The most pressing hiring challenge in 2025—and one set to escalate in 2026—is the acute shortage of frontline warehouse talent and qualified delivery drivers.

1. Warehouse Labor Became Harder to Attract and Retain

Entry-level and mid-level warehouse positions experienced:

• Heightened competition from third-party logistics (3PLs) and e-commerce fulfillment centers
• Increased burnout from rising volume expectations
• Greater demand for flexible schedules
• A need for advanced skills in forklift operation, shipping and inventory accuracy
• Stronger emphasis on safety and positive branch culture

Warehouse workers are gravitating toward employers that provide:

• Stable hours
• Opportunities for advancement to lead or supervisor roles
• Comprehensive training on equipment and systems
• Competitive benefits
• Modern, safe work environments

Distributors relying solely on market pay rates saw stagnant applicant pools, while those emphasizing development and career paths achieved notable improvements.

2. Driver Shortages Intensified Across All Categories

Drivers, both CDL and non-CDL, have more options than ever, often opting for positions offering:

• Earlier start and finish times
• Reduced physical loading and unloading
• Predictable routes
• Clear incentive and bonus structures

Looking ahead to 2026, GRN Coastal anticipates:

• Rising demand for non-CDL drivers with exceptional customer service skills
• More distributors introducing hiring bonuses, retention
• incentives and defined route schedules
• A focus on drivers who can serve as brand ambassadors at customer sites

3. GRN Coastal’s Recommendations

To address warehouse and driver shortages in 2026, distributors should:

• Shorten hiring cycles to prevent losing candidates mid-process
• Offer multiple shift options where feasible
• Implement structured onboarding to minimize early turnover
• Promote career ladders, such as warehouse-to-driver or driver-to-lead progressions
• Emphasize safety, modern equipment and stability in job postings
• Prioritize supervisor training, as ineffective leadership remains the top cause of turnover

Remember: Warehouse workers and drivers aren’t just moving inventory—they’re shaping the customer experience. Elevating these roles will give companies a competitive edge over those treating them as interchangeable labor.

Hiring & Talent Trends for 2026 in Plumbing, Waterworks, Irrigation, PVF, Electrical & HVAC Distribution

1. Fast Hiring Will Be a Strategic Advantage

Candidates demand swift processes. Delays will drive top talent to competitors. We advise streamlining interviews and prioritizing quick decisions—top performers won’t wait for the “perfect” candidate search.

2. Branch Career Pathways Will Become Essential

Clearly defined and promoted advancement opportunities will help retain entry-level staff and attract seasoned professionals. Allocate budget for training, lunch-and-learn sessions and skill-building initiatives.

3. Increased Investment in Sales Talent

Roles such as inside and outside sales, counter specialists and quotation experts will continue to be among the toughest to fill. Focus on building bench strength to avoid gaps.

4. Retention Will Overtake Recruiting in Importance

2026 will favor organizations with robust onboarding, coaching and branch leadership programs.

5. Tech-Adaptable Workers Will Be Prioritized

As digital tools become ubiquitous in branches, candidates comfortable with technology will command a premium.

6. Flexible Schedules Will Expand

To appeal to younger workers and retain veterans, distributors will increasingly adopt nontraditional shifts. Remote work options remain highly sought after—don’t lose talent to national chains offering hybrid arrangements.

7. The Human Touch Will Outperform Automation

While AI can optimize hiring, personal connections from recruiters or managers seal the deal. No algorithm can convey company culture like a conversation.

What GRN Coastal Recommends for 2026

1. Compress Hiring Timelines

Speed is your edge. Top talent has options and won’t tolerate prolonged interview rounds—time truly kills deals.

2. Build and Promote Career Ladders

Demonstrate growth opportunities in warehouse, delivery and sales roles to attract and retain talent.

3. Invest in Leadership Development

Empowered supervisors lead to lower turnover and higher team performance.

4. Modernize Employer Branding

Your reputation is a powerful recruiting asset. Ensure it reflects your commitment to employees and innovation.

Final Thought: 2026 Favors the Distributors Who Adapt

The plumbing, waterworks, irrigation, PVF, electrical and HVAC distribution sectors are poised for continued growth—but talent supply lags behind. Distributors that fortify branch leadership, elevate warehouse and driver positions and refine hiring strategies will gain a lasting advantage.

GRN Coastal is dedicated to helping you build resilient, skilled and forward-thinking teams. Contact us today to discuss how we can support your 2026 goals.

GRN Coastal (an approved IMARK Member Service Provider) is a specialized recruitment firm focused on wholesale distribution, connecting top-tier talent with leading employers across the industrial, manufacturing and construction sectors. GRN Coastal combines national reach with local expertise, offering a personalized approach that ensures both client companies and job seekers achieve lasting success.

For more insights or assistance with your hiring needs, visit GRN Coastal’s website or reach out directly to John Salvadore at jsalvadore@grncoastal.com.