From Budtender to Boss: Building Cannabis Retail Career Paths

We’ve come a long way from the early days when retailers tried simply to
keep up with demand and figure out compliance on the fly. Now, we’re
building businesses that will last, which means investing in the people who
keep those businesses running. That starts with ensuring team members,
especially those from underrepresented communities, have opportunities to
grow from entry-level roles into leadership.

I’m not talking about just checking a box. I mean building real, long-term
career paths that turn today’s budtenders into tomorrow’s managers, buyers,
trainers, and even owners.
From jobs to careers

There’s something powerful about seeing someone you work alongside move up
the professional ladder. It creates a sense of possibility. You think, “If
they did it, maybe I can too.” That’s why internal promotion needs to be a
large part of the way retailers operate.

But giving someone a new title is only part of the picture. The larger goal
is to create a culture in which people are supported, mentored, and
genuinely set up to succeed.

We all know this industry can be challenging. The ups and downs, the price
compression, the saturation. . . It can be a lot. But taking care of your
team creates a kind of stability that helps weather the chaos. And that
starts with building a team that feels valued and empowered to grow.

To that end, some businesses are working toward becoming employee-owned.
The idea is simple: If owners and employees are building something great
together, then the rewards should be shared. Creating wealth-building
opportunities for your team, especially in a space where equity and justice
are enduring parts of the conversation, feels like a natural extension of
the industry’s values. What cannabis brand wouldn’t want to leave that kind
of legacy? A business rooted in compassion, fairness, and a commitment to
doing right by the people who made success possible sends a powerful
message not only within the business community but also to values-attuned
consumers.
Spotting and supporting talent

Here are a few other things businesses can do to build real career paths
for their staff.

*Spot potential early.* Don’t wait for someone to ask for a promotion. Keep
an eye out for team members who show up, take initiative, and care about
the work. A great manager isn’t always the loudest voice in the room;
sometimes they’re the one quietly leading by example.

*Offer training before the title.* Give team members a chance to learn what
leadership entails before they’re officially handed a leadership role. That
might mean shadowing a manager, helping with scheduling, or taking on small
responsibilities to build confidence and experience.

*Make growth paths clear.* People want to know what’s possible. Be
transparent about how to move up, what the expectations are, and how
performance is measured. Regular check-ins and open conversations go a long
way toward establishing clarity.

*Prioritize equity.* Be mindful about who is offered opportunities and
whether everyone has a fair shot. Review job requirements to make sure they
don’t unnecessarily exclude people with unrecognized potential.

*Celebrate wins.* When someone moves up the ladder, make a point to
acknowledge the advancement — not just because the employee earned the new
role, but also because recognition reminds everyone else on the team that
progress is possible.
Why investing in people pays off

Developing talent from within is essential in an industry that’s still
finding its footing. The more we invest in our teams, the stronger and more
resilient our businesses become. And the stronger and more resilient we
become, the better we look to regulators, legislators, investors, outside
talent, and the public at large.

Beyond spreadsheets and strategy, there’s just something deeply rewarding
about watching someone grow into a role they never imagined for themselves.
That’s the kind of impact that sticks — and the kind of legacy our industry
should be proud to create.
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Career Growth in Cannabis Retail: FAQs

1. How can cannabis retailers create career growth opportunities?

By investing in mentorship, training, and clear advancement paths that
help employees progress from entry-level roles to leadership.
2. Why is internal promotion important in cannabis retail?

Promoting from within creates stability, motivates staff, and reinforces
equity while building resilient businesses.
3. What role does social equity play in career growth in cannabis retail?

Social equity ensures all employees have fair opportunities to advance,
helping create inclusive and values-driven workplaces.

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[image: Brendan McKee co-founder COO Silver Therapeutics]

*An avid consumer of and advocate for cannabis for more than twenty
years, Brendan McKee is co-founder, chief financial officer, and chief
operating officer at Silver Therapeutics, which operates dispensaries in
Maine, Massachusetts, and Vermont. He entered the legal market with a
vertical medical license in 2017 and transitioned to adult-use sales in
2019.*