climate:

• Advancements in artificial intelligence (AI) and automation
• Tariffs and trade wars between the United States and other nations
• Shifting consumer demands 

At M&F Talent, we talk with many professionals who are discouraged by how tough the job market feels right now. We can’t guarantee a placement for everyone, but we can offer guidance to help you stand out and succeed in your search.

Factors Shaping the 2025 Job Market  

With so many variables at play, from geopolitical uncertainty to disruptive technologies, many companies are struggling to set reliable budgets and develop clear hiring plans. Within M&F Talent’s core industries of agriculture and food production, this holds true for both producers and manufacturers.

Automation

With the advent of AI and other emerging technologies, the U.S. labor market is rapidly evolving in both how people work and the types of jobs they pursue. According to the McKinsey Global Institute, “By 2030, activities that account for up to 30 percent of hours currently worked across the US economy could be automated.” With a total workforce of 170 million people, AI may potentially impact over 50 million jobs in the US.

Trade Tariffs

Trade tariffs have introduced significant uncertainty, leading many manufacturers to delay or scale back hiring. Meanwhile, increased costs for key materials such as steel and copper have added pressure on U.S. producers, challenging growth and long-term planning across key industries like construction, automotive, energy, and consumer goods. Due in large part to global trade wars, CNN reports that job growth in the US dropped off by nearly 75% between Q2 and Q3 2025. 

Shifting Consumer Demand

In 2025, shifting consumer behavior is also reshaping the job market. As people spend more cautiously and place greater value on digital convenience and affordability, sectors like retail and hospitality are experiencing slower growth and workforce reductions. For example, many traditional brick-and-mortar retailers continue to downsize in response to rising demand for online shopping.

Tips for Job Searching in Uncertain Times  

While the 2025 job market presents its share of challenges, you can still stand out by approaching your search strategically. Finding a job in a tough economy often means going the extra mile and finding creative ways to set yourself apart from other candidates.

1. Clearly Market In-Demand Skills  

One trend our recruiting team has noticed is that fewer positions now require a bachelor’s degree, signaling a broader shift toward skills-based hiring. In other words, employers in 2025 tend to value practical experience and measurable results over formal education. To account for this trend, we recommend highlighting specific, in-demand skills in your resume, cover letter, and LinkedIn profile. 

• Tip: Always clearly quantify your impact at past jobs on your resume. To illustrate, stating “reduced costs by 15%” is much more informative than simply stating “helped manage budgets.” 

1. Double Down on Networking  

While it may sound simple, networking is still one of the most effective ways to find work in a competitive job market. It doesn’t always come naturally for people in technical or hands-on roles—like engineers, scientists, or production specialists—but building connections is just as important for uncovering new opportunities in these fields.

Leading career coaches note that about 70% of job seekers find their next role through networking, often not through direct contacts but through second or third-degree connections.

• Tip: Building momentum in your job search requires steady interaction with your professional network. Aim for about 5 meaningful connections each week, such as attending networking events, engaging on LinkedIn, or reaching out to former colleagues. 

1. Tailor Every Application  

As tedious as it may feel, customizing every application is worth the effort. In a world overwhelmed with information and AI-generated content, taking the time to write a thoughtful cover letter and align your resume with the job description can set you apart from other applicants. Before tailoring your application, take the time to thoroughly research each company by reviewing its website, LinkedIn page, and recent job postings.

• Tip: Include specific details about recent company news in your cover letter to show that you have been doing your homework. For example, you might write, “I saw your company’s recent expansion into sustainable packaging. I’m eager to apply my experience in supply chain optimization to support that initiative.”

1. Stay Open & Flexible  

In today’s highly competitive market, you may need to be more flexible with certain job requirements than in the past. While the COVID-19 era emphasized work-life balance across many industries, 2025 has seen a shift in the opposite direction. Many employers are once again focusing on in-office collaboration, longer hours, and increased productivity as economic pressures and performance expectations rise.

• Tip: List the perks and benefits you want in your next role, such as location, salary, and flexibility, then decide which ones you’re willing to compromise on. Knowing your true deal breakers upfront can help you stay focused and avoid disappointment later in the interview process.

1. Lean on Industry-Specific Recruiters   

Partnering with an industry-specific recruiter like M&F Talent is one of the best ways to gain an edge in your job search. Experienced niche recruiters maintain long-standing relationships with employers who reach out to them before posting jobs publicly. A skilled recruiter can also help you strengthen your resume, refine your cover letter, and prepare for interviews.

• Tip: Staying on a recruiter’s radar with an occasional email or text shows that you’re serious about your job search and helps you stay top of mind. At M&F Talent, we sometimes stay in touch with candidates for years before ultimately finding the right opportunity for them.

Summary: Finding a Job in a Tough Economy Requires Strategy & Support  

As we approach the end of 2025, the challenges facing job seekers are among the most complex in U.S. history. With a $36 trillion national debt, rising tariffs, AI-driven disruption, and shifting consumer demands, today’s workforce is under immense pressure to adapt and protect their careers. While many job search fundamentals remain the same, the urgency behind these actions has never been greater. If you’re focused on finding a job in a tough economy, remember that creativity, persistence, and the right partnerships can make all the difference.

With so much uncertainty ahead, the recruitment team at Mac & Fulton Talent Partners encourages you to get creative with your job search. If you have the chance to meet someone in person at a networking event or trade show, take it. Nothing leaves a stronger impression in today’s digital hiring landscape than a face-to-face conversation. Likewise, partnering with a specialized recruiter like M&F Talent can give you a competitive edge.

Find Your Next Job Opportunity with M&F Talent

Job markets are constantly changing. With the right strategy and support, you can be successful with finding a job in a tough economy. If you’re pursuing new opportunities in agriculture, food production, or CEA, M&F Talent can give you the guidance and connections to make career moves in 2025 and beyond. 

Need more info on finding a job in a tough economy? Contact us today!