As 2025 draws to a close, the final quarter offers a valuable opportunity for organisations to reflect on the year’s performance and plan for 2026. In the Environment and Sustainability space, where demand for specialist skills continues to pose a challenge for organisations, this is a critical time to review team capacity and plan future hires strategically.
A competitive but cautious Market
This year has seen steady demand across environmental and sustainability disciplines, from environmental management, compliance, and permitting through to carbon reduction, ESG reporting, and responsible sourcing. Organisations are continuing to embed sustainability at the heart of business decision-making, driving demand for experienced professionals who can turn strategy into action.
However, market confidence has fluctuated. Financial pressures, evolving government policy, and uncertainty around economic conditions have made some candidates more hesitant to move roles. Job security and organisational stability have become key considerations, meaning that even when talent is available, decision-making is slower and processes take longer to complete.
The reality of Recruitment timelines
Our data this year shows that, on average, it has taken around five months to complete a typical recruitment process from initial engagement to start date. The timeline often looks like this:
Weeks 1–2: Market search and candidate shortlist presented
Weeks 3–6: Interview process (often three stages at management level and above)
Weeks 7–8: Offer, acceptance, and contract completion
Weeks 9–20: Notice period worked (commonly three months for senior professionals)
This means that if your organisation is aiming to have a new team member in place by Q2 2026, the optimal time to begin recruitment is now.
Starting early helps you stay ahead of the competition and ensures your preferred candidates are secured and ready to begin in the new financial year.
Planning ahead for 2026
The end of the year often brings a natural pause in hiring, but those who plan early typically gain a clear advantage. Beginning discussions and approvals for new roles in Q4 allows organisations to engage the market ahead of others, navigate internal sign-offs, and progress through interviews without the typical post-Christmas delays.
As sustainability continues to evolve from a compliance-driven function to a core business enabler, investing in the right people early on can make a measurable difference to progress in 2026.
Get in touch
At Irwin and Colton, we specialise in helping organisations build high-performing environment and sustainability teams. Whether you’re planning to expand your current team or exploring your own next career move, we’d be happy to support you.
Jess Rowe is a Consultant in Irwin and Colton’s Sustainability and Environment Team. Contact Jess at Jessica.Rowe@irwinandcolton.com or +44 (0)1923 432 693.