The Injection Molding Leadership Gap: Addressing the Knowledge Drain as Industry Veterans Retire

Key Insights 

• The injection molding industry faces a leadership gap as experienced professionals retire, taking decades of technical and leadership experience with them.  

• Companies that proactively develop succession plans, mentor mid-level talent, and partner with educational institutions are better positioned to navigate this transition.  

• Organizations must broaden their criteria to include high-potential candidates who can grow into leadership roles, as the “perfect” candidate with extensive experience may no longer be available. 

• A people-first culture is now a top priority for attracting and retaining talent. Companies that emphasize dignity, kindness, and respect have a competitive edge. 

• Partnering with an experienced recruiter who understands the unique challenges of the injection molding industry is critical to finding leaders with the right blend of skills and cultural alignment.  

The manufacturing industry stands at a pivotal crossroads, facing a significant leadership gap brought on by a wave of retirements. While this challenge affects all sectors, the plastic injection molding industry is uniquely vulnerable. As a BrainWorks recruitment leader specializing in this space, Jax Willey, Advanced Manufacturing and Medical Device Recruiting Practice Leader, has witnessed firsthand the critical impact of these transitions and the urgent need for strategic solutions.  

The knowledge drain 

In recent years, a growing number of seasoned professionals have exited the workforce, taking with them decades of invaluable technical and leadership expertise. This issue is particularly acute in the injection molding industry, where mastery of tooling, materials, and advanced manufacturing processes often requires years—if not decades—to develop. 

This crisis didn’t arise overnight. A generational shift away from technical and manufacturing careers that began over two decades ago significantly reduced the pipeline of young professionals entering the field. Today, many leaders stepping into critical management roles have only a few years of experience, while others nearing retirement hold over 20 years of institutional knowledge. The middle ground is glaringly absent, leaving companies ill-equipped to replace retiring talent and address operational and growth challenges.  

Succession planning: the exception, not the rule  

While some companies have proactively addressed these issues through comprehensive succession planning, upskilling initiatives, and partnerships with technical colleges, they remain exceptions. For most, a lack of foresight has led to a talent shortage that threatens continuity and growth.  

Organizations that have successfully mitigated these challenges began preparing years ago. These companies prioritized mentoring mid-level professionals, establishing clear pathways for advancement, and investing in the development of future leaders. In contrast, those without robust plans are now competing fiercely for a shrinking pool of experienced professionals, further compounding the problem.  

Flexibility and people-first cultures 

The intense competition for leadership talent in injection molding demands a shift in mindset. Companies must reevaluate traditional expectations, recognizing that the “perfect” candidate with decades of experience may no longer exist. Instead, hiring managers should focus on identifying individuals with the potential to grow into leadership roles under strong mentorship and support.  

Another critical factor is workplace culture. Since the COVID-19 pandemic, top candidates increasingly prioritize organizations that treat their employees with dignity, kindness, and respect. A people-first culture isn’t just a retention strategy; it’s a recruitment imperative. Companies that foster inclusive, supportive environments are far more likely to attract and retain the talent they need to succeed.  

Recruitment challenges and the role of expertise 

Finding leaders with the right blend of technical acumen, strategic vision, and cultural alignment is no small feat in the injection molding industry. The urgency of filling these roles, coupled with the need for operational continuity, can overwhelm even the most prepared organizations.  

This is where specialized recruitment expertise makes all the difference. With deep knowledge of the injection molding industry, Jax Willey has developed a unique ability to identify candidates who not only bring the technical and leadership skills necessary for success but also align with a company’s values and long-term goals. Jax’s focus on both immediate and future needs ensures that clients are well-positioned to navigate today’s challenges and seize tomorrow’s opportunities.  

A call to action for companies 

If your organization is feeling the impact of the leadership gap, here are key steps to consider:  

• Develop a succession plan – Evaluate your leadership team and identify potential gaps. Create a clear plan for mentoring and training the next generation of leaders. 

• Embrace flexibility – Broaden your criteria to include candidates who may lack traditional qualifications but demonstrate strong potential and a willingness to learn.  

• Focus on culture – Build a workplace that prioritizes dignity, kindness and respect. A strong culture is essential for both recruitment and retention.  

• Partner with educational institutions – Collaborate with technical colleges and universities to develop programs that prepare young professionals for careers in injection molding.  

• Invest in recruitment – Work with a recruitment partner who understands the unique challenges of the injection molding industry and can help you find the right leaders.  

• Retain institutional knowledge – Engage retiring professionals in consulting roles, document their expertise, or establish mentorship programs to preserve their insights.  

Bridging the gap 

The leadership gap in manufacturing is a widespread issue, but in injection molding, it’s particularly pressing. By prioritizing succession planning, embracing flexibility, and fostering a people-first culture, companies can not only address these challenges but also position themselves for long-term success. 

Why expertise matters

With over a decade of experience in the industry, Jax has seen what it takes to recruit exceptional leaders who drive innovation and growth. By focusing on technical expertise, cultural fit, and long-term impact, companies can overcome today’s challenges and lay the foundation for a thriving future.  

If your organization is navigating this critical transition, let’s discuss how Jax and BrainWorks can help you secure the talent you need. BrainWorks is an executive search firm with 30 years of expertise in matching industry-leading talent with top organizations. Our clients choose BrainWorks for our commitment to quality, speed, and results. Together, we can ensure your company is prepared to meet the demands of tomorrow and achieve sustainable growth.