When Will the Sustainability Talent Market Reach Equilibrium?
Sustainability recruitment has been through a rollercoaster — from explosive growth to cautious recalibration. Understanding when the market will stabilize is key both for job seekers and hiring organisations.
1. The Expansion Phase
Over the past five years, sustainability-related roles have surged. Indeed reported an impressive 116% increase in ESG job postings between 2019 and 2024 (bversity.io, thehrdirector.com). LinkedIn also noted green roles grew by a median of 12.3% in 2023, and demand continues to outpace supply (thetimes.co.uk).
The World Economic Forum's 2025 Future of Jobs report forecasts 5–6 million new green jobs by 2030, driven by climate adaptation, mitigation, and clean tech (weforum.org).
2. Signs of Stabilisation
Yet, the market is cooling. Sustainability recruitment is becoming more strategic and practical. Business schools are shifting from idealism to equipping graduates with technical and commercial ESG skills (ft.com).
Meanwhile, Reddit discussions from consultants note 2024 felt like a boom, but 2025 is marked by steady, sustained demand.
Current trend: Green jobs remain aspirational, but increasingly require technical ability and real-world experience.
3. Equilibrium in Sight (2026–2028)?
Full equilibrium hinges on two factors:
Talent supply catching up through reskilling, upskilling, and green education.
Sustainable demand: ESG is embedded in regulation-driven roles — not just “nice-to-have.”
IMD’s analysis indicates green skills need to double by 2050, but countries like the UK saw 2021–2024 demand grow ~13% annually (consultport.com, hrreview.co.uk, imd.org).
LinkedIn's “Jobs on the Rise” list shows ESG roles growing rapidly, but warns that workers lack adequate green skills (hrreview.co.uk).
We’re likely headed toward a new normal around 2026–2028 as pipelines mature and green skills catch up — though certain deep-technical roles may lag.
What This Means for Employers & Recruiters
Be highly targeted: Look for blended expertise in finance, data, operations, and ESG regulation.
Invest in upskilling: Hire for potential—structured training and partnerships help fill gaps.
Build talent pipelines: Internship, fellowship, and apprenticeship programs tied to real projects.
Stay agile: Sustainability hiring will ebb and flow with policy cycles (e.g., CSRD updates, Climate Acts).
Bottom Line
We are not at equilibrium yet — the sustainability job market is still on high alert.
Expect a more balanced market towards late 2020s, as workers emerge with the right skills.
The quality of the hire matters more than ever—with a focus on commercial execution, compliance, and measurable impact.