When we advise companies on recruitment today, sustainability and ESG (Environmental, Social, and Governance) are no longer side notes. They are becoming central to how organisations are perceived — not just by regulators, but also by candidates, investors, and stakeholders.
At Compass Human Resources Group, we see how sustainability and ESG influence recruitment across leadership, specialist, and functional roles. To sharpen our perspective, Partner Patrick Lyon Veirum recently discussed current trends with sustainability expert Adam Roy Gordon. From that dialogue, we have distilled four insights that matter for businesses navigating recruitment in a sustainability-driven world.
1. Drivers vary by region
The forces behind sustainability and ESG adoption look different across markets.
- In Europe, regulatory frameworks are setting the pace. Companies are required to adapt, creating strong demand for profiles skilled in compliance, reporting, and governance.
- In the US, investor expectations, customer pressure, and market dynamics are more prominent drivers. This often leads to companies focusing on impact, innovation, and transformation.
For global companies, this means sustainability and ESG aren’t one-size-fits-all. Understanding regional nuances is essential to attract the right talent and communicate a credible story.
2. Roles are diverse
Not all sustainability and ESG positions look alike. Some are heavily focused on compliance and reporting, requiring analytical talent with expertise in data, structure, and legislation. Others are designed to drive transformation, appealing to strategic, purpose-driven leaders motivated by impact.
Recognising this distinction is crucial. A compliance profile placed in a change-driving role (or vice versa) can create frustration for both the organisation and the candidate. The key is clarity in defining what the company truly needs.
3. Sustainability isn’t always explicitly named
Interestingly, some of the most advanced companies in this space rarely use the word “sustainability.” Instead, they frame it as resilience: building adaptable organisations that can thrive long term.
For candidates, this can make it less obvious how central sustainability is to the business strategy. Here, advisors and recruiters play an important role in translating and clarifying the company’s commitment — ensuring candidates see the full picture and connect with the vision.
4. Expectations are growing
Even in roles without direct sustainability or ESG responsibility, candidates increasingly ask about a company’s approach. Investors and customers are doing the same.
Organisations that communicate their sustainability agenda clearly and credibly gain an advantage:
- in recruitment, by appealing to values-driven candidates,
- and in retention, by keeping employees engaged in a shared mission.
Silence, on the other hand, risks being interpreted as inaction.
Sustainability and ESG are shaping recruitment across the board
Sustainability and ESG are no longer separate tracks. They influence how companies attract and retain talent — across leadership, specialist, and functional roles, not only in explicitly sustainability- or ESG-focused positions.
At Compass Human Resources Group, we help organisations navigate this complexity: from understanding what talent is needed, to positioning sustainability commitments credibly in the market.
If you would like to explore how sustainability and ESG are shaping recruitment in your business, we would be happy to continue the conversation.
