Faced with rising costs, global supply chain instability, and rapidly shifting consumer preferences, businesses in the food and FMCG sector are being pushed to rethink how they operate. But amid the disruption lies a powerful opportunity: those who innovate and adapt can gain a competitive edge in the war for talent.
Hiring strategies in a cautious market
Economic uncertainty has led many food & FMCG businesses to adopt a more measured approach to hiring. Larger companies are taking longer to make decisions, ensuring they find the right person for the role the first time. This caution, while understandable, can frustrate jobseekers who may accept other offers in the meantime.
Smaller businesses have also shown some hesitation, sometimes delaying planned headcount increases due to budgetary constraints. Despite this cautious atmosphere, the market remains buoyant with plenty of jobs and professionals actively looking for new opportunities.
Towards the end of 2025, and into 2026, we’ve seen a notable increase in the temporary workforce. Businesses are using temporary or temp-to-permanent arrangements to fill gaps without committing to permanent headcount immediately. This strategy provides flexibility but can limit the talent pool, as it's difficult to persuade someone in a secure, permanent role to move for a temporary opportunity.
High demand in quality assurance and technical roles
As we enter 2026 quality assurance (QA) and technical roles are experiencing the highest demand, but this is also where the most significant candidate shortage lies. This ‘perfect storm’ is particularly acute at the junior end, with roles like QA technician, technical assistant, and quality auditor being difficult to fill. This shortage may stem from a lack of awareness about careers in the food industry among new graduates.
At the middle-management level, such as QA and technical managers, there is a good supply of experienced professionals. However, this talent pool is largely passive. They aren't actively applying for jobs but are open to conversations about compelling opportunities. To attract these individuals, employers need to be proactive, highlighting clear paths for progression or new challenges, and engage with specialist recruiters who have access to this passive market.
The challenge of junior talent and a resurgent senior market
The junior market for new product development (NPD) and innovation also faces difficulties. Many talented international graduates struggle to secure visas due to salary sponsorship restrictions, leading to a constant churn of junior staff in technical teams.
Conversely, the senior market is beginning to show signs of life after a stagnant period. For the last year, opportunities at the head of, director, and c-suite levels have been scarce. But now, we are seeing this market slowly awaken, with more executive-level positions becoming available. Essentially, the talent market is tightest at its poles - the junior and senior ends - while the middle is stable but requires proactive engagement.
Technology and automation: evolution, not revolution
Automation and digital tools continue to shape the food & FMCG landscape, but perhaps not in the revolutionary way one might expect. Technology is enhancing existing processes rather than replacing workers.
The role of automation
In quality control, automation is increasingly common; for example, scanning machines sorting fruit on a production line and identifying and removing imperfect items at high speed. While these technologies reduce the need for some manual inspection roles, human oversight remains critical. Machines cannot be trusted completely, and visual checks by skilled workers are still essential for final quality assurance. The human elements of taste, sight, and touch are still irreplaceable in food production.
Essential skills for the modern professional
The most crucial skill for professionals in this sector isn't proficiency with a specific piece of software but rather agility and adaptability. The industry is in a state of continuous improvement. Professionals must stay current with software updates, evolving audit requirements like BRC accreditations, and new traceability systems.
Digital advancements are also improving processes around labelling and specifications. New software is making it easier for teams to manage the complex requirements of packaging information. The key takeaway is that while technology is a powerful enabler, the focus is on a people’s ability to adapt and embrace change, not on a specific, drastic technological shift.
The power of reputation and sustainability
Today's jobseekers are far more discerning. They research potential employers extensively, looking at everything from Glassdoor reviews to sustainability credentials. A company's environmental impact, how it treats its staff, and its overall public perception are major factors in someone’s decision-making process.
This shift is so profound that some professionals will now prioritise a company with a strong ethical compass over one offering a slightly higher salary. A business with a gold-standard reputation for sustainability and employee wellbeing can successfully compete with a higher-paying offer from a less reputable competitor. The entire package - company values, ethos, and reputation - is now under scrutiny.
Evolving benefits and incentives
While salary, pension, and holiday allowance remain the cornerstones of any competitive offer, employers are getting more creative with their benefits. We're seeing more flexibility around holidays, with additional days for moving house or volunteering.
One of the most significant trends is the rise of health-related benefits. In an era of long waiting times for public health services, private healthcare plans are highly valued. Even affordable cash plans that help with dental or optician costs can be a major differentiator. These benefits demonstrate a company's commitment to employee wellbeing and can have a direct impact on reducing absenteeism and improving productivity. For a relatively small monthly investment per employee, businesses can offer a benefit that is genuinely impactful and highly appreciated.
Remote and hybrid working in the sector
When it comes to remote and hybrid working, the food & FMCG sector presents a unique landscape shaped by its operational realities. Most roles in production and technical functions are fundamentally site-based, after all, you can't run a packing machine or manage a food processing line from home. As a result, there is a broad acceptance within the sector that onsite presence is non-negotiable for many positions, especially at the junior and operations level.
Some flexibility does exist in middle management roles, where employees with significant paperwork or audit responsibilities may be given one or two days a week to work remotely. However, even this is limited by the unpredictability of audits or the need for quick, in-person decisions. Support functions such as sales, account management, HR, IT, and especially specification and labelling experts - whose tasks can often be done digitally - tend to have more scope for remote or hybrid arrangements. Still, these allowances can vary significantly between companies.
At the senior end (director and c-suite level) there may be some leniency, but the prevailing culture values visible leadership and hands-on engagement on site. Across the sector, expectations tend to align with these practical constraints, and most employees in operational roles readily accept on-site requirements as part of the job.
Final thoughts
The food & FMCG sector is navigating a period of cautious optimism. While hiring processes may be slower, opportunities abound for businesses that are agile and strategic. The key to success lies not just in adopting new technologies but in understanding what truly motivates today's workforce.
To attract and retain good employees, companies must look beyond salary. A strong employer brand, a clear commitment to sustainability, and a thoughtful benefits package are essential. Furthermore, businesses must not forget the quiet performers - the reliable, consistent employees who form the backbone of the organisation. By investing in their development and showing appreciation, you can prevent them from being lured away by competitors. In a market where talent is everything, a people-first approach is the ultimate competitive advantage.
For more insights into the food & FMCG labour market and for reliable salary benchmarks for the sector, download Reed's 2026 food & FMCG salary guide here.
