Why Printing & Packaging Companies Are Struggling to Hire — And What You Can Do About It in 2026

Written by Shannon Polaski-Buchholz

The printing and packaging industry is facing one of the most significant hiring challenges in decades. As experienced operators retire and technology evolves faster than teams can adapt, companies are asking the same question: Where is the next generation of skilled talent going to come from?

At Flexo Finders, we speak with operators, supervisors, and employers across the U.S. and Canada every day, and the message is crystal clear: the competition for talent has never been tougher.

This blog breaks down why hiring has become so difficult—and the strategies companies can adopt today to stay ahead in 2026 and beyond.

1. The Skilled Workforce Is Aging Out

Many of today’s top flexographic, digital, corrugated, and converting operators have been in the industry for 20–30+ years. A large portion of this workforce is nearing retirement, taking decades of knowledge with them.

Meanwhile, fewer young workers are entering the trades, and even fewer know printing is a viable, well-paid career path. Without intentional workforce development, the gap between talent retiring and talent entering the industry will continue to widen.

2. Technology Is Advancing Faster Than Hiring Can Keep Up

Modern pressrooms combine craftsmanship with advanced automation. Employers need people who can both run equipment and navigate new systems. Think:

• HP Indigo digital presses

• Mark Andy, Nilpeter & Gallus narrow web

• Bobst die cutters & folder-gluers

• W&H or PCMC wide-web

• KBA/Heidelberg sheetfed

But the number of operators who can bridge traditional skill and evolving tech is shrinking—making those who can extremely valuable and highly recruited.

3. Candidate Preferences Are Narrowing the Talent Pool

Today’s operators want stability, predictable shifts, strong culture, and competitive pay. Most prefer day shift. Many want reduced overtime and better work/life balance.

Meanwhile, companies are struggling to fill:

• 12-hour night shifts

• Rotating schedules

• Weekend crews

• High-OT roles

The result: fewer applicants and longer hiring timelines.

4. Slow Hiring Processes Are Causing Companies to Lose Top Talent

We consistently see great candidates get excited about a role—only for the process to drag out. In this market, top operators often receive multiple offers within days.

Companies with slow internal approval steps or multi-week interview processes are at a major disadvantage. Speed, communication, and a streamlined workflow are essential for securing top-tier talent.

5. The Biggest Untapped Talent Pool: High School Students

One of the most overlooked strategies for solving the hiring crisis is engaging with high school students before they choose a path.

Most teens have no idea what flexo printing is or that they can earn $25–$35/hour without taking on college debt. The printing industry offers:

• Hands-on work

• Strong wages

• Clear career progression

• Nationwide job stability

But if we don’t introduce these opportunities early, they simply won’t know they exist.

6. Internship & Apprenticeship Programs Create Reliable Talent Pipelines

Companies that invest in early-stage training programs are seeing major results. Even simple, entry-level programs can transform hiring outcomes. Examples include:

• Summer internships for high school juniors/seniors

• Job shadowing days

• Paid youth apprenticeships

• Partnerships with technical schools or school districts

These programs help companies build talent from the ground up, reduce long-term hiring costs, improve retention, and mitigate the retirement wave.

The companies that start building these pipelines now will be the ones fully staffed in the next 3–5 years.

7. What Employers Can Do Now

To stay competitive in today’s hiring environment, companies should consider:

• Reevaluating shift differentials to attract off-shift talent

• Offering relocation assistance, even modest packages

• Strengthening partnerships with local schools

• Investing in internal training and cross-training programs

• Working with a recruiting partner who specializes in printing and packaging

A proactive approach will always outperform reactive hiring—especially in a tight labor market.

How Flexo Finders Can Help

With over 20 years recruiting in the printing and packaging space, Flexo Finders has placed more than 1,000 operators, leads, supervisors, and managers nationwide. We understand the equipment, the culture, and the skillsets that make this industry run.

Our services are contingency-based, meaning:

• There is no cost to interview candidates

• You only pay if you hire

• We recruit confidentially and efficiently

• We already know the operators who aren’t actively applying but are quietly open to new opportunities

Whether you’re hiring now or building long-term staffing plans, we can help you stay ahead.

Ready to Build Your 2026 Talent Pipeline?

If you’re struggling to find skilled operators or want to explore internship programs, early-career pipelines, or strategic recruiting support, let’s talk.

Flexo Finders – Nationwide Recruiters in the Flexo & Digital Printing Industry📧 spolaski@flexofinders.net🌐 www.flexofinders.com