Introduction

The cannabis industry is growing at an incredible pace. As more states legalize and businesses expand, the need for qualified talent has never been greater. But building strong teams isn't always easy. In fact, many cannabis companies unintentionally make hiring mistakes that slow growth, create compliance risks, and drive up turnover.

If your company is scaling, it's worth stepping back to make sure your hiring practices set you up for long-term success. Here are five of the most common hiring mistakes in cannabis — and how to avoid them.

Mistake #1: Rushing the Hiring Process

The demand for talent is high, and many companies feel pressure to hire quickly to fill gaps. But rushing through interviews or skipping steps can lead to costly turnover.

The risk: Hiring someone who doesn't have the right skills or isn't a good cultural fit can set your team back. Replacing employees takes time and money, especially in cannabis where training and compliance are involved.

How to avoid it: Take time to clearly define the role before posting it. Use structured interviews and ask scenario-based questions to uncover problem-solving and adaptability. Moving fast is important, but moving smart is essential.

Mistake #2: Overlooking Compliance & Background Checks

Unlike many industries, cannabis has strict regulations around employment. Depending on the state, employees may need work badges, licenses, or to pass background checks before they can legally start.

The risk: Hiring someone who doesn't meet state requirements could result in fines, lost licenses, or even a forced shutdown.

How to avoid it: Build compliance checks into your hiring process. Partner with HR and legal teams (or a staffing partner who knows the cannabis landscape) to ensure every new hire is qualified to work in your state.

Mistake #3: Ignoring Company Culture Fit

In a young, fast-paced industry like cannabis, culture matters. Skills can be taught, but an employee who doesn't align with your company's mission and values can hurt morale and retention.

The risk: Culture misalignment often leads to disengagement and turnover. This is especially damaging for small teams.

How to avoid it: Incorporate culture-fit questions into interviews. Ask about preferred work styles, how candidates handle stress, and what motivates them. Look for alignment between personal values and company goals.

Mistake #4: Offering Uncompetitive Pay & Benefits

Cannabis professionals know their skills are in demand. If your compensation packages lag behind competitors, you'll struggle to attract — and keep — top talent.

The risk: Losing candidates to better offers or watching existing employees leave for higher pay.

How to avoid it: Regularly benchmark salaries in your state and market. Offer more than just a paycheck — benefits like healthcare, PTO, and career development opportunities go a long way in retaining employees.

Mistake #5: Not Using Industry-Specific Recruiters

Hiring in cannabis isn't like hiring in other industries. Between complex regulations, fast-moving growth, and specialized roles, general recruiters often struggle to find the right talent.

The risk: Wasting time on unqualified candidates or hires who don't understand the unique challenges of cannabis.

How to avoid it: Partner with recruiters who specialize in cannabis staffing, like The United Green. Industry-specific recruiters understand compliance, market trends, and what makes a great candidate in this space.

Final Thoughts

Hiring mistakes can cost cannabis companies valuable time, money, and momentum. By slowing down your process, focusing on compliance and culture, offering competitive packages, and partnering with industry experts, you'll set your business up for long-term success.

At The United Green, we specialize in helping cannabis companies avoid these pitfalls and build high- performing teams. Contact us today to learn how we can support your growth.