Why is hiring top climate and sustainability talent still such a struggle?
You know what I’m talking about.
The job ad’s been up for weeks, but the right people aren’t engaging.
Even when they do, something feels off, like the energy’s not there.
Good candidates go cold. And suddenly the critical hire becomes the critical hold-up.
What if the problem isn’t the market, but the message?
What if your story just isn’t landing?
Here are some ways to fix that and attract the best talent.
1. Start with your mission, and keep it simple
If a candidate has to guess what you care about, you’ve already lost them.
Most companies in this sustainability or climate tech space have some version of “accelerating the transition” or “enabling climate solutions.”
But those phrases are everywhere. They don’t tell someone what you actually do.
Your mission should be simple, specific, and emotionally resonant.
“We back carbon removal tech that can scale.”
“We help landowners unlock value from nature.”
“We advise banks on climate risk, so capital flows to the right places.”
That’s the stuff people connect with. If they believe in it, they’ll want in.
Action step:
Reword your mission in a single sentence using everyday language. Drop the jargon.
If a 12-year-old can’t explain it back to you, it’s too vague.
2. Be honest about your culture. Even if it’s not for everyone
“Fast-paced.” “Collaborative.” “Driven.”
Sure. But what does that actually mean inside your team?
Candidates are looking for clues about how it feels to work with you.
They want to know: Will I thrive here? Will I belong?
Vagueness makes you forgettable. Specificity makes you magnetic.
Try:
“We like quick feedback, open docs, and people who chase down answers.”
Or, “We’re a small team that iterates fast, makes decisions without slides, and doesn’t mind a bit of mess.”
This isn’t about overselling. It’s about helping people opt in or out. That’s good hiring.
Action step:
Write down three real things about how your team works day to day. Pin them to your job descriptions.
3. Spell out the impact and the outcomes of the role
People in sustainability want to make a difference. Your job is to show them how they actually will.
Job ads tend to list responsibilities:
“Develop reports. Support projects. Engage stakeholders.”
But that’s not what excites people.
Try this instead:
“You’ll help structure deals that protect 50,000 hectares of forest.”
Or, “You’ll help our clients avoid greenwashing and build credible climate plans.”
Make it tangible. Tie the role to outcomes. Show candidates the why, not just the what.
And have a view of what success looks like at 3, 6, and 12 months. It can evolve, but if you keep it vague, the search will drift.
Action step:
Add one sentence to every job description that says: “In this role, you’ll help [do what], so that [what outcome happens].”
4. Structure your hiring process like you mean it
The way you hire sends a message. A sloppy process indicates you’re unclear, indecisive, or maybe not that serious.
You don’t need a perfect system. You just need a clear one.
If you’re not sure, start with a 30-minute call.
Then two proper interviews (combine stakeholders if needed).
A final step for deeper alignment. Most roles don’t need more than three to four stages.
If you’re making candidates meet five different directors for vague “culture fit” checks, it’s time to sit down internally and define what that actually means.
This is a small world. The best people talk. The experience you give becomes your reputation.
Action step:
Map out your current hiring process on one page. Where can you trim it down or combine steps?
5. Partner with your internal TA or recruiter
You’re not SpaceX or Apple, not yet. You can’t rely on the brand alone to draw in top talent.
Have you ever hired someone based on a few emails back and forth? Or just answering questions over Slack?
Probably not. So why brief your HR or recruiter that way?
Your recruiter is your voice in the market. They’ll hear what candidates really think about your role, your brand, and your process.
They know who the most sought-after employers are.
And they’ll tell you when something isn’t landing.
If you want them to find someone exceptional, you need to arm them with more than a JD and a few bullet points.
Spend 45 minutes with them. Walk through why the hire matters, what kind of person will thrive, and what success looks like in 6 months.
That one conversation could save you weeks by avoiding mis-hires, dropouts, or restarts.
Your recruiter isn’t just a messenger. They’re your first impression and feedback loop.
Action step:
Before launching any critical role, schedule a proper 45-minute briefing call with your internal TA or recruiter.
Treat it like you would a stakeholder alignment meeting, because that’s exactly what it is.
Hiring in climate and sustainability is too important to leave to chance. Get the foundations right, and you won’t just fill a role, you’ll attract people who believe in what you’re building.