December may seem like a slow month for hiring, but it’s actually one of the most strategic times to engage top talent. While many companies hit pause, high-performing professionals are reflecting on their careers, opening up to new opportunities, and planning their next move. Employers who stay active — even with lighter touchpoints — gain early access to strong candidates, face far less competition, and enter January with a full pipeline instead of starting from zero.

Artificial intelligence is transforming hiring — but faster screening and automated chats don’t always mean better hires. At White Ash Group, we focus on AI tools that enhance human judgment, help recruiters make smarter decisions, and maintain the personal connections that drive long-term success. Discover how the right balance of automation and human insight can make recruitment faster, fairer, and more effective.

This month, the global cannabis industry is evolving from rapid expansion to strategic, disciplined growth. In Canada, Health Canada’s regulatory consultations and a recent BC retail labour strike signal a focus on operational efficiency. North American operators are sharpening leadership teams, while Europe’s markets — led by Germany’s medical sector — continue to stabilize and expand. Cross-Atlantic talent mobility is rising, as executives with international experience step into senior roles.

High-performing executive teams are more than a collection of talented individuals — they are a living system aligned around purpose, strategy, and behaviour. In emerging industries like cannabis or psychedelics, success depends on how well the CEO and their direct reports collaborate, challenge one another, and execute as a unit.

At White Ash Group, we help leadership teams move beyond hierarchy, establish shared decision-making norms, and build the trust and alignment that turn strategy into action. Because in today’s fast-moving markets, the team you build at the top determines the results for the entire organization.

The cannabis industry is evolving faster than most — new markets, shifting regulations, and growing competition demand teams that can move just as quickly. Traditional hiring models focused on experience or tenure no longer cut it. Today’s most successful cannabis companies are embracing agile hiring — recruiting for adaptability, learning agility, and innovation. By prioritizing skills and potential over job titles, leaders can build teams that thrive amid change and position their organizations for long-term growth.

As today’s workforce becomes more diverse across generations and life stages, one-size-fits-all perks no longer cut it. Employees want benefits that reflect their real lives — from mental health and family planning to flexibility and financial wellness. This post explores how leading employers are using data, surveys, and modular benefit programs to design packages that truly resonate with their teams. Learn how personalized benefits can boost engagement, strengthen loyalty, and reduce turnover by up to 44%.

With over eight years of experience working alongside cannabis operators worldwide, Jay Kee brings a thoughtful, solutions-driven approach to his new role as Client Partnerships Manager at White Ash Group. In this Q&A, Jay discusses what excites him most about joining the team, how his background in cannabis tech shaped his perspective, and why he remains passionate about the industry’s future.

Most résumés never reach a hiring manager. With over 90% of Fortune 500 companies using applicant tracking systems (ATS), as many as 3 out of 4 applications are filtered out before a human sees them. While these tools promise efficiency, they often amplify bias, rely on rigid keyword-matching, and use opaque assessments that disadvantage many candidates. Both job seekers and employers need to understand how these systems work—and how to navigate them—to avoid missing out on great opportunities and great talent.

In cannabis, every day feels like an uphill climb — battling price compression, shifting regulations, and intense competition. Leaders can’t control the market, but they can control morale. And in this industry, morale isn’t just a culture perk — it’s a survival strategy. High-morale teams stay resilient, innovate through challenges, and push harder when margins are tight.

Growth isn’t about chasing quick wins or opening more stores—it’s about building resilience. In one of the most competitive and regulated industries in the world, sustainable growth comes from more than just revenue. It’s about cultivating loyal consumers, strengthening brand trust, and scaling operations without losing efficiency or quality.

At White Ash Group, we see the companies that succeed are those that combine customer focus, data-driven decisions, and operational discipline with the agility to adapt. Growth in cannabis is a journey—not a milestone.

AI is reshaping recruitment with faster screening, data-driven insights, and less admin for hiring teams. But without the right guardrails, it can amplify bias, create compliance risks, and leave candidates disengaged. The best leaders know success comes from blending AI efficiency with the human touch that builds trust and culture.

As of January 1, 2024, recruiters and temporary help agencies must be licensed to operate legally in Ontario under the Employment Standards Act. This new regime introduces strict compliance requirements for agencies—and legal liability for employers who engage unlicensed providers. In this post, we break down what the licensing rules mean, the risks of non-compliance, and the proactive steps employers should take to protect their business.

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.