Hiring in the ecology sector is hard - really hard. And if you’re reading this, you’re probably feeling the pressure.
You’re not alone. Whether you’re a growing consultancy, a busy local authority, or a national charity trying to deliver your conservation goals, it’s likely that recruitment has become one of your biggest blockers to progress.
In this post, we break down the 10 most common reasons why hiring is such a challenge in ecology - and what smart employers are doing about it.
1. It’s a Highly Seasonal Industry
The ecology calendar is short and spiky.
In the UK, the survey season typically runs from March to September. During this window, all your surveyors and licenced specialists need to be available and active - and most of your delivery happens.
That means:
- Higher salary/day rate expectations from candidates
- A shortage of experienced ecologists, especially at short notice
- A heavy reliance on freelance staff (often added last-minute)
What happens if you miss your window? You lose time, money, and potentially face fines or reputational damage.
Smart employers:
- Plan recruitment in winter, not spring
- Build their own freelancer pool before the season starts
- Balance core staff and flexible contractors
- Use better tools and planning systems to reduce mid-season admin
Need help building your freelance team? Solo helps you create a reliable bench of qualified ecologists - before survey season begins.
2. You’re Looking at the Wrong Time of Year
Most employers wait until March or April to start recruiting for survey season. But by then, most experienced ecologists are already booked.
That’s because serious professionals:
- Have already secured seasonal work in Dec–Feb
- Are focused on delivery, not job-hunting
- Are less available for interviews and onboarding
Best time to recruit?
November to January.
This is when more ecologists are:
- Wrapping up seasonal contracts
- Updating their CVs and LinkedIn profiles
- Planning for the year ahead
3. People Don’t Want to Travel Like They Used To
Ecologists used to travel across counties for short surveys or overnight jobs. But with the cost of fuel, accommodation, and food - and a post-COVID shift in expectations - many are saying no to long drives and overnight stays.
That means:
- Fewer people willing to take on work far from home
- Greater competition for local surveyors
- More ghosting or late drop-outs from freelance hires
Smart employers:
- Budget for hotels and overnight costs - not just travel time
- Offer full expenses and recovery time
- Structure jobs around the person, not just the project
- Use remote and digital tools where possible
Need help planning your team around project locations? Aspire to Grow offers workforce planning support for consultancies and environmental teams.
4. There’s a Disconnect Between Passion and Project Work
Many people come into ecology because they love nature and want to do meaningful work. But the day-to-day reality can often be:
- Repetitive surveys
- Box-ticking exercises
- Low-impact mitigation work
This disconnect between values and work can lead to:
- Demotivation
- High turnover
- Mid-career exits from the sector
Smart employers:
- Offer access to higher-impact projects where possible (e.g. Biodiversity Net Gain, rewilding, restoration)
- Give ecologists space to contribute to purpose-led work, even as a small part of their role
- Communicate the value and outcomes of ‘everyday’ work clearly
5. There’s a Missing Middle
There are lots of graduates and lots of very senior ecologists. But there’s a real shortage of people with 3-5 years’ experience.
That means:
- Not enough people who can lead surveys or manage small projects
- Overworked seniors and under-supported juniors
- Gaps in delivery and quality assurance
Why is the middle missing?
- Burnout from poor early-career experiences
- A lack of clear progression or support
- Competition from other sectors (e.g. planning, tech, sustainability)
Smart employers:
- Promote earlier and more confidently - don’t wait for ‘perfect’
- Offer support and mentorship (via internal teams or external mentors)
- Create clear, simple development pathways
6. Everyone’s Competing for the Same People
The number of qualified ecologists is small - and most employers are targeting the same talent pool.
That’s especially true if you only advertise once a project is confirmed, or once someone leaves.
Smart employers:
- Hire before they need to
- Keep a ‘bench’ of freelancers they can call on (even off-season)
- Use short-term, part-time, or flexible contracts to attract people early
- Take more risk (e.g. hiring someone before the work is 100% guaranteed)
Need help writing winning tenders so you can take the hiring risk? Tendle helps consultancies write compelling, capacity-proofed bids and frameworks.
7. Today’s Ecology Professionals Expect More Than Money
Pay is important - but it's no longer the only factor. Today’s workers expect:
- A healthier work-life balance
- Remote and flexible working options
- To feel included and heard
- To work for organisations with clear values
These aren’t ‘nice to haves’ - they’re critical for hiring and retention.
Smart employers:
- Offer flexible or hybrid working where possible
- Invest in their culture and internal comms
- Ask their teams what they want (and act on it)
8. Your Hiring Infrastructure Is Weak
Most ecology consultancies and teams don’t have the time or systems to hire effectively.
They often:
- Post vague job ads with no salary
- Use inconsistent interview processes
- Onboard new staff with little support
- Forget to build a long-term candidate pipeline
Smart employers:
- Write compelling, specific, and human job ads
- Show salary, flexibility, and benefits clearly
- Onboard new hires with intention (especially freelancers!)
- Nurture year-round interest from potential applicants
9. You Don’t Have a Workforce Plan
Many teams don’t know how many people they need, what roles to hire, or when to hire them. Hiring only when you win a contract is reactive and risky.
Smart employers use models like:
- 60% core team (permanent)
- 40% flexible/freelance team (with pre-vetted contracts)
This approach:
- Keeps you lean but scalable
- Reduces stress mid-season
- Helps you plan skills development and career pathways
10. You’re Not Treating Freelancers as a Core Asset
Freelancers often feel like a last resort - but they’re actually your most valuable resource.
Done right, freelance ecology can:
- Expand your geographic reach
- Increase your delivery capacity
- Reduce burnout for permanent staff
- Bring in diverse skills and experience
Smart employers:
- Build and nurture their freelancer pool
- Offer clear scopes, fair rates, and good communication
- Treat freelancers as part of the team, not outsiders
Want to do this better? Solo makes it easy to find, brief, and manage freelance ecologists across the UK.
Final Word: Your People Are Your Delivery Model
Ecology is a people-powered profession. Your surveys, reports, mitigation plans, and stakeholder relationships don’t deliver themselves - your team does.
Hiring and keeping good people isn’t a side task. It’s the task.
The earlier you plan, the more you invest in flexibility, and the better you communicate your values and culture - the more successful you’ll be.
Jobs in Ecology exists to help you do just that. From hiring and freelance support to tenders and business growth, we’ve got your back.