What’s the biggest challenge facing the cannabis industry right now, and how are you and/or your company addressing it?
The biggest challenge? Compliance. It’s not sexy, but it’s what makes or breaks a cannabis business. Too many operators are still ignoring compliance when it comes to their people. Everyone obsesses over operational regulations — seed-to-sale, POS systems, packaging — but forget that labor laws can be just as make-or-break. From hiring to firing, job descriptions to workplace safety, there’s so much risk baked into the employee side of this business. Whether it’s because they don’t know or don’t prioritize it, that oversight can cost them everything. At Paylient, we step in to build the kind of compliant HR infrastructure that protects licenses, teams, and the businesses people have poured their blood, sweat, and tears into.
Where do you see the most exciting opportunity for growth and innovation in cannabis?
The real opportunity lies in professionalizing the industry — from the inside out. We’re seeing brands build beautiful consumer-facing experiences, but behind the curtain, too many operators are running without the HR infrastructure they need to scale. I’m excited about tech and HR innovation that empowers teams, creates safer work environments, and helps operators unlock their full potential. We help cannabis operators spot and fix the gaps in their internal systems: HR, payroll, benefits, workers’ comp, compliance — all the stuff that protects your team and your bottom line. Innovation isn’t just flashy packaging and new product lines. It’s knowing your systems are airtight so you’re not blindsided by a lawsuit or labor audit. That’s where the biggest ROI is hiding — in people and process.
What’s one piece of advice you would give to someone looking to break into the cannabis industry?
Know your why — and be ready to back it up with work ethic. This industry will chew you up if you’re just here for the hype. But if you believe in the plant, the mission, and the people behind it? There’s real impact to be made. I’ve seen folks raise capital without realizing what it takes to actually run the business once the doors open. HR, payroll, insurance, benefits — they’re not “someday” problems. They’re foundational. Don’t skip building your back-end infrastructure. Managing the full employee lifecycle from the jump saves you time, money, and headaches later. Stay curious, stay compliant, and align yourself with people who are building for the long haul.
What is the most important thing you have learned from your experiences in the cannabis industry?
No one makes it alone. This industry is built on relationships — with your team, your community, and your partners. I’ve learned that the best thing you can do is invest in those connections and build trust through transparency, accountability, and a little bit of grit. Cannabis is collaborative by nature — and that goes double when you’re navigating all the red tape. There’s more regulation, more risk, and more complexity than most people are prepared for. So the best thing you can do? Invest in the stuff that protects you. Yes, it might cost more upfront — but it’ll save your business, your people, and your peace of mind in the long run.
What do you want your legacy to be as it relates to the cannabis industry?
I want to be known as someone who helped professionalize the cannabis workforce. The people behind this industry deserve the same protections, benefits, and support as any other sector. My goal is to make sure they get it — and that operators see that doing right by their team and their future selves is good business.
HR, payroll, benefits, workers’ comp — these aren’t just checkboxes. They’re the guardrails that keep your business on track. If I can help shift the mindset from “just get by” to “build it right,” I’ll consider that mission accomplished. If I can help build an industry where compliance, culture, and compassion coexist? That’s a legacy I’ll be proud of.
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