​Recruitment Trends to Watch in 2026 in Food & Drink Manufacturing

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We are well into 2026, and the UK Food & Drink manufacturing sector continues to evolve. Skills shortages remain a challenge, while economic caution is still affecting hiring decisions.

We spoke to Giuseppe Leo, Business Director, and Martin Bryrce, Head of Manufacturing Recruitment at Alexander Steele, to get their predictions for the year ahead.

Interim & Contract Recruitment

Interim and contract professionals are no longer simply a stopgap.

“Manufacturers are increasingly turning to interim to solve specific problems, cover gaps quickly, or drive projects without long-term headcount,” Giuseppe explains.

He notes that interim candidates are now delivering real impact, helping to lead improvement projects, and stabilise operations. Flexibility remains key: part-time or fractional interim roles have moved from novelty to mainstream, while full-time interim roles continue to be used where complexity and risk demand it.

Giuseppe also highlights that organisations are becoming more selective. “Employers increasingly value sector experience and cultural fit over generic CVs,” he says. The message for interim professionals is clear: be strategic about the value you bring, focus on solving measurable business challenges, and maintain strong relationships, your reputation often opens the door to the next opportunity.

Permanent Hiring

While interim talent continues to play an important role, permanent hiring is also showing strong momentum. Martin reflects on a positive 2025 and anticipates continued demand.

“I’m feeling really positive about the UK food manufacturing sector and the opportunities that lie ahead in 2026. Last year we saw steady demand across production, engineering, technical, and leadership roles, driven by ongoing skills shortages, and the constant pressure on manufacturers to deliver at pace while staying compliant,” he says.

However, recruitment is only part of the picture. Retention, training, and strong on-site leadership will be essential.

“Businesses need to remember that keeping their current teams happy is just as important as hiring new staff. Replacing experienced people is costly, time-consuming, and disruptive, so retention will be key in 2026.”

Candidates themselves are also becoming more selective. Stability, progression opportunities, and employers who genuinely invest in their workforce are now high priorities. Companies that balance attracting new talent with retaining and developing existing teams will be best positioned to thrive in 2026.

Looking Ahead

The overarching theme for 2026 is strategic thinking. Interim solutions are no longer just a temporary fix; they are a way to accelerate delivery, manage change, and de-risk leadership transitions. Meanwhile, permanent hiring remains a cornerstone of business growth, but only when paired with effective retention and development strategies.

As Giuseppe puts it, “Interim isn’t just flexibility, it’s a strategic advantage in a constrained labour market.” Martin concludes on a positive note: “With the right approach, businesses that balance retaining great people with making smart permanent hires will thrive, and there are fantastic opportunities for candidates to grow and succeed in the year ahead.”

Whether you’re a business planning your workforce for 2026, or considering your next move, Alexander Steele can help you in the Food & Drink manufacturing market. Get in touch to explore recruitment solutions or exciting career opportunities.

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