Even though our advisors bring significant experience in the sector, our experience remains limited. However, we bring deep experience in the decarbonization space given the fact that a significant share of value chain emissions originates from value chains across the resources, interface sectors and built environment. Moreover, given that portions of our work have been supported by oil- and gas-funded philanthropies, our involvement is both relevant and timely. As the global focus shifts from decarbonization to broader climate resilience, it is vital to consider how these ambitions are being scaled and sustained.
Case Stories and Key Insights
While our founders’ experience in this space is predominantly linked to sustainability projects, we have also participated in recruitment and internship initiatives that complement our broader hiring efforts across sectors. We have observed that organizations often seek candidates with extensive sectoral and technical experience—not only within this field but across adjacent industries as well. While such expertise is critical for senior roles, entry-level positions demand a stronger focus on foundational competency development. Skill-building programs can be integrated into recruitment processes or embedded within the early stages of employment. This pattern is reflected across the APAC region, where many of today’s most capable professionals and founders were shaped through structured internships and competency development initiatives. These efforts extend beyond the preliminary work of policymakers or media narratives, drawing strength from innovation, community insight and patient capital.
Learnings and Challenges
Ecosystem thinking continues to emerge as a powerful driver—not just of recruitment, but of sustainable progress. We view resources, interface sectors and built environment not merely as networks of assets, but as systems of people, processes, and partnerships that together enable connectivity, innovation and inclusion. Our approach focuses on creating structured programs for self-sustaining systems anchored in governance, measurable outcomes, and shared accountability. That said, many professionals still view advanced skill and speed as traits that cannot be developed through structured programs. This perception stems from education systems that have traditionally prioritized literacy, numeracy, and general academics, while neglecting applied, sector-specific knowledge. The resulting skill gaps are therefore systemic, not individual. Addressing them requires a deeper understanding of what truly works—and what does not.
Approach and Way Forward | A Blueprint for the Future
Recruiters can consider recognizing that sustainable growth does not stem solely from increased investments or capital infusion. True, long-term development depends on creating a well-structured talent pipeline, where skills and capabilities are effectively matched to opportunities across geographies and regions. It is not enough to fund projects or institutions; the focus must also be on ensuring that the workforce is strategically aligned with the evolving needs of industries and local economies. By mapping capabilities to regional requirements, policy makers can reduce skill mismatches and ensure that investments translate into equitable outcomes for communities nationwide. That said, even today, much of the progress in diversity and inclusive hiring is driven by communities and organizations that recognize its critical importance across socio-economic classes and varied backgrounds. These groups play a pivotal role in advocating for equitable access to opportunities, designing outreach programs and creating support structures that enable underrepresented talent to thrive. Reach out to us to explore fresh perspectives and actionable strategies for the sectors.
Industries | Engagements | Countries | Events
10+ Industries | 100+ Industry and Impact Client Engagements | 10+ Countries | 100+ Industry and Impact Events