Your Complete Guide to Print Recruitment 2026

Co-written by Print Jobs and MTWO

Why Print Recruitment Matters in 2026

Hiring in print has always been about a balance of skill, creativity and technical know-how. In 2026 the pressure is even greater. Automation, sustainability, packaging growth and hybrid creative-production roles are all shaping the sector. The real challenge for employers is competing for the right people in a busy market.

This guide, from Print Jobs (the UK’s dedicated print job board) and MTWO (specialist print recruiters), walks you through the full hiring journey. From writing an advert that stands out to knowing when you need more than applications and should call in a recruiter, it will help you hire smarter.

Writing a Strong Print Job Advert

Before you think about where to post, your advert needs to do the heavy lifting. A good print job ad is clear, engaging and gives candidates a real sense of the role and your company.

Colette, Marketing Director at Print Jobs, puts it well:

“Recruitment is a two-way process. Candidates want to be enticed into a role, but they also want to feel confident they know what they are applying for. Get the tone right and let your company’s personality shine through.”

What makes a great listing?

• Clarity. Use straightforward job titles that match what people will search for. Digital Print Operator, not Print Wizard.
• Responsibilities. Keep it concise but specific. What does the role actually involve?
• Skills and experience. Separate essential from desirable.
• Company culture. People want to know about the team and values, not just the job.
• Salary transparency. Including salary ranges boosts the quality of applicants.

At MTWO, our advice is simple. Write to the people reading it. Make it about them, not your business. Talk to them directly. Show you understand them. Resonate with their challenges and motivations. Candidates do not care that you are offering an “exciting opportunity”. They want to know what is in it for them.

Choosing the Right Print Jobs Listing Tier

Print Jobs gives employers four listing options, depending on how visible you want your vacancy to be.

• Standard Post. Cost-effective for straightforward roles. Perfect when you have time and a competitive package.
• Featured Listing. Extra visibility to stand out in search results.
• Urgent Listing. Prioritised for when you need staff fast.
• Spotlight Listing. Maximum exposure for senior or niche hires.

“If you are unsure, speak to our team,” Colette says. “We will advise on the best fit for your role.”

Why Use a Specialist Print Job Board Instead of a Generalist Platform

Generalist boards give you volume. Print Jobs gives you relevance. Every applicant already comes from print, packaging or creative production, saving you hours of filtering.

The benefits are clear.

• Targeted reach straight into the print industry.
• Better ROI. Quality applicants mean faster hires.
• Specialist support. Salary data, templates and insight from print professionals.

When to Bring in MTWO: Specialist Print Recruiters

Job boards are great when you want to reach people actively applying. But the truth is, the best person for your role might not be applying anywhere. They might already be working, busy in another company, not even thinking about looking.

This is where MTWO steps in.

Using a recruiter takes the risk out of hiring. Instead of relying on luck, hoping the right applicant sees your advert, we use our network to go and find the best person for the job.

Our work is not just about screening CVs. It is about drawing on years of relationships in the print and packaging industry. We know who is out there, what they are capable of and when the timing might finally be right for a move. Sometimes it is a conversation that started 15 years ago that pays off today.

That is the difference. Not the best person who applied. The best person available.

Recruitment Trends in Print 2026

To stay ahead, employers need to understand where the industry is moving. Key trends include:

• Automation and digital print. Technical skills with advanced machinery and software are in demand.
• Sustainability. Clients expect greener processes, making eco-knowledge a big plus.
• Hybrid roles. People who can bridge design and production are highly valued.
• Packaging innovation. Growth here requires both technical and creative minds.
• Soft skills. Adaptability and communication remain essential.

DIY Recruitment vs Using a Recruiter

Employers often ask whether they should post on a board or bring in a recruiter.

DIY with Print Jobs
Pros: Cost-effective. Quick. Great for straightforward roles.
Cons: Limited to who applies. You might miss stronger candidates who never saw the advert.

Recruiter with MTWO
Pros: Removes the risk of luck. Access to a wider talent pool. Better for senior, specialist or confidential roles. Expert screening and stronger long-term fit.
Cons: Higher upfront cost, balanced by faster, better-quality hires.

Decision checklist

• One or two straightforward hires. Start with Print Jobs.
• Need certainty you are getting the best person available. Call MTWO.
• Urgent or business-critical hire. Use both together.

MTWO: Different Levels of Support

Just like Print Jobs has tiered listings, we know one size does not fit all in recruitment. From our experience there are three typical situations when a business is hiring.

That is why we offer clients options in how they work with us. It depends on the role, how urgent it is and how much involvement you want from us.

• Advisory and support. For businesses who want to stay hands-on but value market insight, salary advice and advert writing that lands with candidates.
• Search and selection. For roles that need a targeted shortlist of high-quality candidates from our network, not just applicants.
• Full recruitment partnership. For critical or senior roles where you want us managing the full process from outreach to final offer.

The more involved we are, the more value we can add, but ultimately it is your choice. We give you the options and you decide how much you want us in the process.

FAQs: Quick Answers for Employers

• How quickly do roles fill via Print Jobs. Applications often come in within 48 hours.
• What roles are hardest to fill. Senior leaders, technical print technologists, hybrid creative-production roles.
• What makes MTWO different. We do not wait for applications. We use our network to find the best person available, not just the best person who applied.
• Do I need Spotlight every time. No. Spotlight is for senior, niche or competitive roles. Most mid-level roles suit Standard or Featured.
• How do I attract younger talent. Highlight sustainability, digital innovation and career pathways.

Your Print Recruitment Journey

Hiring in 2026 is about combining the right tools.

1. Write a strong advert.
2. Pick the right Print Jobs listing.
3. Manage straightforward roles through the board.
4. For senior, technical or business-critical roles, partner with MTWO.

One piece of advice that saves a lot of stress is to work backwards. When do you want someone to start. If it is a role with a 4 to 12 week notice period, add at least 2 weeks before that for interviews, then another 2 weeks before that for sourcing. That timeline tells you when you actually need to begin hiring. Too many businesses wait until the gap appears, by which point you are already behind.

The winning formula is simple. Use Print Jobs to tap into active candidates. Use MTWO to secure the best person for the role, whether they are applying or not.

That is how you get certainty in a competitive market.

Print Jobs. The UK’s dedicated print job board, connecting employers with industry-specific talent.
MTWO. Matching Talent With Opportunity. Specialist recruiters for the print sector.