Six months ago, I made the decision to pivot into garden centre recruitment after an attempt to launch a start-up. I was looking to sharpen my CRM skills, build some structure into my day-to-day, and, truthfully, gain some stability.

I expected the usual early recruitment story: cold calls, rejections, and a long slog to prove myself. But it’s been more rewarding than I could’ve imagined. I’ve had the chance to place some fantastic people in roles they genuinely love, and that’s created some amazing outcomes for both candidates and clients.

What I’ve Learned So Far

It’s been a whirlwind half-year, and while I feel like I’ve only scratched the surface of this industry, that’s actually a great place to be. Here are my three biggest takeaways so far:

1. You need a plan
Without structure, recruitment becomes chaos. Day plans, week plans, monthly targets. It’s essential to stay focused and consistent.

2. You’re always learning
I’ve picked up a lot about the garden centre world, but I’m under no illusion that I know it all. This is a deep, passionate industry, and I’m excited to keep diving into it.

3. There’s no thrill like a placement
Seeing a candidate you’ve championed land a job they’re buzzing about, and hearing from a client how well they’re settling in is a genuine thrill.

A Unique Industry with Unique People

Garden centre recruitment has introduced me to a brilliant group of people, with one shared obsession I didn’t expect: the weather. I mean, seriously, no one talks about it more. But in this industry, it makes total sense. The weather can make or break a sales day, affect plant health, or shift customer footfall dramatically.

Trends & Challenges in the Market

The market’s still going strong, this year in large part to THE WEATHER ☀. Plant sales remain a core revenue stream, and it looks as if it will stay this way. But what’s really interesting is the push toward diversification; cafés, restaurants, concessions, and farm shops are being used more strategically to drive footfall and support sales across departments. Retailers now more than ever can’t afford to have a bad year due to the NI minimum wage increases, so when we’re less fortunate with the weather, the hope is that this expanded offering will continue to bring people through the door.

The biggest hiring challenge?
Plant Area Managers and horticulturists in general. There’s a real shortage of young people coming into horticulture, and retail burnout means many move on to other sectors. That’s created a talent gap that we’re constantly working to bridge.

The biggest threat?
The government continues to be one of the biggest challenges facing the industry, with National Insurance hikes, minimum wage increases, Brexit-related red tape, and border delays all adding to costs and uncertainty. While businesses are adapting and finding ways to cope, there’s a growing sense of “what’s next?” hanging over the sector. To weather these pressures, companies will need to remain sharp, efficient, and resilient in the face of ongoing change.

What’s Next?

For me, it’s about continuing to learn, meet great people, and make placements that genuinely benefit everyone involved. If both the candidate and the business feel they’ve won. That’s the goal. And I’m here for it.

Leo’s Learnings will be a bi-annual series (so I don’t bore you too much), sharing stories, insights, and lessons from inside garden centre recruitment. Thanks for reading, and if you ever want to chat about hiring (or the weather), you know where to find me.