Hiring Strategies in Carbon Markets

Amy Hugo, Senior Consultant - Sustainability (UK)

Navigating a Challenging Market 

As a specialist carbon markets recruiter working within our Sustainability team at Climate17, I have really enjoyed successfully delivering on many vacancies, including a multiple-hire project for ecosecurities – a leading and highly reputed company in the carbon markets industry. 

It is a fascinating market to work in and one which I very much enjoy – mostly because the people I interact with are genuine, down to earth, and incredibly purpose-driven. Money, though important, is rarely their main driver. I also love learning first-hand about the incredible projects happening all over the world in the race to net-zero – for example ecosecurities’ community-led Afforestation, Reforestation, and Revegetation (ARR) project in the Bukidnon province, Philippines, and their Farmer Managed Natural Regeneration (FMNR) initiatives in collaboration with local communities and partners on the ground in Zambia's Luapula province. Fascinating and incredibly impactful work!  
However, there are of course challenges I face when recruiting in carbon markets, from both the hiring company’s and the candidate’s perspective. 

Overcoming Hiring Challenges 

There can be hesitation about the security of the market and the cost and risk that come with hiring and/or moving companies in turbulent times. 
 
The lack of alignment and regulatory frameworks has created significant issues in tracking quality across borders. Ensuring integrity, transparency, and accountability to build trust in the market is a critical challenge.  
 
It is important to consider how specialised talent and strategic approaches to talent sourcing play a critical role in addressing these challenges.  
 
Alongside the need for strong, visionary leaders with deep market expertise, and skilled sales, business development and portfolio managers, other critical needs include experts in carbon credit verification to ensure quality and avoid greenwashing, regulatory compliance specialists to navigate complex and varied market standards, and data analysts to manage transparent tracking systems.  
 
Organisations should build cross-disciplinary teams combining financial, legal, environmental, sales and technical expertise. Additionally, companies require carbon pricing strategists, sustainability leaders, and project developers skilled in integrating social and environmental co-benefits into carbon offset projects.  
 
One other key element to factor into hiring strategies is to embrace global recruitment and remote working, to access talent from leading and emerging markets. This approach is crucial to addressing carbon market fragmentation, regulatory uncertainty, and the demand for high-integrity carbon offsets. 
 
It’s important to stay ahead of the curve by ensuring you have the very best global talent in your company. 

If you have recruitment needs or challenges and would like to find out how Climate17 can support you, please don’t hesitate to reach out to me here. Looking forward to collaborating!