Environmental, Social and Governance (ESG) priorities are no longer just part of a company’s brand story, they’re directly influencing how organisations hire, grow, and measure success.
This shift is especially visible in life-sciences, where Pharma and Food Science employers are under increasing pressure to embed sustainability and ethical governance into daily operations.
At SEDA Talent, we’re seeing a clear rise in ESG-driven hiring, from leadership roles to frontline teams. Here’s how this evolution is unfolding, and what forward-thinking companies should be doing to stay ahead of the curve.
ESG is now driving business strategy (not just reporting)
In recent years, ESG has moved beyond compliance checklists and annual reports.
Investors, consumers, and regulators now expect real progress in areas like carbon reduction, ethical sourcing, and community impact.
This has led to the creation of new roles, the reshaping of existing ones, and a broader cultural shift in what makes a “good hire.”
Key examples:
- New ESG-specific roles such as Sustainability Manager, ESG Analyst or Carbon Strategy Lead
- Expanded responsibilities in existing teams (e.g., Procurement, QA, or Supply Chain now including sustainability metrics)
- Increased cross-functional collaboration between operations, compliance and strategy
The most in-demand ESG-related skills in life sciences
We’re seeing consistent hiring demand in the following areas:
Carbon and energy expertise:
- Carbon footprint analysis
- Energy efficiency in manufacturing
- Life-cycle assessment of products and processes
Sustainable procurement:
- Ethical supplier auditing
- Conflict-free sourcing
- Waste and packaging reduction
Governance and transparency:
- ESG reporting aligned to GRI or SASB frameworks
- Risk assessments linked to climate and social factors
- ESG performance metrics tied to board-level KPIs
Community and employee engagement:
- DE&I strategy
- Employee wellbeing and retention programmes
- Local hiring and skills initiatives
ESG awareness is influencing all hiring (not just specialist roles)
Even when ESG isn’t part of the job title, it’s increasingly part of the conversation. Candidates are asking about company values. Job descriptions include references to sustainability. Interviewers are looking for alignment on cultural and ethical priorities.
For employers, this means:
- Being transparent about ESG policies in candidate conversations
- Including ESG-related responsibilities in technical and support roles
- Hiring for both hard skills and values alignment
How to embed ESG thinking into your hiring strategy
- Audit your job descriptions:
Are you missing opportunities to highlight ESG elements in the role? - Define your ESG narrative:
What does sustainability or governance look like in your company, and can your recruiters articulate it? - Update interview questions:
Incorporate behavioural questions that explore awareness of ESG topics. - Partner with ESG-literate recruiters:
Your recruitment partner should understand both your sector and your ESG goals, and be able to find candidates who align with both.
Building a future-ready team starts with the right priorities
Whether you’re a fast-growing biotech or managing multiple manufacturing sites, ESG is no longer optional, it’s a strategic advantage. And as expectations rise, it’s becoming a critical factor in how companies attract, hire, and retain top talent.
At SEDA Talent, we work with life-sciences employers to identify, attract, and retain talent that drives innovation and sustainability.
Whether you’re hiring ESG specialists or building an organisation that lives those values at every level, we can help.
Ready to connect purpose with performance? Let’s talk.
