Food and drink manufacturing continues to face recruitment challenges, even as businesses become more cautious about approving new hires.

The Food and Drink Federation reported that the sector’s vacancy rate increased to 4.3% in the second quarter of 2026. This remained above the UK average of 2.2% and the wider manufacturing average of 2.0%.

However, the challenge is not a shortage of people. Many businesses are looking for a particular combination of sector knowledge, technical capability and leadership experience. The difficulty is often finding that experience in the right location and persuading someone who is already securely employed to move.

Engineering and automation

Engineering remains one of the most challenging areas for food manufacturers to recruit within.

Businesses need engineers who can maintain increasingly complex equipment, reduce downtime and support investment in automation. The demand is not limited to traditional mechanical or electrical engineering experience. Knowledge of controls, robotics, data and automated production systems is becoming increasingly important.

Research published by the Institution of Engineering and Technology in 2025 found that 30% of engineering employers believed they lacked sufficient automation skills internally.

Within food manufacturing, employers often need candidates who combine these skills with experience of high-speed, highly regulated production environments. That creates a relatively small talent pool, particularly when the position requires shift work or is based in an area with several manufacturers competing for the same people.

Technical and quality

Technical and quality professionals remain essential to protecting food safety, maintaining customer standards and managing an increasingly complicated regulatory environment.

Businesses need people who understand audit requirements, retailer standards, food safety systems and how to apply them within a busy manufacturing operation. The strongest candidates can maintain high standards while also working commercially with production, operations and customers.

These positions can be difficult to fill because the requirements vary considerably between businesses. Experience with one product category, manufacturing process or retailer may not transfer directly to another. Employers can therefore find themselves searching within a narrow group of people who already have the exact experience required.

There is also demand for technical leaders who can develop teams, improve standards and communicate effectively across the wider business. This combination of technical knowledge and leadership ability can be particularly difficult to find.

Operations and supply chain leadership

Manufacturing businesses are operating under continued pressure from labour costs, raw material prices, energy costs and changing customer demand. This has increased the importance of experienced operational and supply chain leadership.

Employers are looking for leaders who can improve performance and manage change. Experience of lean manufacturing, continuous improvement and increasing productivity is valuable, but businesses also need managers who understand the practical realities of running a food manufacturing site.

Employers are looking for people who can balance areas of service while responding to disruption. We have noticed that systems knowledge and data capability are becoming more important, particularly as businesses seek greater visibility across forecasting, stock and supplier performance.

These roles can be challenging to recruit for because the best candidates are not necessarily applying to adverts. Many are performing well in secure positions and will only consider moving for a role that offers a clear improvement or long-term opportunity.

Closing the gap takes more than advertising

There isn’t a single solution to the skills gaps facing food manufacturing. Developing apprenticeships, investing in training and creating clearer routes into the industry will all be important. The National Skills Academy for Food & Drink has also highlighted the role that engineering T Level placements can play in helping manufacturers develop a future technical talent pipeline.

For an immediate hire, however, businesses may need to look more carefully at the brief. It is important to separate the experience that is genuinely essential from the requirements that can be developed after someone joins.

A lengthy or unclear recruitment process can make an already limited candidate pool even smaller.

At Alexander Steele, our consultants recruit across specialist functions within the Food, Drink and Consumer Goods industries. We speak regularly with professionals who are not actively applying for positions, allowing us to provide clients with a clearer picture of the available market and what candidates would need to consider a move.

If you are struggling to recruit for a specialist position within food manufacturing, speak to our team about the market and how we can support your search.

Sources

Food and Drink Federation – State of Industry Report Q2 2026

Institution of Engineering and Technology – UK engineering and technology skills statistics 2025

National Skills Academy for Food & Drink – Engineering T Level employer toolkit