Do These 3 Things to Retain Talent During the Great Tariff Recession of 2025
+ Word on the Street From a Recruiter
Welcome back to the Climate Talent Playbook (why did I choose such a long name?). Every Tuesday, we’ve got one insight to help you attract, hire, and retain the best talent for your climate tech startup.
In Today’s Issue:
Word on the Street
Jobs We’re Working On
How to Retain Talent During a Recession
Word on the Street
Mixed Signals: Recently, we’ve seen an uptick in hiring from several of our clients. At the same time, we’ve heard about several undisclosed layoffs with companies we thought were doing well.
Climate Betrayal: Recently, a few VCs have pulled the plug on green technology. Refusing to invest in it — presumably to lick some boots.
New Order: However, before we judge too hardcore, many faithful climate investors have advised their portfolio companies to shift their marketing language. Further cementing the idea that we’re living in a new era of climate tech. One that draws attention to cost saving, not world saving.
Flip Side of the Same Coin: I’ve heard from several founders this year that the new administration refuses to play ball with anyone who has a DEI policy. Before Trump took office, it was the exact opposite. There would be no playing of ball unless they had a DEI policy. Regardless of what you think about DEI, we have autocratic rule happening in both administrations. Different shades of the same coin. A coin that I’m not particularly fond of.
Out of Touch Founders: In the past few weeks, I’ve encountered a LOT of people who are looking to leave fast, or who have already left their climate tech startups. They’re doing this in times as uncertain as these because of asshole founders. The reports of arrogant / narcissist founders are up way more than makes me comfortable. I’m not sure what to think about this, but it was too stark not to share with you.
Jobs We’re Working On 💼
Here are the jobs we’re supporting currently.
Sr. Manufacturing Engineer - Harvest Thermal | Fremont, CA
Electro-Mechanical Maintenance Technician – Alithic | Madison, WI
VP of Finance & Ops – EV Charging SaaS Startup | Austin, TX
Sr. Account Executive (x2) – Gravity Climate | Remote (USA)
Mid-Market Account Executive – Impact Startup | Brooklyn, NY
EHS Manager – Mission Solar Energy | San Antonio, TX
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PS: If you’re looking to find top talent in the US and struggling, reach out. We’ll help you find the best talent in a timely manner, accurately, and for about half of what other firms charge (we charge 12-15% others charge 20-30%).
Sponsored by ErthTech Talent: 70+ Placements since 2020. Affordable. Accurate.
3 Steps to Retaining Talent During the Great Tariff Recession of 2025
TLDR: During this recession, take time to. 1. Communicate well with your team so they know what’s going on. 2. Refresh what their long-term goals are and help them make progress on their goals. 3. Check in. By seeing how they are doing, showing compassion, you’re a one in a million, this will stick with them.
Tariffs are hitting like the Titanic hit the iceberg.
There is so much uncertainty in the market, especially for climate founders. You’re focused on getting the DOE to release your funds, raising your next round, or landing another partnership.
But there’s something you’re forgetting about — Your team.
In downturns, talent starts to look around and see what’s out there. The increase in applications is huge.
Anecdotally, we’re seeing a huge increase in inbound from candidates quietly putting themselves on the market.
They’re worried. Many people have gone through a layoff in the past 5 years and have trauma stored. So they are starting to look around to find something before the hammer drops.
You’re probably thinking. Sure, but we’re ripping. You might know that, but does your team? When was the last time you told them things were good?
For most, the answer is, it’s been a while.
So here are 3 tactics you can use to ensure you retain your team.👇
Communicate More
Be transparent with your team and tell them what’s happening, good or bad. Silence doesn’t mean much in normal times, but in a recession, silence is scary.
If you’re communicating with your team, the true believers will have renewed conviction. The unfaithful will likely look elsewhere. It hurts but it’s better to have fully bought-in folks during turbulent times.Refresh Long-Term Goals
For most people, money is not their main motivation. It’s the most common parameter that people flex on. You know what they never flex on? Growth potential and a good boss.
To keep your team from feeling stagnant, catch up with them. Refresh your memory on what matters to them. It will help them refresh their own memories on where they want to go.
Then, where you can, give them a boost towards those goals. If it’s not the right place, address it and see how you can help them get intros elsewhere.Ask Them How They’re Doing
This sounds so dumb, but it’s huge. If you take a moment to see how things are really going. Ask about the workload and how they are managing things. This goes a long way.
How many bosses ask this? Not many… but you do. So maybe it’s a good idea to stick around.
Those are my 3 things. You may be tempted to log this in the back of your head and forget about it.
Don’t.
I know you’ve got problems the size of whales to solve. But stop and think. If your Head of Sales resigned tomorrow, or your CTO decides on Friday to leave, where would that put you?
Your people are your biggest asset. You need to keep them engaged. Remember, they joined you for a reason. Keep that reason alive and well.
Action Item: This week, send a company update to your team or do an AMA.
Okay folks. That’s all from us. See you next week.
~Silas
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