Ontario’s new “duty to inform” hiring rule, taking effect January 1, 2026, will require employers to notify all interviewed candidates of their application outcome within 45 days.

While the regulation applies across all industries, it holds particular significance for cannabis employers—who often manage high-volume recruitment and face additional compliance demands. This article breaks down what’s changing, why it matters, and how cannabis businesses can navigate the shift to ensure strong, transparent hiring practices.

Burnout isn’t about individual weakness — it’s a systemic issue rooted in how work is designed and led. In this Insight Article, we explore the early signs of a burnout culture, why it’s more prevalent than many leaders realize, and what it really takes to address it. From sustainable workload design to leadership behaviours that prioritize wellbeing, we unpack practical, evidence-backed ways to create cultures where people can perform — without burning out.

What makes cannabis teams truly high-performing? It’s not just great hires — it’s alignment, accountability, and leadership that builds real trust. In this post, we explore the key traits that set successful teams apart and share practical tips for building a culture that drives growth from the inside out.

Jenn Caldwell has never been afraid to take the road less traveled. From science teacher to legal advocate to cannabis industry leader, she’s built a career by saying yes to bold opportunities—and making real impact along the way. In this Change MakeHER feature, Jenn shares how she leads with purpose, embraces change, and creates space for women to rise.

In 2025, cannabis executives are looking for more than compensation—they’re looking for alignment, influence, and purpose. As the industry matures, top C-suite candidates are prioritizing cultural fit, strategic autonomy, and long-term impact over quick wins. This piece breaks down what senior leaders really want—and why cannabis companies need a more targeted, relationship-driven approach to executive recruitment.

Canada’s 2025 job market is shifting—but not necessarily shrinking. While sectors like tech and healthcare continue to drive demand, unexpected industries like cannabis are now embracing AI and automation. Our latest salary guide highlights how cannabis employers are quietly competing for hybrid talent—those with regulatory know-how and digital fluency. From budtenders to biotech, flexibility, upskilling, and cross-sector agility are reshaping what “in-demand” really means.

The cannabis community is thriving, and the remainder of 2025 is packed with events that celebrate the industry’s innovation, culture, and connection. From major trade shows to regional expos and research symposiums, there’s something for everyone—whether you’re a grower, entrepreneur, investor, or enthusiast. Explore our updated list of North America’s must-attend cannabis events and get ready to learn, network, and grow with the industry.

The cannabis industry is maturing—and so are its pay scales, perks, and people priorities. The 2025 White Ash Group Salary Guide reveals the top-paying jobs, fast-growing roles, and the benefits that matter most to today’s workforce. From executive compensation to Budtender insights, this breakdown highlights what employers need to offer and what candidates should expect in Canada’s evolving cannabis job market.

In today’s rapidly changing business landscape, the most effective C-suite leaders aren’t the ones who command from above — they’re the ones who coach from within. As leadership evolves, executives who lead with empathy, trust, and collaboration are building stronger teams and more resilient cultures. In this edition of The Executive Edge, we explore what it means to be a modern leader — and why the shift from authority to empowerment is redefining success at the highest level.

Confidence isn't an innate trait—it's a skill honed through deliberate action. In today's competitive professional landscape, cultivating self-assurance is pivotal for career advancement. This guide offers actionable strategies to help you overcome shyness, build self-trust, and step confidently into leadership roles.

In 2025, the job market is more competitive — and more automated — than ever. Traditional strategies like resume tweaks and online applications aren’t enough to stand out. But professionals are still landing dream roles, making bold pivots, and securing major salary jumps. How? By using next-level job search tactics designed for today’s hiring landscape. In this post, we’re diving into 7 high-impact strategies that are helping candidates bypass the noise, build real connections, and land interviews — often without ever applying online.

As Canadian cannabis companies expand into international markets, new hiring needs are emerging—especially in Europe. In our latest blog, we explore how this global shift is reshaping the industry and how White Ash Group is helping businesses find the right talent to grow locally and abroad.

Welcome to "Talent Trailblazers: Our Team, Your Recruiter," a series diving deep into the world of recruitment, spotlighting the skilled individuals of White Ash Group. Our seasoned professionals are dedicated to connecting talent with opportunities in the cannabis industry. Meet our team, and uncover their expertise, quirks, and unique skills. This month, meet Nicole Gertz-Ross, our new Business Development Executive at White Ash Group!

When preparing for a job interview, most candidates focus on impressing the hiring manager—but the real advantage starts earlier, with the recruiter. Recruiters have insider knowledge about the company, the role, and the interview process, making them a valuable resource. Instead of treating recruiter calls as a formality, approach them as strategy sessions. By asking the right questions—like what challenges the role is solving, what the hiring manager values most, and what to expect in each interview round—you can walk into interviews fully prepared and confident. In this post, we’ll cover seven smart questions to ask a recruiter to gain a competitive edge in your job search.

The cannabis industry continues to be a driving force in job creation across North America, with over 150,000 jobs in Canada and 440,000 in the U.S. However, challenges remain, including regulatory uncertainty and labor disputes. As the DEA deliberates on rescheduling cannabis, businesses and job seekers alike must navigate an evolving landscape. White Ash Group is at the forefront, connecting top talent with growing opportunities in this dynamic sector.

Hiring the best person for the job is more critical than ever in 2025. With business conditions rapidly evolving, companies are leveraging AI, data analytics, and skills-based hiring to find top talent. Expanding talent pools, prioritizing candidate experience, and measuring hiring success are key strategies organizations are using to stay ahead. Learn how leading companies are refining their recruitment processes to secure high-quality hires who can thrive in an ever-changing landscape.

Oli Bell has always believed that great brands don’t just sell products—they build communities. From leading marketing initiatives at lululemon to shaping the future of cannabis at BZAM, she’s spent her career creating connections that matter. This month’s Change MakeHER spotlight dives into Oli’s journey, her bold approach to marketing, and what’s next for BZAM in a rapidly shifting industry.

Finding top talent goes beyond resumes—it requires a strategic approach to assessing skills, performance, and cultural impact. In this guide, White Ash Group shares how to refine your hiring process to attract high-impact professionals who drive innovation and long-term success.

As the cannabis industry rapidly expands, companies must adapt their leadership strategies to navigate shifting regulations, evolving consumer demands, and intensifying competition. While traditional executive roles remain crucial, new C-suite positions are emerging to address the sector's unique challenges. From Chief Compliance Officers ensuring regulatory adherence to Chief Innovation Officers driving product evolution, these leaders are shaping the future of cannabis. As sustainability, data analytics, and customer experience become key differentiators, businesses must embrace these specialized roles to thrive. Is your company prepared for the next generation of leadership?

Recruitment is marketing—companies must sell themselves to attract top talent. A strong employer brand reduces hiring costs, improves retention, and sets businesses apart. In the cannabis industry, it builds legitimacy and attracts specialized talent.

To stand out, companies should refine their employer value proposition, leverage social media, enhance candidate experience, and prioritize DEI. Recruitment services can further strengthen branding by improving hiring experiences and showcasing company culture. In 2025, investing in employer branding isn’t optional—it’s essential.