Bowery Farming Career Growth & Development

Key Insight for Candidates

• Internal Mobility: Internal roles and timelines are described as being actively surfaced through a defined internal mobility process, creating clearer pathways to move across the organization. Career path examples for roles like “Modern Farmer” also indicate intentional cross-role progression options into areas such as Food Safety, Quality Control, and farm leadership.
• Skill Development Resources: Skill-building is supported through initiatives like “Development Day,” where leaders host workshops aimed at expanding access to new skills. Ongoing structures such as lunch-and-learns, job training, conferences, and curated learning initiatives further reinforce a skills-focused environment.
• Mentorship & Sponsorship: Mentorship is positioned as a formal offering alongside other development benefits, implying access to guidance and advocacy beyond immediate job duties. This is reinforced by stated commitments to curated learning-and-development initiatives tied to growth.

• Limited Mobility: Movement into new roles and consistent upward growth are described as uneven, with multiple accounts describing little room for growth in certain operational roles. Advancement access appears to vary by location, team, and function rather than being consistently available.
• Lack of Learning & Training: Formal training is described as insufficient in some roles, with onboarding and skill-building sometimes occurring primarily through self-directed learning on the job. This can limit the reliability of development outcomes for employees expecting structured training.
• Opaque Promotions: Promotion outcomes are described as difficult to predict, with selection processes characterized as unclear and sometimes influenced by proximity to management. This creates uncertainty about what criteria and timelines govern advancement decisions.