Search Context
A mid-sized sustainability consulting firm in the US and Canada sought a Seller-Doer Consultant to execute product Life Cycle Assessments (LCAs) and expand accounts through business development. The role required 1.5+ years of hands-on LCA experience, client-facing consulting, and business development alignment with the firm's mission to drive sustainability across North America.
Looking for a pure sales role in sustainability consulting? Explore Consulting Sales Profile →
Talent Landscape
- 230 candidates reviewed for hands-on product LCA experience
- 47 candidates met primary criteria
- 20 aligned with sustainability and firm mission
- 12 demonstrated consulting adaptability
- 5 fully qualified; 2 offers made, 1 accepted
Hiring Criteria
The profile required all of these together.
Screening Insight
Candidates often came from internal LCA roles or academic environments, and were filtered for internal role preference, limited client-readiness, or compensation mismatch. Strong matches had prior consulting exposure and presentation-ready instincts.
Experience/Comp Misalignment
Consulting titles include budget constraints. Internal roles often paid more for equivalent domain expertise, creating expectation gaps.
Preference for Internal Role
Candidates preferred stable internal work and were not interested in a consulting career track.
Software/Technical Focus
Some had excellent LCA tools proficiency but lacked interest in client-facing delivery or selling engagements.
Established Trajectory
Others were happy with their current employer or had clear upward paths and did not wish to switch firms.
Seniority Mismatch
Misaligned expectations around title, compensation, and management responsibility.
Client Readiness
Some lacked demonstrated presentation skills or real-world consulting interaction.
Recruiting Tactic Notes
Outreach strategy focused on identifying consultants with strong LCA fundamentals and existing client-facing responsibilities. High-interest signals included candidates who had presented client deliverables, performed proposal development, or operated in small consulting teams with autonomy.
Key tactic: Follow-up messaging clarified career growth and compensation range early to filter effectively. Candidates who engaged on growth narrative—rather than just comp—were the strongest fits.