Bakeries often live or die based on more than what’s behind the display case. With the bakery market set to hit nearly $920 billion by 2032, there’s no shortage of opportunity. But as bakeries expand, they run into a tough reality: finding—and hanging onto—skilled, passionate people is harder than ever. The numbers don’t lie. Projections show 53,500 bakery jobs could be left vacant by 2030. If you want your bakery to be more than just another spot on the map, you need a sharp approach to staffing and team building.
It takes more than talent to run a successful bakery. You want team members who genuinely care about the craft and who buy into what your business is all about. Get the right people, and you’ll see smoother operations, better consistency, and, ultimately, happier customers. So, let’s dig into some practical strategies—not just for bringing great folks through your doors, but for making sure they feel valued and want to stick around.
What’s Happening in Bakery Hiring?
Before you can build a team, it helps to know the lay of the land. Right now, job growth for bakers is on track to rise 5% between 2023 and 2033, about the same pace as most other jobs. Demand remains steady, but bringing in strong candidates is another story.
Pay always matters. The typical baker earns around $36,650 a year, or about $17.62 per hour. Of course, those numbers can swing depending on experience, location, or what kind of bakery you run. Want to stand out? Stay ahead on wages so you don’t lose your best people to the place down the street.
Where Bakers Work—and What They’re Paid
Bakers do their jobs in all sorts of places. You’ve got your classic corner bakeries and retail shops, supermarket chains, restaurants, and even big hospitality businesses. Each setting means different expectations—and different opportunities.
But here’s something interesting: the highest paychecks aren’t always at your local loaf shop. Bakeries located inside hotels and resorts (think traveler accommodations) offer a median annual wage of $46,080—much higher than most retail spots. That means bakers looking to grow their careers or bump up their salaries may have more options than they realize.
Writing a Bakery Job Description That Attracts Talent
Your job ad shouldn’t look like every other listing out there. It’s not enough to rattle off a list of duties and qualifications. If you want to catch someone’s eye, your job description needs personality. Make sure you use the right industry keywords, but also spell out what makes working at your bakery different.
Maybe your crew is especially tight-knit. Maybe you’re obsessed with sourcing quality ingredients or let team members pitch new recipe ideas. Are you a specialist in gluten-free or artisan sourdough? Shine a light on what sets you apart. These details connect with people who aren’t just looking for a paycheck—they want a workplace they can feel proud of.
Expanding Your Hiring Approach
Don’t limit yourself to the major job boards. Try free posting sites to reach more—and possibly more diverse—candidates. Be open to folks who didn’t come up in bakeries, too. For example, a fine dining chef may bring incredible attention to detail, precision, and artistry that translate beautifully to baking.
Skip the casual chat and give interviews structure. Ask behavioral questions to find out how candidates have handled tough situations in the past or what motivates them on a long shift. It’s worth considering people who picked up their baking chops in unexpected places—like someone who’s run a side hustle selling vintage goods and learned all about presentation and customer service, or a chef eager for a slower pace and deeper craft.
Retaining Your Best Bakers
Finding great staff is tough. Keeping them is tougher. Like many industries, bakeries fight to hold on to their best people. With 68% of bakeries focusing on automation to improve consistency and efficiency, there’s no question technology is changing the job. But machines can’t replace heart, skill, or creativity—those all come from people.
Competitive pay remains central. Annual raises usually fall between 3% and 5%. Don’t fall behind on pay reviews if you want to keep your team intact. And remember: culture and atmosphere count for just as much. A supportive, positive workplace is what keeps people coming back every morning—often before sunrise.
Closing the Baking Skills Gap
Ask bakery owners what keeps them up at night, and skill shortages are often at the top of the list. Big bakery operations struggle especially with finding maintenance and engineering staff—78% describe shortages as serious. Meanwhile, the number of more advanced baking jobs has jumped 60% over just five years.
The answer? Invest in your team. Spot where you’re missing key skills, and set up training to help your crew fill those gaps. It’ll improve your operation, create a sense of progress, and reduce the constant scramble to recruit from outside.
How to Make Your Final Hiring Call
There’s more to hiring than checking if someone can knead dough or run a mixer. Of course, experience and know-how are huge. But you should also consider how a person will mesh with your current crew and whether they have room to grow with you. Bringing in the wrong personality, even if the skills are sharp, can sink morale and gum up the workflow.
Don’t skip reference checks. Calling up past employers gives you the real story on how someone works under pressure, how they treat teammates, and whether they genuinely show up day after day. This step can save you a lot of headaches down the line.
Supporting Growth with Training and Development
If you want people to stay, you need to offer more than a paycheck. Provide ongoing opportunities to learn and grow. That might mean workshops on new pastry techniques, classes in sourdough, or training for allergen-safe baking. The more your team learns, the better—and more loyal—they become.
Map out clear ways for staff to advance. Can someone move into a supervisory role, learn product development, or take charge of a specific project? Showing there’s a future for them at your bakery is a powerful motivator, and it keeps ambition turning into loyalty rather than turnover.
Beyond Paychecks: Benefits and Well-Being
Money matters, but it’s not the only thing that helps you keep your best people. Perks go a long way. Think staff discounts, flexible scheduling where you can offer it, and even health or dental coverage. These benefits often tip the scale for workers deciding between you and the competition.
The work itself can be tough—long hours, an early alarm, a lot of time on your feet. That’s why focusing on employee well-being is smart business, not just good-hearted. Explore mental health resources and wellness programs tailored to the real demands of bakery life. Small gestures acknowledging their hard work and caring for them outside of work can make all the difference.
Real-World Bakery Staffing Success Stories
Sometimes the best ideas come from seeing what works elsewhere. Some bakeries have become standouts because they invest in thoughtful training, build strong workplace cultures, or creatively tackle busy seasons with temporary hires or cross-training. Learning from these examples can help you adapt your own approach.
Apprenticeship programs are another strong model. Training people from within—whether they’re just out of school or looking for a change—creates staff deeply familiar with your bakery’s methods and standards. This hands-on investment builds loyalty and grows real skill.
Looking Ahead: Technology and Flexibility in Bakeries
Tech is only becoming more important—both in the kitchen and behind the scenes. Whether it’s using updated bakery equipment, tracking ingredients with inventory systems, or handling orders online, today’s bakers need a wider skillset than ever. Offering training in digital tools keeps your bakery future-ready and helps your staff rise to the occasion.
And while making bread and pastries will always demand hands-on attention, consider where remote work can fit in. Bookkeeping, social media, customer inquiries, and supply management often don’t require a physical presence. Allowing remote work for admin roles can help you find (and keep) talent that values flexibility or a better balance between work and home.
Wrapping Up
Your bakery’s future rests squarely on the shoulders of your team. In a highly competitive industry—with lots of staffing hurdles—the smartest move is to get proactive about hiring and keeping exceptional people. Refresh your recruitment approach, support ongoing training, offer thoughtful perks, and stay open to new ideas, from apprenticeships to automation and even a little remote work where it fits.
Ultimately, investing in your people is what lets your bakery truly stand out. With the right strategies in place, you won’t just be making great bread—you’ll be creating a business that lasts and a workplace people are proud to call home.
