For years, the typical hiring pattern in grocery retail was predictable. When a senior role came up, retailers often leaned towards the up-and-coming manager – the high-energy assistant manager ready for the next step up. Recently, I am seeing something different. Across independent and larger groups alike, there is a noticeable shift towards experienced and, in many cases, returning candidates. Retailers are leaning into maturity. They are choosing steady over speedy. Proven over promising.
One reason is simple. Fewer younger managers are putting themselves forward for full accountability roles. I speak daily to talented department managers who are excellent at running their areas but are hesitant to step into total store responsibility. The weight of staffing, compliance, margin, rosters, and constant problem-solving is not as attractive as it once was. Again, this is not about a lack of ability. It is about priorities. Many are carefully balancing career ambition with lifestyle, and full store accountability can feel all-consuming.
Creating risks
For independent retailers, in particular, this creates risk. Succession has traditionally been organic. A strong grocery manager becomes a store manager. A capable fresh food manager steps up when the time comes. But if the fewer mid-level managers want that jump, the natural pipeline narrows. Interestingly, while retailers are finding some resistance from the next generation, they are also rediscovering the value of those who have already done it. I am often successful in placing deli managers who are looking to return to work as their children get older. These are experienced professionals who stepped back for family reasons, not because they lacked skill or drive. Now, with more flexibility in their personal lives, they are ready to re-engage.
Wealth of experience
Retailers are actively seeking out these candidates who have this wealth of experience behind them, even if there is a break in between. They know they are getting someone who understands gross profit, waste control, food safety audits, and customer service standards without needing handholding. More importantly, they are getting someone who does not panic when a delivery is late or when the queue builds at lunchtime. They have seen busy Christmas weeks, supplier issues, staff shortages. Very little surprises them.
Another recent example is two butchers I worked with who took a break from the physical demands of lifting carcasses. One drove a bus. The other became a taxi driver. Both have now returned to the butcher counter, but in a slightly different capacity. They are using their experience and insight rather than relying purely on physical strength. Retailers value their product knowledge, their ability to train younger staff, and their understanding of margin and their stunning displays. Retailers are happy to delegate some of the more physical tasks on return for this level of experience behind the counters again!
Comfort in experience
Their is a comfort in experience that many retailers are prioritising right now. More clients are telling me they would rather appoint a candidate who is a steady pair of hand, who has seen it all, who does not flap under pressure, and who is as reliable as the day is long. In an environment where margins are tight and operational pressure is constant; steadiness has real value. There is also a noticeable mindset difference. Many candidates from this generation believe strongly in ownership and personal responsibility. If something goes wrong in their department or store, they fix it. They do not immediately look outward for blame. They are not constantly scanning the market for the next title or the next move. For many, the priorities are fair pay, respect, and autonomy. Give them the space to run their store or area properly and they will.
This does not mean there is no place for ambitious younger managers. There absolutely is. But the balance is shifting. Retailers are thinking more carefully about risk. They are asking themselves who can protect margin, lead calmly, and stay the course. Increasingly, the answer is not always the fastest rising star. Sometimes, it is the professional who has already weathered the storm.
The shift towards experience may not be dramatic, but it is real. And for many retailers it’s a win-win option for them but also for the candidate and the store!
