Farm Management Recruitment Market Report 2025

As the UK’s leading agricultural recruitment consultancy, De Lacy Executive draws on 25 years of expertise and a proven track record of placing farm managers. This report reveals the key trends and challenges shaping farm management recruitment in 2025.

2025 has been a year of change and opportunity for farm management recruitment. Shifts in market conditions, evolving business models, and the ongoing challenge of attracting skilled talent have all shaped the landscape. At De Lacy Executive, we’ve supported appointments across the spectrum, from Assistant and Trainee Farm Managers to senior roles such as Herd Managers, Farm Managers, and Estate Managers. This report brings together our insights from the past year: the key trends influencing recruitment, the challenges employers and candidates face, and practical advice to help you navigate the market. Our focus in this report is on mixed, arable, and livestock farms (cattle and sheep), as these sectors often overlap. Specialist areas such as pigs, poultry, and fresh produce will be covered in dedicated reports.

The Market Landscape: What’s Changed? 

The autumn 2024 Budget reforms to inheritance tax and agricultural property relief have had a lasting impact. These changes were an inflection point, prompting many farm owners to reassess their long-term plans. At the same time, the general economic fortunes of the agricultural industry have not improved, adding further caution to decision-making. As a result:

• Succession planning has slowed: In previous years, we saw more farm owners stepping back and recruiting a successor as part of a retirement plan. This year, that trend has softened.
• High-net-worth individuals dominate recruitment: Most of our clients this year have been wealthy landowners who either do not depend on the farm as their primary source of income or operate large-scale, diversified businesses. These clients are typically seeking a professional-level farm manager capable of overseeing all areas of the operation, from strategic planning to hands-on practical execution.
• Growth of large-scale operators: We are increasingly working with major players who own multiple farms or have taken on contract farming agreements. These businesses require competent, professional management to deliver consistency, efficiency, and profitability across complex operations.

Consolidation vs. Caution

Another major shift has been the contrasting strategies between large and small farms:

• Large farms/estates: Many have consolidated operations, bringing tenant farms and contract farming agreements back in-house. This has led to redundancies in some areas. In addition, we’re seeing a growing trend where larger farms are positioning themselves as contractors for neighbouring farms. This approach allows them to increase efficiency, spread machinery and labour costs, and make better use of their scale.
• Smaller farms: Rising input, land, and machinery costs have driven caution. Many are opting to rent out land or use contract farming rather than expand.

Talent Shortage and Demographics

The average farm manager is nearing retirement age, and with rapid technological change, top-tier managers are increasingly scarce. Employers need to be proactive and competitive to secure the best talent.

At the same time, we are still seeing a steady supply of graduates from agricultural universities who are eager to impress and build a career in farm management. These candidates typically have strong practical skills, often competent machinery operators, but are not yet ready to manage a farm independently. As a result, they usually start on larger farms in Trainee or Assistant Farm Manager roles, where they can gain experience under seasoned professionals.

What Attracts the Best Candidates?

• Accommodation is critical: Farm managers typically want to live on-site. Having a property ready to go significantly boosts your chances of hiring. Rural rental markets are tight, so offering accommodation as part of the package is a major advantage.
• Forward-thinking farming: Younger candidates are increasingly well-read on regenerative farming and want to experiment and do things differently to the generation before. Many feel that traditional methods have stopped being profitable and see the future of farming through a different lens.
• Salary expectations:
  - Farm Managers: £40,000–£70,000 depending on farm size and complexity.
  - Assistant Managers: £30,000 minimum, with experienced assistants often earning £40,000+.
  - Trainees: Starting around £30,000, reflecting awareness of long hours and responsibility.

Skills and Specialisms in Demand

• Regenerative farming: Interest in sustainable practices continues to grow, not just for environmental reasons but as a strategic approach to reduce input costs and improve long-term profitability. Owners increasingly want managers who are forward-thinking and capable of implementing regenerative systems that protect soil health, optimise resources, and future-proof the business. Candidates with experience in these practices are highly sought after.
• Qualifications: While degrees aren’t always essential for senior roles, they are becoming more common in the market. For trainee positions, employers typically look for recent graduates from agricultural universities such as Harper Adams or similar institutions. Practical certifications like FACTS and BASIS are also increasingly valued, particularly for larger farm management jobs, as employers want managers who can engage with agronomists at a high level and challenge decisions when needed.
• Entrepreneurial and data-driven mindset: Employers increasingly want farm managers who are forward-thinking, commercially savvy, and prepared to move away from traditional methods. The ability to diversify, adopt new technologies, and make data-led decisions is highly prized. Candidates who combine practical farming knowledge with strong business acumen and a willingness to experiment are standing out in today’s market.

Advice for Employers and Candidates

For Employers

• Provide good quality, on-site accommodation – it’s often the deciding factor for candidates.
• Be clear and competitive on salary bands.
• Embrace innovation: regenerative farming, diversification, and data-driven practices attract forward-thinking managers.
• Invest in practical training like FACTS and BASIS to strengthen your team.

For Candidates

• Highlight qualifications – degrees for trainee roles and certifications such as FACTS and BASIS for senior positions.
• Demonstrate adaptability and commercial awareness: employers want entrepreneurial, tech-savvy managers.
• Showcase experience in sustainability and regenerative farming.
• Be open to relocation for the best opportunities

Looking Ahead

Farm management recruitment is entering a period of significant change. The combination of demographic shifts, rising costs, and sustainability pressures means the traditional model of farm management is evolving rapidly. Larger farms are increasingly acting as contractors to spread costs and improve efficiency, while smaller farms are taking a cautious approach, often opting for contract farming or renting out land.

For employers, the challenge will be attracting entrepreneurial, data-driven managers who can diversify and adapt to new technologies. For candidates, the opportunity lies in embracing regenerative farming, gaining practical qualifications, and demonstrating a strong commercial mindset.

The future of farming is forward-thinking, innovative, and environmentally conscious. Both employers and candidates who recognise this and adapt accordingly will be best placed to succeed.