The evolution of ESG recruitment and 2025 market trends
The ESG and sustainability job market has seen rapid transformation in recent years, driven by increased regulation, shifting investor expectations, and growing public awareness. In 2024, LinkedIn’s Global Climate Talent Stocktake revealed a significant disparity between the demand and supply of green talent. Global demand for green skills grew by 11.6% between 2023 and 2024, while supply increased by only 5.6%. Companies that fail to adapt their hiring strategies to reflect sustainability goals risk falling behind in the competition for skilled ESG professionals. In this short article, we explore how to attract and retain Sustainability Talent in the race for a greener future, ensuring that businesses stay competitive in an evolving ESG landscape.
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How companies can attract ESG Talent in 2025
Companies must go beyond traditional hiring practices to attract and retain top sustainability professionals. Mid-level and senior candidates today are scrutinizing corporate ESG commitments before accepting job offers. They want to understand how a company has set its ESG strategy, net-zero goals, and long-term sustainability vision beyond marketing claims.
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ESG as a competitive advantage in talent acquisition
Candidates are actively searching for employers that align with their values. A 2024 ManpowerGroup survey found that two-thirds of employees want their work to contribute positively to society. Moreover, 50% of workers would change jobs for an employer that prioritizes well-being and sustainability. To attract top ESG professionals, companies must integrate their ESG commitments into recruitment and employer branding efforts.
Key strategies to attract ESG talent
1. Strengthen ESG Credentials and Reporting: ESG professionals value transparency and expect companies to demonstrate genuine commitment to sustainability beyond surface-level claims. They want to see how sustainability strategies are integrated into business operations, measured, and reported. Organizations with third-party verified ESG ratings will have a distinct advantage, as independent validation enhances credibility and reassures candidates about a company’s long-term sustainability vision. This is particularly important for the Gen Z workforce, which prioritizes working for employers that align with their values. Businesses that embed ESG principles into their corporate culture and decision-making processes, rather than treating them as external branding efforts, will stand out in an increasingly competitive talent market.
2. Offer ESG Training and Upskilling and Career Development: Sustainability professionals are drawn to organizations that prioritize continuous learning and provide opportunities for long-term career growth. Companies that offer ESG certifications, mentoring, leadership coaching, and structured development programs demonstrate a commitment to building in-house expertise and retaining top talent. Structured job shadowing and rotational ESG programs allow employees to gain hands-on experience across different sustainability functions, fostering cross-functional expertise and internal mobility. By investing in ESG career development, companies not only attract skilled sustainability professionals but also create a pipeline of future ESG leaders, strengthening their long-term talent strategy.
3. Diversity, Equity, and Inclusion (DEI) in Leadership: A growing number of professionals want to work for companies that promote women and minorities into leadership roles. Strengthening diverse hiring pipelines and leadership opportunities will enhance an employer’s reputation among ESG-conscious candidates. Companies with diverse leadership teams are more likely to drive stronger ESG performance, enhance innovation, and build resilient, future-ready workforces. Studies indicate that organizations with greater gender and ethnic diversity achieve stronger financial performance and more effective sustainability initiatives, creating a positive cycle where a commitment to inclusivity enhances employer appeal and attracts top ESG talent.
4. Implement ESG-Linked Executive Pay: Candidates want to see that ESG goals are taken seriously at the highest levels of an organization. As seen in the FTSE 100 and S&P 500 study, linking executive compensation to ESG performance is a proven way to show genuine sustainability commitment. In 2024, 93% of European companies incorporate at least one ESG metric in executive incentive plans—up from 75% just three years ago (WTW, 2024). The US market remains divided, with political tensions affecting climate policies, yet major corporations continue integrating ESG principles to align with global sustainability goals.
5. Implement effective Recruitment processes: With a limited pool of experienced ESG professionals, companies that remain flexible in their candidate criteria, hiring processes, and compensation packages will be best positioned to secure top talent. Sustainability professionals—especially those with expertise in ESG strategy, climate risk management, and sustainable finance—are increasingly sought after by corporations, financial institutions, and consulting firms. This competition means that the best candidates are often off the market within weeks, if not days. To remain competitive, businesses must streamline their hiring processes, ensuring that candidates experience a smooth, efficient, and engaging recruitment journey.
The future of ESG hiring: What candidates expect
Hayatte Loukili, Executive director at EnableGreen observed that the demand for mid-level and senior ESG professionals is surging across various industries, with candidates increasingly expecting employers to be transparent about their sustainability journey. They are asking:
- How have you fixed gaps in your ESG strategy?
- What are your measurable ESG goals beyond compliance?
- How do your sustainability initiatives impact real-world operations and investments?
Companies that fail to provide credible ESG goals and roadmaps risk losing top sustainability professionals to competitors with more well-defined strategies. That is why at EnableGreen we help companies position themselves effectively by showcasing their ESG strategies to address the candidates’ concerns and attract the right candidates.
At EnableGreen, we help companies strengthen their employer brand by effectively showcasing their ESG strategy, progress, and commitments to address candidates’ concerns. By ensuring that businesses communicate their sustainability vision with transparency, we position them as employers of choice in the highly competitive ESG job market.
Rethinking sustainability recruitment in 2025
In 2025, the ESG job market will remain candidate-driven, meaning that sustainability professionals have the power to choose employers that align with their personal values and career aspirations. To succeed in a competitive talent market, businesses must rethink their commitments to ESG, DEI, and employee well-being. Simply having an ESG statement is no longer enough—companies must embed sustainability into their corporate DNA and prove it through hiring policies, leadership development, and employee engagement.
Companies that prioritize ESG-linked compensation, continuous learning, and authentic sustainability goals will stand out to the top ESG professionals of 2025. With increased regulatory scrutiny and shifting workforce expectations, employers who embrace ESG holistically will attract and retain the best talent in sustainability.
EnableGreen partners with organisations to build high-performing ESG teams, providing executive search and recruitment solutions tailored to sustainability-driven businesses.
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