The Print and Packaging talent market is becoming increasingly global.
Manufacturers are no longer competing solely within local or regional markets for leadership, technical, and commercial talent. Businesses across the UK, Europe, and the United States are increasingly drawing from the same international talent pools.
At the same time:
- Supply chains continue evolving.
- Manufacturing investment patterns are shifting.
- Nearshoring and reshoring strategies are accelerating.
- Automation and sustainability investment continue increasing globally.
According to Smithers:
- The global packaging market is projected to exceed $1.2 trillion by 2028.
- Flexible packaging remains one of the fastest-growing packaging segments internationally.
- North America and Europe continue leading investment in automation, sustainability, and advanced packaging technologies. (smithers.com)
Meanwhile, Deloitte manufacturing research highlights:
- More than 80% of manufacturers globally are experiencing moderate to severe workforce shortages.
- Leadership, engineering, automation, and sustainability capability remain among the most difficult areas to recruit internationally. (deloitte.com)
The result is a rapidly evolving international hiring landscape across Print and Packaging manufacturing.
What Industry Leaders Are Prioritising
1. Access to International Talent Pools
Local markets alone are increasingly unable to meet hiring demand.
- Specialist talent shortages continuing across multiple regions.
- Greater willingness to hire internationally for senior and technical roles.
- Increased use of global search and relocation strategies.
What this means:
Businesses are increasingly broadening workforce strategies beyond domestic markets.
2. Leadership Mobility Across Markets
Experienced leaders are becoming increasingly internationally mobile.
- Greater crossover between US and European packaging markets.
- Multi-site and international leadership experience increasingly valued.
- Increased demand for leaders capable of operating across cultures and regions.
What this means:
Global leadership capability is becoming a major differentiator within senior hiring processes.
3. Nearshoring and Manufacturing Investment Shifts
Global manufacturing investment patterns continue evolving.
- Increased reshoring and regionalisation of supply chains.
- Greater investment into North American and European manufacturing capability.
- Continued expansion across sustainable packaging and automation infrastructure.
What this means:
Talent demand increasingly follows manufacturing investment activity and supply chain movement.
4. Competition for Specialist Technical and Commercial Capability
Global competition for specialist talent continues intensifying.
- Automation and engineering expertise remain in particularly high demand.
- Commercial leaders with manufacturing expertise increasingly difficult to secure.
- Sustainability and innovation capability commanding premium compensation globally.
What this means:
Businesses are increasingly competing internationally for highly specialised talent populations.
5. Employer Brand and Talent Attraction
Candidates are becoming increasingly selective globally.
- Greater emphasis on leadership quality and workplace culture.
- Increased scrutiny around sustainability and long-term business stability.
- Flexibility, progression, and international opportunity becoming increasingly important.
What this means:
Employer positioning is becoming a critical factor in attracting globally mobile talent.
What We’re Seeing in the Market
- Increased hiring activity globally across:
- United States.
- United Kingdom.
- Germany.
- Netherlands.
- Scandinavia.
- Strongest demand currently concentrated within:
- Flexible packaging.
- Sustainable packaging.
- Labels and specialist converting.
- Automation-led manufacturing environments.
- Increased international movement of:
- Commercial Directors.
- Operations leadership.
- Packaging technologists.
- Automation and engineering specialists.
- More businesses using international search strategies to access specialist leadership and technical talent.
- Continued salary inflation within highly specialised technical and commercial disciplines globally.
- Growing crossover hiring between:
- Packaging.
- FMCG manufacturing.
- Chemicals and materials sectors.
- Advanced industrial manufacturing environments.
Practical Takeaways for Hiring Managers
- Review whether your hiring strategy is overly dependent on local talent markets.
- Assess how competitive your employer proposition is internationally.
- Consider broader international search strategies for specialist and leadership roles.
- Evaluate succession and mobility planning across key operational and commercial positions.
- Ensure hiring processes remain fast and commercially competitive in global talent markets.
CHI Insight
The global Print and Packaging talent market is becoming increasingly interconnected. Businesses competing successfully for leadership and technical capability are those willing to think internationally, move decisively, and position themselves strategically within a highly competitive manufacturing environment.
How This Applies to Your Team
If your business is reviewing workforce strategy or leadership capability, it may be worth considering:
- Whether current hiring strategies reflect the increasingly international nature of the market.
- Where global competition may be impacting your ability to attract specialist talent.
- How leadership mobility and succession planning align with future growth objectives.
If useful, CHI can provide:
- Global market mapping across specialist Print and Packaging sectors.
- International compensation and hiring trend insight.
- Benchmarking around leadership and technical capability globally.
- Guidance on attracting internationally mobile commercial, operational, and technical talent.
Want to know more? Get in touch