This forecast is grounded in ongoing conversations with our clients and candidates across the US sustainability market. It reflects what organizations are hiring for, where candidates are seeing momentum, and how priorities are shifting on the ground. While the focus here is on the United States, many of these themes will feel familiar globally. Capital flows, regulation, technology, and talent markets are increasingly interconnected, even when local conditions differ.
What follows is a concise view of the forces most likely to shape sustainability recruitment in 2026, and where hiring demand will concentrate.
1. Circular Economy Moves into Execution
In the US, the circular economy is moving out of concept mode and into delivery. With projections pointing towards a trillion-dollar scale by 2030, employers are prioritizing operational capability.
Hiring demand is strongest around supply chains, resource efficiency, packaging, textiles, and Extended Producer Responsibility, particularly as state-level regulation accelerates.
Further reading:
Oliver Wyman on circular economy solutions, the Circularity Gap Report 2025, and analysis of global EPR and circular economy trends.
2. Energy Transition Sustains Long-Term Hiring
The US energy transition continues at an uneven pace, shaped by infrastructure constraints, regional policy, and grid reliability concerns.
Investment in renewables, grid modernization, and energy security is keeping hiring resilient, especially as electricity demand rises and system complexity increases.
Further reading:
The IEA’s State of Energy Innovation 2025 and Reuters coverage on rising US power demand.
3. Technology Continues to Shape Sustainability Roles
US-based organizations are embedding AI, robotics, biotech, and advanced analytics across sustainability functions at speed.
Hiring demand favours professionals who can connect technical innovation with commercial outcomes, particularly in investor-facing or growth-stage environments.
Further reading:
PwC’s Global Investor Survey 2025 and the World Economic Forum on technology reshaping private equity.
4. Private Capital Expands Its Impact Focus
US private equity and private debt markets are showing deeper interest in sustainability-linked investments, with growing attention on natural capital, biodiversity, water, and emerging markets exposure.
This is driving demand for talent that understands capital structures, risk, and impact measurement.
Further reading:
The World Economic Forum on finance solutions for nature and PitchBook’s Q3 2025 global private market fundraising report.
5. Delivery Skills Overtake Strategy-Only Roles
Across the US market, sustainability hiring is moving closer to execution.
Organizations are prioritizing go-to-market capability, EHS and compliance expertise, and candidates with a record of commercial delivery rather than strategy development alone.
Further reading:
IFC research on sustainability reporting moving from compliance to strategy and LinkedIn analysis on the growing demand for GTM engineers.
6. Governance Regains Prominence
US companies scaling AI and first-of-a-kind technologies are facing growing pressure around governance, ethics, and accountability.
This is increasing demand for policy, regulatory, and risk professionals, often sitting between sustainability, legal, and technology teams.
Further reading:
Harvard Law School on AI risk disclosures and EY’s Technology Risk Pulse Survey 2025.
7. Privacy and Cybersecurity Gain Strategic Weight
Rising cyber risk, data exposure, and regulatory scrutiny are elevating privacy and security within US sustainability and risk agendas.
Hiring growth is concentrated around digital trust, data governance, and cyber resilience.
Further reading:
EY’s Technology Risk Pulse Survey 2025 and PwC’s Digital Trust Insights.
8. Changing Age Dynamics in Sustainability Teams
US sustainability teams are becoming more generationally diverse as Gen Z enters the workforce, retirement ages rise, and family priorities shape career decisions.
This is influencing hiring models, benefits, junior pipelines, and leadership expectations.
Further reading:
Deloitte’s Gen Z and Millennial Survey 2025 and LSE analysis on generational diversity at work.
9. In-Person Connection Remains Valuable
Despite continued investment in digital tools, US-based clients and candidates consistently emphasize the value of in-person connection.
Travel, events, and face-to-face relationship building remain central to senior hiring, BD, and partnership-driven roles.
Further reading:
Engine on the rebound of business travel and Reuters reporting on return-to-office mandates.
10. Existential Thinking among the Workforce
As technology develops exponentially and we find ourselves more obviously living within the “Age of Information,” political and class divisions become more obvious, and we continue to grapple with the uncertainty of climate change, many people will begin to wonder and share their sentiments on what truly matters and what humanity’s stake in all this really is.
Anticipate discussions around authenticity and human roles while keeping AI in its place, pushback on the shifting boundaries and compensation of impact-driven work between for-profit and non-profit businesses, and subtle changes in cultural and generational beliefs.
Further reading:
Pew Research Center on Workers’ views of AI use in the workplace.
Closing View
This forecast reflects what we are seeing in the US sustainability hiring market today. Many of these dynamics will translate globally, even where regulatory frameworks or capital markets differ.
Across regions, the direction of travel is consistent. Execution, governance, and commercial credibility are shaping who gets hired, and who stays relevant, as sustainability moves deeper into the core of business.
If you are interested in specific information on compensation, profiles, or your industry competitors, please get in touch: usa@acre.com
