When taking a job brief at De Lacy Executive, one requirement often stands out: “The candidate must have an agricultural background.” The reasoning is familiar - without it, they won’t understand farmers’ needs, they’ll struggle to grasp how farming works, and they might even embarrass themselves and their employer on farm. For years as an agricultural recruitment consultant, I accepted this belief as fact. But now, I want to dig deeper: why can’t someone without an agricultural background learn? To explore this, I interviewed several senior figures - Luke Carr (Chief Revenue Officer, Hectare), Laura Wood (Business Growth Director, Omex), Ollie O’Driscoll (Client Partnership Manager, De Lacy Executive) and Adam Jenkinson (Operations Director, Feed Co) - all of whom came from non-agricultural backgrounds. Why This Belief Exists Agriculture is a deeply traditional industry, shaped by generational continuity and strong cultural norms. Farms are often family-owned assets passed down through generations, creating a workforce where many grow up immersed in farming long before their first job. Traditionally, the eldest son inherits the farm, while other children move into roles across the wider agricultural industry, creating a talent pool rich in practical knowledge and lived experience. From an employer’s perspective, the logic seems clear: if candidates with decades of exposure to farming are available, why invest time and resources in training someone with no background? Farming is as complex and relationship-driven, where credibility and trust matter as much as technical know-how. Is This Mindset Holding Us back? Simply put, agriculture is struggling for talent. The workforce is aging, and the pipeline of new entrants is shrinking. A myriad of factors, chiefly the poor economic health of the sector and its long-term decline, has made farming appear less secure and less rewarding. As a result, many farmers now encourage their children to look beyond agriculture and pursue careers elsewhere. If employers continue to insist on agricultural backgrounds, they risk narrowing an already limited talent pool even further. Should Previous Agricultural Experience Be A Non-Negotiable? After interviewing successful professionals within the sector, I believe previous agricultural experience should be considered desirable, but not a strict requirement. Take Luke’s business, Hectare, an agritech business which operates the UK’s leading online crop marketplace. Having an agricultural background is only one piece of the puzzle. As he explained: “ You can recruit someone who knows a lot about the operational side of farming, but if they don’t know anything about the commercial side, they’ll have to learn from scratch. Knowing what’s happening in the market, what prices we’re seeing, and what strategies can be used to manage risk - those are things you only learn once you’re doing the job. ” NOT JUST FARMERS’ SONS: Why Employers Need to Look Outside of Agriculture When Recruiting 18 25 Years of De Lacy Executive recruitment
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