October 1, 2025 – The cannabis sector—particularly hemp—is experiencing explosive growth. As market projections climb and more states adopt legalization, companies face a critical challenge: assembling teams capable of thriving in a fast-growing, highly regulated environment. But cannabis industry talent acquisition isn’t like recruiting for traditional CPG or pharma, it’s a whole different game, according to a recent report from Protis Global.

Recruiters say that the talent gap is real. “Companies scrambling to scale are hitting roadblocks finding qualified candidates who understand both the plant and professional business operations,” the study said. “Meanwhile, stigma lingers, compliance requirements shift constantly, and competition for experienced cannabis professionals has reached fever pitch.” In this article, Protis Global will discuss actionable cannabis industry hiring strategies that actually work.

The numbers don’t lie—cannabis is on fire. According to Flowhub the legal cannabis market will reach $49.5 billion by 2028. This explosive expansion has created a talent vacuum that’s proving difficult to fill. “Cannabis companies aren’t just competing with each other for talent,” the Protis Global report said. “They’re up against tech startups, pharmaceutical giants, and consumer packaged goods leaders—all industries with established recruitment pipelines and decades of employer brand development. The cannabis talent pool, by comparison, is still forming.”

Unique Challenges in Cannabis Recruitment 

Protis Global also explained that cannabis industry hiring comes with obstacles you won’t find in other sectors. The study pointed out these two:

Stigma persists. Despite growing acceptance, many qualified professionals remain hesitant to enter the cannabis space, fearing career repercussions. This stigma shrinks an already limited talent pool. Compliance requirements create complexity. Background check requirements vary wildly by state, with some jurisdictions disqualifying candidates for minor infractions from decades ago. This regulatory patchwork makes standardized hiring processes nearly impossible.

Experience paradox. Companies want cannabis experience, but the legal industry is young. This creates a catch-22 where businesses need experienced professionals in a field where legitimate experience is limited. Rapid evolution demands adaptability. The cannabis landscape changes weekly. Regulations shift, consumer preferences evolve, and business models transform. Finding candidates who can thrive amid constant change presents a significant challenge.

Key Cannabis Industry Talent Acquisition Strategies 

In a competitive talent market, your employer brand isn’t optional—it’s essential, according to the Protis Global report. “Cannabis companies with clear missions, values, and cultures attract stronger candidates than those still figuring out their identity,” it said.

Related: For Cannabis Companies, Aligning C-Suite Leadership is Job One

The study said to start by answering these questions:

What makes your cannabis company different from competitors?

What values drive your business decisions?

What kind of culture are you building?

What growth opportunities can you offer that others can’t?

“Your answers should inform everything from job descriptions to interview processes,” the report said. “Be authentic—candidates can spot generic corporate speak a mile away.”

Targeting Transferable Skills from Adjacent Industries 

The solution to the cannabis experience paradox? Look beyond cannabis-specific experience to transferable skills from adjacent industries, the Protis Global report explained. “CPG professionals bring valuable expertise in brand building, consumer insights, and retail strategy—critical skills as cannabis becomes more mainstream and brand-driven,” the study said. “Pharmaceutical talent offers deep knowledge of regulatory compliance, quality control, and clinical research—increasingly important as medical cannabis expands and regulations tighten. Agriculture and horticulture experts understand large-scale cultivation, supply chain management, and sustainable growing practices—essential for scaling operations efficiently. Beverage alcohol veterans have navigated complex regulatory environments, age-restricted marketing, and distribution challenges—directly applicable to cannabis.”

Keys for Attracting and Retaining Top Talent in the Cannabis Industry

As with any field, a number of factors are integral to job satisfaction in the cannabis sector. Among the top considerations for most employees is pay and perks. In a new report, CannabizTeam breaks down what compensation and benefits mean to employees and what employers can do to make their workers feel valued.

“When evaluating candidates from these industries, focus on adaptability and learning agility over specific cannabis knowledge,” Protis Global said. “Technical skills can be taught; the ability to thrive in ambiguity and rapid change cannot.”

Navigating Compliance and Background Check Complexities 

Cannabis industry hiring requires navigating a maze of compliance requirements that vary by state, municipality, and license type, according to the Protis Global report. “Developing a standardized yet flexible approach is critical,” it said. “Create a compliance matrix for each location where you operate, documenting specific requirements for different positions. Partner with legal counsel to ensure your hiring practices meet all regulations while remaining as inclusive as possible.”

“Background checks deserve special attention,” the report continued. “Many qualified candidates have minor cannabis convictions that occurred before legalization. Progressive cannabis companies are implementing “fair chance” hiring policies that consider the context of past offenses rather than implementing blanket disqualifications.”

Related: How Cannabis Executives Can Lead Companies for the Long Haul 

The National Cannabis Industry Association offers resources to help companies develop compliant hiring practices that don’t unnecessarily restrict talent pools. Their guidance can help you balance regulatory requirements with talent acquisition needs.

Leadership Roles Critical for Cannabis Industry Success 

The right leadership can make or break a cannabis operation. As the industry matures, certain roles have emerged as particularly crucial and Protis Global provided a look at the following:

Chief Compliance Officer – In an industry where regulatory missteps can mean license revocation, compliance leadership isn’t optional. The best CCOs combine regulatory knowledge with business acumen, ensuring compliance without stifling innovation.

VP of Manufacturing/Operations – Cannabis production requires specialized expertise spanning extraction, formulation, and packaging. Leaders who understand both GMP standards and cannabis-specific challenges are worth their weight in gold.

Director of Retail – Cannabis retail isn’t like traditional retail. Leaders who understand the unique customer education needs, compliance requirements, and inventory management challenges specific to cannabis dispensaries drive significantly better results.

Chief Marketing Officer – Marketing cannabis requires navigating complex advertising restrictions while building brands that resonate. CMOs who can thread this needle bring immense value, especially as markets become more competitive.

Creating Competitive Compensation Packages 

Cannabis compensation has evolved dramatically, according to the Protis Global report. “The days of equity-heavy, cash-light packages are largely behind us as the industry matures,” the study said. “Today’s cannabis professionals expect competitive cash compensation alongside thoughtful benefits and potential equity upside. Benchmark compensation against both cannabis competitors and adjacent industries. For roles requiring transferable skills from CPG, pharma, or agriculture, your packages should be comparable to those industries if you want to attract top talent.”

Beyond base salary, Protis Global said to consider these components:

• Performance-based bonuses tied to clear metrics.
• Equity or profit-sharing programs that align with company growth.
• Comprehensive benefits including mental health support.
• Flexible work arrangements where operationally feasible.
• Development stipends and growth opportunities.

“Remember that compensation transparency is increasingly important to candidates,” the report said. “Clear communication about salary ranges and total compensation philosophy demonstrates professionalism and builds trust during recruitment.”

Developing Career Pathways in an Evolving Industry 

Cannabis professionals want to know they’re not just taking a job—they’re building a career. Companies that clearly articulate growth paths have a significant advantage in both recruitment and retention, according to the Protis Global report. “Map potential career progressions for key roles, showing how team members can advance as both they and the company grow,” the firm suggested. “This exercise isn’t just for candidates; it forces leadership to think strategically about organizational development.”

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“Implement formal mentorship programs pairing industry veterans with promising talent from other sectors,” the report also shared. “These relationships accelerate knowledge transfer and help new cannabis professionals navigate industry nuances. Lastly, invest in continuous learning opportunities specific to cannabis. Partner with organizations like Green Flower or Cannabis Training University to provide industry-specific education alongside traditional professional development.”

Elevating Your Cannabis Recruitment Strategy 

Building a high-performing cannabis team isn’t just about filling positions—it’s about finding transformative talent that can navigate today’s challenges while positioning your company for tomorrow’s opportunities, the Protis Global report continued. “The strategies outlined here provide a foundation, but execution requires both expertise and persistence. The cannabis industry’s rapid evolution demands a recruitment approach that’s equally dynamic. Yesterday’s playbook won’t work for tomorrow’s challenges. Companies that treat talent acquisition as a strategic priority rather than a tactical function consistently outperform those viewing recruitment as merely filling seats.”

Protis Global, founded in 1995, is headquartered in Delray Beach, FL. Its specialties include consumer package goods, global food and beverage, cannabis, hospitality, fast moving consumer goods, adult beverage, talent attraction, and employer branding.

Related: How to Attract Top Talent from Other Industries to Cannabis

Contributed by Scott A. Scanlon, Editor-in-Chief and Dale M. Zupsansky, Executive Editor  – Hunt Scanlon Media