From Niche to Necessity: The Evolution of Sustainability Recruitment

Jack recounted his journey into the sustainability space, starting from a moment of uncertainty when he was first assigned to sustainability recruitment. “I didn’t even know what sustainability was at the time,” he admitted, “but I quickly realised how integral it is to every facet of a business.”

Over the past eight years, Jack has witnessed a significant shift.

“When I started, sustainability roles were project-based and often isolated. Now, they’re integral to operations, finance, marketing, and beyond.”

This evolution mirrors a broader recognition that sustainability isn’t just a box to tick but a fundamental business function.

The Green Skills Gap: A Communication Challenge

One of the most pressing issues Jack discussed was the green skills gap—a lack of talent with the expertise to navigate the complex landscape of sustainability. Interestingly, he argued that the gap isn’t just about technical skills. “The biggest gap isn’t in reporting or regulatory knowledge; it’s in softer skills like communication and stakeholder engagement,” he explained.

Jack highlighted the importance of influencing sceptical stakeholders.

“Sustainability professionals often need to convince people—CFOs, boards, investors—that sustainability is not just a cost but a value-creating opportunity.”

This ability to communicate effectively and inspire action is where many candidates struggle, he noted.

Authenticity Over Perfection

Jack also touched on the prevalence of “green hushing,” where companies underreport their sustainability efforts for fear of criticism or accusations of greenwashing. This, he argued, is counterproductive both for businesses and the candidates they aim to attract.

“Sustainability professionals don’t expect perfection. What they want is honesty about where a company is in its journey.”

He encouraged organisations to embrace their “clumsy phase” in sustainability. “Mistakes are inevitable,” he said. “But those mistakes lead to solutions. Being upfront about challenges can actually attract innovative, creative talent who want to help solve them.”

Building Purpose-Driven Cultures

For Jack, sustainability recruitment isn’t just about filling roles; it’s about creating cultures where sustainability is part of every employee’s role. He shared the example of organisations tying sustainability goals to performance incentives, such as bonuses.

“When sustainability becomes part of the company’s DNA, it’s no longer a separate agenda—it’s just how business is done.”

He also urged companies to look inward before hiring externally. “There are often people within organisations who are passionate about sustainability but haven’t had the opportunity to get involved. Engaging these individuals can be just as impactful as bringing in new talent.”

Looking Ahead: A Call to Action

As the conversation wrapped up, Jack shared his vision for the future of sustainability recruitment.

“It’s about getting everyone to see their role in sustainability, no matter how small. Whether you’re a junior analyst or a CEO, you’re contributing to the bigger picture.”

Jack’s insights underscore the transformative power of recruitment in shaping a sustainable future. By prioritising authenticity, fostering communication, and recognising the value of every individual’s contribution, businesses can bridge the green skills gap and build teams capable of driving real change. As Jack put it, “We’re not going to get everything right, but we have to start somewhere—and that somewhere begins with the people we bring on board.”