A tight labor market: Job openings, few qualified candidates

In the United States, the annual joint USDA–Purdue University report projects more than 104,700 job openings per year in the food, agriculture, and natural resources sectors between 2025 and 2030. This figure covers both technical roles and management and executive positions.
The conclusion is clear: employer demand will significantly exceed the supply of specialized graduates, with only 47.8% of these positions expected to be filled by candidates with directly relevant educational backgrounds.

On the Canadian side, the situation is even more strained.
According to Food Processing Skills Canada, the food and beverage industry will need to recruit approximately 100,000 additional workers – nearly one-third of its current workforce – by 2030 to support its growth and replace retiring employees.

United States: A manufacturing industry under pressure

In July 2025, the U.S. manufacturing sector still reported approximately 437,000 unfilled positions (a vacancy rate of 3.3%), with a concentration in maintenance, quality assurance, and mid-level management roles within agri-food plants.
By 2033, U.S. manufacturers may need 3.8 million new employees, with up to 1.9 million positions potentially remaining unfilled without new attraction and training strategies.

Canada: Sector growth driven by certain markets, weakened by talent retirements

Beverage manufacturing will lead growth in Canada, with a projected 16% increase in employment between 2022 and 2030, rising from 50,000 to 57,000 workers in this sub-sector alone.
Bakeries and tortilla processing will follow closely with notable growth. Conversely, dairy products show a more modest trajectory, while meat remains stable.

One figure highlights the scale of the demographic challenge:

• 24% of Canada’s food processing workforce is between 55 and 64 years old and will be eligible for retirement within the next ten years.

Despite its economic weight – 2% of national GDP – the industry represents only 0.3% of establishments in Canada. It cannot afford to lose this expertise without a strong succession strategy.

The skills that make the difference:

By 2030, the most competitive executives in the North American agri-food sector will be those who combine sector-specific technical expertise with proficiency in digital tools.
Employers are actively seeking profiles capable of navigating between:

• Data and analytics
• Digital transformation and AI
• Sustainability and ESG standards
• Global supply chain management
• Multicultural leadership

What this means for organizations:

The recruitment dynamic in the agri-food sector opens up new opportunities for companies capable of anticipating and structuring their approach.
Those that engage today in building diverse talent pipelines, investing in training, and developing clear and attractive career paths position themselves sustainably as leading players in their market.

For candidates, this is a decade of opportunity: an essential sector, growing roles, rising salaries, and sustained structural demand. North American agri-food needs leaders. The question is no longer whether the roles will exist, but whether the right talents will be ready to seize them.

Sources:

• U.S. Department of Agriculture, “Food and Agriculture Career Outlook for College Graduates”. purdue.edu/usda
• Food Processing Skills Canada, “2026 Impact Report”. fpsc-ctac
• Food Industry Executive, “Solving the Skills Gap in Food Manufacturing: Proven Strategies From Industry Leaders”. foodindustryexecutive.com
• FCC, “Labour market trends in food and beverage manufacturing”. fcc-fac.ca
• Food Processing Skills Canada, “Canadian Food and Beverage Manufacturing Industry Growth and Outlook”. fpsc-ctac
• Protis Global, “Food Industry Executive Recruiting Trends for 2026”. protisglobal