The produce industry doesn’t slow down. Markets shift in hours. Loads fall apart in transit. And relationships—built over seasons—can hinge on a single decision. In this business, the difference between surviving and thriving often comes down to who’s on your team.
After my years of recruiting and working in the produce industry—from farms and sheds to sales desks and C-suites—I’ve seen firsthand what separates the good from the truly great. Certain people just fit this industry. They aren’t always the flashiest on paper, but they’re the ones who deliver, build trust, and stay steady when things get messy.
These are the hires who quietly become indispensable. And, over time, I’ve noticed they share a handful of key traits. Here’s what I’ve learned from the field.
We’ve all heard it: Produce is not a 9-to-5 job. Weekends, holidays, and after-hours issues come up often. I remember being on call once while at a friend’s house. Right in the middle of dinner, I got a call from a truck driver stuck at a shed that turned into multiple calls to get things moving and making sure the load got out. Afterward, my friend said, “They shouldn’t be calling you during dinner.” I laughed, thinking they were joking—but they weren’t. They genuinely believed work stopped when you left the office. That’s just not the case in produce.
In this industry, you do what needs to be done, when it needs to be done. That doesn’t mean you don’t take time to rest and recharge—we all need that—but it does mean you carry a sense of urgency. There’s no room for complacency when you’re working with perishable food.
The best hires speak produce. They understand their role, their numbers, and how they contribute to a company’s success.
If you’re in sales, be ready to talk about your book of business:
Who do you have strong relationships with?
How do you bring in new customers?
What’s your go-to-market strategy?
Where have you made an impact?
If you’re in management, speak to how you’ve led teams, solved problems, and worked on your leadership skills; use examples, be honest, be clear about where you shine and, importantly, where you’re still growing.
You don’t have to know everything, but you do need to show how you’ll figure it out. Employers aren’t just hiring skills—they’re hiring mindset.
No matter your role, relationships are everything in produce. I’m not just talking about being personable—I’m talking about trust. Trust with growers, shippers, customers, and your internal teams.
Produce is still a handshake industry in many ways. I always tell people: I love this business, and that love starts from the top down. A company’s culture is shaped by its leadership. And in produce, our culture is rooted in farming.
Growers and farmers have been doing deals on a handshake for generations. Their word is what gets them through tough times. They work closely with their neighbors, communities, and families. That spirit of honesty, hard work, and follow-through is what makes this industry so special.
Things go wrong all the time. Weather is too hot or too cold. Too much rain or not enough. Rejections, truck breakdowns, and last-minute orders. You name it—there’s always something.
The best people? They don’t panic, they pivot. They keep a level head, communicate clearly, and act quickly. That calm under pressure is what moves the needle—not just in the moment, but in your career.
This is the “it” factor. Deal sense. Timing. Pattern recognition. Some of it can be learned through experience, but some of it you either have or you don’t.
I remember when I first started in produce. I was an assistant in a sales office and, after six months, I thought, “This doesn’t look so hard—I could do that.” I had no idea how much was really going on behind the scenes. The great ones make it look easy, though it’s anything but. Just like elite athletes or performers, the best in produce make the complex look effortless. And whether your strength is finance, sales, procurement, or operations, know what you’re good at. Hone your skills. Don’t try to force yourself into a role that doesn’t fit. If you’re a square peg, don’t waste energy squeezing into a round hole.
Spotting these traits in a candidate isn’t easy. It takes time, the right questions, a genuine curiosity about who someone is, and what drives them. Great hires often don’t have perfect resumes, and that’s okay. Not everyone is a polished writer, that’s not what matters most.
What matters is culture fit, commitment, a desire to grow, and the ability to add value in real, lasting ways.
So, hire slow, hire smart. Lean on recruiters who know this terrain—who understand the rhythm of produce and can spot the traits that matter. Because your goal isn’t just to make your next hire, it’s to make the right one. 
