embankmentgroup

How to Position Yourself for Promotion in the Ecology Sector

Tue, 02 Jun 2026 12:48:16 GMT

How to Position Yourself for Promotion in the Ecology Sector

As a specialist ecology recruiter, Embankment Group places around 200 ecologists into permanent and freelance roles in the UK and Ireland every year.

One thing we hear far too oAn is that ecologists do not always know what they need to do to get promoted. They may be working hard, delivering strong technical work and supporting projects, but still feel unclear on what the next step actually requires.

This simply must change.

The ecology sector requires transparency, clear progression routes and strong support for ecologists who want to develop. If ecologists are expected to grow into Senior, Principal, Associate or Director level roles, they need to understand exactly what good looks like and what evidence they need to show.

Promotion is about Readiness, not time served

Promotion in ecology is not just about the number of years you have been in the role (time served). It is about showing that you are ready to take on more responsibility, support others and add value beyond your own workload.

If you are aiming for the next step, whether that is Senior Ecologist, Principal Ecologist, Associate or beyond, you need to think about how you are presenting to the person or people responsible for deciding if you are ready for the next step.

Know exactly what promotion looks like at any moment in time

If you want to be promoted, you need to know exactly what you are being measured against. It should not be vague or based on guesswork.

Ask your manager to clearly outline what you need to do, what competencies you need to show and what evidence they would need to see before you can move up. This should almost work like a tick sheet, covering areas such as technical ability, project management, report writing, client communication, mentoring, commercial awareness and business development, depending on the level you are aiming for.

At every moment, you should know where you stand. You should know what you have already demonstrated, what still needs to be improved and what specific actions will help you qualify for promotion.

This also makes career conversations much easier. Instead of simply saying you feel ready for the next level, you can point to clear examples and show that you have met the agreed expectations.

Promotion should not feel like a mystery. The clearer the criteria, the easier it is to focus your development and build a strong case for progression.

Build evidence of your impact

One of the biggest mistakes people make is assuming their hard work will speak for itself. In reality, managers are busy and may not always see the full extent of what you are doing.

Keep track of the projects you have supported on, the surveys you have led, the reports you have written and any positive feedback from clients or colleagues. If you have helped deliver work on time, improved quality or supported junior team members, make sure you can clearly evidence it.

Show commercial awareness

As ecologists move into more senior roles, technical ability is only part of the picture. Employers want to see that you understand project budgets, deadlines, client expectations and resourcing.

You do not need to be winning work overnight, but you should be able to show that you understand how your role fits into the wider business. Taking ownership of project delivery, communicating risks early and thinking ahead can make a big difference.

Take on responsibility before you ask for it (or you’re asked to!)

Promotion often comes when you are already operating at the next level. That might mean mentoring junior ecologists, reviewing reports, managing small projects or becoming the go to person for a particular survey area or technical specialism.

Look for opportunities to step up, even in small ways. The more you can show you are already trusted with higher level responsibility, the stronger your case becomes.

Communicate your ambitions clearly

It is important to have open conversations with your line manager about your career goals. Do not wait until review time to mention that you want to progress. You should be able to meet your manager casually to review your progress. A single annual review doesn’t really cut the mustard. If this is the case, I would recommend talking to you Line Manager or HR team to review this.

Ask what you need to demonstrate to move up, what gaps you need to close and what support is available. This gives you a clearer route forward and helps your manager understand that progression matters to you.

Keep developing your technical profile

In ecology, specialist skills can really strengthen your promotion case. Survey licences, protected species experience, botany skills, Biodiversity Net Gain knowledge, EcIA experience and project management capability can all help you stand out.

Think about which skills are most valuable to your team and where you can become more useful to the business.

Final thoughts

Positioning yourself for promotion is about more than doing a good job. It is about showing leadership, commercial awareness, technical growth and a clear willingness to take on more responsibility.

If you feel you are already operating above your current level, start gathering evidence, have the right conversations and make it easy for your employer to see the value you bring.

An interview with Dan Carpenter, Executive Coach for Ecologists

Mon, 11 May 2026 11:48:48 GMT

An interview with Dan Carpenter, Executive Coach for Ecologists

In this months blog, Justin Ayling, Director at Embankment Group interviewed Dan Carpenter, an executive coach operating in the Ecological sector.

Dan has had a varied career. He is a Chartered Environmentalist with 20+ years’ experience across environmental consulting, public sector and tech-led organisations. He has held senior roles including Associate Director and Chief Ecologist, leading biodiversity strategy, digital transformation and innovation. As founder of Digital Ecology, he specialised in data-driven systems and BNG. More recently, Dan has started on a journey towards becoming a qualified executive coach.

Having known Dan for a number of years now, we sat down together in a lovely hotel in the Cotswolds to discuss how his new offering may benefit Ecologists considering a career change, a step-up in role, as well as senior leaders honing in their skills. sector. Enjoy!

Justin: What led you into coaching and why focus on the ecology sector?

Dan: I came to coaching because I found myself at a bit of a crossroads in my career and a coaching conversation helped me to realise that coaching itself is incredibly valuable for people like me!

Most people at some time in their life need to talk through their thoughts and ideas in a safe space to figure out what they are really thinking and feeling, and what they actually want.

Coaching goes a step further and helps people take action towards their goals.

I realised that I wanted to help people find their way through tricky patches in their lives, to think through their options and to come out the other side with a plan. My experience and personal values mean that I really want to support those in the ecology sector as a coach, because I want to help deliver better outcomes for the environment. I believe that coaching leaders in the environment sector and other purpose-driven businesses is a key part of delivering those outcomes.

So I am starting my journey towards becoming a qualified coach to help environmental leaders excel.

Justin: What are the most common challenges you see senior ecologists and leaders facing?

Dan: I think there are two key challenges that ecology leaders face as they progress through their careers. The first is that transition from field-based roles and close contact with projects, to roles with either a strategic or commercial focus.

These more senior roles require a different set of skills from those we need when we start a career in ecology, and often we have to learn them as we go.

For many people we have had no formal training in some of these skills, but hopefully we have picked some of them up as we have gone through our careers. That can be daunting and can create a sense of imposter syndrome, which you talked about in your recent newsletter.

The second is that often people feel that their values are misaligned from the realities of a more senior role. Many people start ecology because they deeply care about nature and the environment and hold a strong set of values associated with nature recovery. However, the commercial realities of an ecology business can sometimes feel at odds with those values, and that can feel very unsettling for some people.

Justin: How does coaching help individuals navigate career transitions or leadership pressures?

Dan: Coaching is about building a partnership between the Coach and the Client in a thought-provoking and creative process that inspires the client to maximise their potential. Coaching is about creating a safe and creative space for people to address challenges, generate ideas and create action towards achieving our professional goals.

Career transitions are a key example of where coaching can help identify what you want from your career and create an action plan for achieving it. It can also help in times where leaders are feeling stifled and need support to think through the options and identify actions for taking their business forward.

Justin: What does a typical coaching engagement look like in practice?

Dan: People come to coaching when they are looking for support and challenge to develop and progress in their careers, or their business. To get the best out of coaching you need to approach it with clear goals in mind. Coaching typically is carried out over 8-12 sessions, usually an hour each, with sessions every 2 weeks. This can of course be varied to suit the client.

Coaching is a short-term intervention to help unlock individual creativity and move people towards their goals; it is not supposed to be a long term intervention. But some people do return to coaching again and again throughout their careers where they feel they need that support and challenge to progress.

Justin: Who would benefit most from this kind of support?

Dan: Everyone can benefit from coaching at some point in their life, but typically people who are contemplating a career change, a step-up in role, as well as senior leaders, look to coaching to support their development. Coaching can also work for teams and organisations bring in coaches to offer support to senior leadership teams to help improve working relationships and performance. Some large organisations offer coaching to anyone regardless of their role.

Change is key motivator for people to seek coaching, whether that is a career change, an organisational change (such as restructure, buy-out, or something similar) or even a change in leadership. Change is a source of anxiety and coaching can help people through periods of change, helping to identify strengths and create action plans.

Justin: What makes coaching different from mentoring or line management support?

Dan: A good line manager is part HR function, part mentor and part coach, their role being to get the best out of their team. And there can seem like a lot of overlap between these different modes. Mentoring is about offering advice and guidance, passing on knowledge, skills and experience to others. But coaching is different. Coaching helps clients to think creatively about solutions to their problems, supporting them to take action to achieve their goals. Coaches generally do not offer advice or solutions, but create an environment where clients find the path forward themselves. For many clients, a coaching session is one of the few occasions when they get time to think and that is so important in unleashing our creativity and identifying the actions that will help us in achieving our goals.

Justin: What outcomes should someone expect from committing to coaching?

Dan: The key outcomes from coaching should be ideas and actions to help you achieve your professional (and sometimes personal) goals. For some coaching can be quite challenging as it forces us to consider our own realities and those beliefs which may be holding us back. But coaching should give you renewed insight into what is important to you and the creativity you have to overcome challenges and succeed. You should expect to do some deep thinking, but you should emerge from coaching with new insights about yourself and your capabilities. You may emerge transformed!

You can reach out to Dan on dan@dan-carpenter.co.uk or drop him a line on 07530 954391

Why Ecologists Should Attend Conferences and Expos?

Thu, 02 Apr 2026 15:41:20 GMT

Why Ecologists Should Attend Conferences and Expos?

In the last five months, Sam, Nathan and I have attended a CIEEM conference in Nottingham and The Ecology expo in Warwickshire. Both events were held over two days and allowed us connect with existing clients and candidates, make new friends, learn about our industry and have some fun (and maybe a glass of wine) along the way.

In a sector that is constantly evolving, it has become abundantly apparent that attending ecology conferences and expos is one of the most effective ways for anyone involved in the ecology sector to stay informed, connected and competitive. Whether you are early in your career or operating at a senior level, these events offer real value that goes far beyond a day out of the office.

Ecology is shaped by changing policy, legislation and best practice. From Biodiversity Net Gain to evolving survey methodologies (such as the use of thermal drones, soil acoustics technology and detection dogs) conferences tend to provide direct access to the latest thinking and guidance. This helps ensure your work remains relevant, robust and aligned with current standards. In our experience, both the CIEEM conference and Ecology Expo put on a number of talks that help Ecologists understand how legislative change and technological advancement is being implemented in the real world.

Over the years, we have also come to appreciate that the ecology sector is driven by caring, passionate and generally bloody nice people. It is a sector that revolves around relationships, new and old. Conferences and expos bring together consultants, developers, academics, (and recruitment experts!) all in one place. These events create a platform to build connections, share experiences and develop relationships that can support your career for years to come.

A big learn for Sam and I was seeing some of the tech and products that are being developed to support with surveying and reporting. We hear a lot about how AI is shaping the future of surveys and for me, it was comforting to see that this will (in the main) not displace jobs, but rather make the work ecologists do more accurate over larger areas, in a shorter space of time – ultimately this is a huge positive for nature.

From a career development point of view, being present at industry will help raise your profile. Over time, you may become a familiar face within the sector, which can increase the likelihood of new opportunities being presented to you.

In conclusion then, attending ecology conferences and expos is not just about learning, it is about positioning yourself within the industry. By staying informed, building relationships with amazing people over a well-earned beer and engaging with the wider sector, you put yourself in a stronger position to develop your career and make a meaningful impact in ecology.

Imposter Syndrome in Ecology: Why So Many Ecologists Experience It and How to Overcome It

Mon, 02 Mar 2026 10:37:56 GMT

Imposter Syndrome in Ecology: Why So Many Ecologists Experience It and How to Overcome It

Imposter syndrome in ecology is the persistent feeling that you are not as capable as others believe you to be, despite clear evidence of your competence, ecological knowledge and professional experience as an Ecologist.

Across the ecology sector, this is far more common than many ecologists openly admit. Research suggests women often report higher levels of self-doubt in professional environments than men, which is particularly interesting given that, according to LinkedIn data, there are now more women than men working in ecology and ecological consultancy roles across the UK.

Imposter syndrome often appears at transition points in an ecologist’s career. Promotion to Senior Ecologist, stepping into a Principal Ecologist role, or moving from a small ecological consultancy into a large multidisciplinary consultancy can all trigger self-doubt. This is something we regularly discuss at Embankment Group, as we specialise in helping Ecologists move roles within the ecology and environmental sector.

Many Ecologists begin questioning their technical ability when surrounded by more senior ecologists, environmental consultants or technical directors. A common concern is feeling under qualified when moving from a smaller, field focused ecology role into a larger corporate or infrastructure environment. In reality, the larger ecological consultancies we partner with are often very supportive of this transition and actively look for practical field experience and sound ecological judgement.

It is important to remember this. Large ecological consultancies do not hire an ecologist because they expect them to know everything about ecology. They hire ecologists because of their applied experience, professional judgement and ability to operate in real world ecological and planning situations. As an Ecologist, you are expected to understand ecology and apply it responsibly. You are not expected to memorise every piece of legislation or guidance.

One of the biggest issues within ecology careers is that many Ecologists underestimate how valuable their day-to-day ecological work already is in a multidisciplinary consultancy setting. The skills you use as an ecologist every week are the same skills that major ecological consultancies and infrastructure projects rely on.

Imposter syndrome in ecology is often reinforced by how ecologists describe their experience. On a CV or LinkedIn profile, many ecologists focus on listing ecological surveys rather than explaining the responsibility and decision making behind them. Instead of stating that you undertook bat surveys, it is more accurate to say that you led bat surveys and provided ecological mitigation advice to support planning applications. Rather than saying you assisted with Ecological Impact Assessments, you could explain that you contributed to EcIAs for residential or infrastructure developments, advising on ecological constraints, mitigation strategy and planning risk. The ecology work has not changed, but the framing better reflects your level as a professional Ecologist.

Interviews for ecology jobs can amplify self-doubt, particularly when stepping up to Senior Ecologist, Principal Ecologist or Associate level. The key is clarity. Be honest about the level you are operating at within ecology and own it. Use practical examples where you made ecological decisions, solved environmental problems or advised clients on ecological risk and mitigation. Structure your answers around the situation, the action you took and the outcome achieved. It is also worth remembering that many senior professionals in multidisciplinary consultancies are generalists who rely heavily on specialist ecological input from qualified ecologists. You are in the room because of your ecological expertise.

Building confidence as an ecologist rarely happens overnight. It develops gradually through exposure to more complex ecology projects and increased responsibility. Accept that learning never stops within ecology. No ecologist knows everything about habitats, species, legislation and planning policy. Confidence comes from understanding core ecological principles, knowing how to interpret guidance and applying sound professional judgement. Speaking with other ecologists often helps, as most people in ecology experience similar doubts during career transitions. If you want to develop further, focus on skills that directly support your ecology career such as technical report writing, project management, GIS, biodiversity net gain or impact assessment rather than trying to master every ecological discipline at once. Keeping a record of the ecology projects you have worked on, the responsibilities you have held and the ecological decisions you have made can also provide clear evidence of your professional growth as an ecologist.

The reality is this. Your experience as an ecologist working in ecology, environmental consultancy or planning is already highly relevant. Larger ecological consultancies value applied ecological judgement and practical field experience just as much as academic knowledge. Feeling uncertain in your ecology career often means you are stretching into a new level of responsibility, not failing as an ecologist.If you are being trusted to advise on ecology, ecological risk, mitigation and planning strategy, you belong in the room. Trust the ecology experience you have built and allow yourself time to grow into the next stage of your career as an Ecologist.

What Early Career Ecologists Should Look for in Their First Role

Tue, 03 Feb 2026 11:54:05 GMT

What Early Career Ecologists Should Look for in Their First Role

Securing your first ecology role is a major milestone and the position you start in can shape your career for years to come. Early decisions matter, as the support, exposure and development you receive at this stage often sets the foundation for long term progression.

Embankment Group has over five years’ experience recruiting within the ecology sector and we regularly speak with early career ecologists who are seeking guidance on securing their first role and understanding which opportunities will best support their development.

In my opinion, the firms best suited to early years ecologists are those that actively invest in personal development and help establish strong technical foundations. This is typically achieved through a balance of field experience and structured learning, giving you the confidence and understanding needed to progress over time.

Strong field skills form the basis of all ecological work. The more experience you can gain carrying out UKHab or Phase 1 surveys, protected species surveys, accurate data recording and using mapping tools, the better. Building a strong field reputation is one of the most valuable assets an early career Ecologist can have and it is important to avoid specialising too early.

Specialisms develop naturally over time. Even if you enjoy working with a particular species or environment, keeping your experience broad will help you identify where your strengths lie, where your professional networks develop and where long term demand for skills exists across the sector. I would also recommend avoiding freelancing too early on in your career as in general, you will not progress as quickly as an employed Ecologist.

Typically, licences become increasingly important as your careers progresses. In Embankment Group’s latest ecology jobs market report, a Natural England bat level 2 licence was, for the fourth year running, the most in demand licence across the UK, with strong demand for bat experienced ecologists also seen in Ireland. Ecologists with around two years’ experience are often expected to hold or be working towards at least one licence, with great crested newt and water vole being common examples. By four to five years, many Ecologists hold two or more licences. While licences are not essential for all roles, they clearly demonstrate professional development and commitment to learning. To support licence applications, early years ecologists should consistently log survey activity and ensure their contributions to reports are signed off as evidence.

Report writing forms a substantial part of ecological consultancy and early career ecologists should not shy away from contributing wherever possible. Over time, we consistently see that ecologists who develop strong report writing skills tend to progress more quickly in their careers.

In this year’s ecology market report, we have also seen a noticeable shift towards companies encouraging more office-based working. This is largely driven by a desire to better support early career development through mentoring, collaboration and exposure to project delivery. Taking advantage of time in the office can significantly improve confidence and overall sector understanding.

When working in the field, it is equally important to protect your wellbeing. Ecology often involves unsociable hours and long travel, so early career ecologists should feel comfortable discussing rest, workload and learning time with employers. Getting a balance is essential and this is not always the case!

In conclusion, the best advice is to join a company that can offer a genuine balance of field and office-based experience. A dedicated learning and professional development budget, or at the very least a clear written commitment to your development, is essential. Spend as much time as possible shadowing senior colleagues in the field, in the office and in stakeholder settings, as this exposure is invaluable

Ecology Market Report out now!

Tue, 06 Jan 2026 11:01:26 GMT

2025 Ecology Market Report out now!

The past 12 months have been both enjoyable and positive for Embankment Group, despite the challenging economic conditions, we successfully launched our new freelance ecologist service line, helped around 100 Ecologists find new jobs and sponsored our first ever CIEEM event in Nottingham. Achievements we are very proud of.

As recruitment naturally started to cool on the run up to Christmas, we took the opportunity to consolidate the information from the placements we made and produce our annual ecology market report. The report is completely free and accessible by clicking this link to our website. Enjoy the read!

https://www.embankmentgroup.co.uk/salary-survey

O n behalf of us all here at Embankment Group, we wish you a happy and healthy 2026.

What did I learn from my first CIEEM event as a non-Ecologist?

Wed, 17 Dec 2025 16:28:09 GMT

What did I learn from my first CIEEM event as a non-Ecologist?

Embankment Group had the honour and privilege of attending our first CIEEM event recently and, in true recruitment fashion, we sponsored the evening dinner and drinks. We weren’t sure what to expect from the two days, but we were all excited to learn more about CIEEM, a body we had heard so much about and which is so well-respected in the industry. As recruiters, we spend our lives on the phone or exchanging messages on LinkedIn, but you just can’t beat meeting an Ecologist face-to-face to truly understand their day-to-day work and what motivates them.

We arrived halfway through the first day, settling in during lunch and joining the final talk on the Infrastructure Bill. After that, we put up our Embankment Group banner (complete with a picture of Monty the dog, our official mascot) and started networking over a few drinks. CIEEM were kind enough to invite Justin to sit at the top table with the speakers and industry leaders; it was a real pinch yourself moment to see how far we have come within the sector over the last five years. By day two, we were feeling a little jaded after perhaps one too many glasses of wine, but we dusted off the cobwebs and got stuck into the world of Ecology once again.

So, what did I learn from being surrounded by 180 Ecologists over two days?

A welcoming and supportive culture. We couldn’t have felt more part of the community. Everyone we met was incredibly generous with their time, asking about Embankment Group and sharing their own career stories while educating us on what they do.
Ecologists need a lot of equipment. We spoke with suppliers of everything from inspection cameras to bat detectors, and we now have a much better appreciation for the amount of kit an Ecologist needs to do their job.
The industry loves an acronym. Don’t test me on what they all stood for just yet, but it all sounded very impressive! This is an area we’ll need to work on to upskill, but it definitely seemed to be a running theme.
The future is bright. There are so many extremely talented young Ecologists coming through who are going to make a massive difference to the sector. From marketing to surveying, there are some amazing young people in this space.
Technology is shaping the role. There was a lot of talk about how tech can support the way an Ecologist works. There are many exciting improvements on the horizon, but always with a conscious approach to avoid indirectly affecting the environment.
The market is skill-short. From a recruitment perspective, it’s clear the market is skill-short, which means Embankment Group can really add value.
Inspiration is everywhere. Passion, enthusiasm, and drive filled every room. It was truly inspiring to see so many people pulling in the same direction to a make a real difference.

We aren't Ecologists, and we certainly looked more like Recruiters travelling up from London, but I feel we now know much more about the field than we did before the event. This added knowledge will help us better understand our clients’ needs and gain a deeper insight into our candidates' challenges, ultimately helping more Ecologists find their dream jobs.

Thank you for having us and for being so welcoming. We look forward to supporting CIEEM at future events.

Sam

Fatigue in the Ecology Sector and Its Impact on Staff Retention

Thu, 13 Nov 2025 11:42:16 GMT

Fatigue in the Ecology Sector and Its Impact on Staff Retention

At Embankment Group, we speak with hundreds of ecologists every month and the feedback is consistent: ecology is an incredibly rewarding sector but long, physically demanding and often unsociable hours, particularly for junior staff, have a significant impact on retention.

Fatigue affects both physical and mental well-being. Carrying equipment for fieldwork, enduring long journeys and working extended hours can lead to exhaustion, stress and burnout. Mental fatigue also affects concentration, decision-making and data accuracy, adding pressure to already demanding roles.

When ecologists consistently feel overworked, job satisfaction declines and the likelihood of leaving increases. This is a frequent reason ecologists turn to Embankment Group for career support and recruitment assistance.

High staff turnover poses particular challenges in ecology, especially on large infrastructure projects requiring long stays away from home and limited opportunities for learning and development. Recruiting and training new staff is time-consuming and costly and projects can suffer when the right expertise is unavailable.

Addressing fatigue is essential for retaining staff but how are companies tackling this issue?

Many businesses have found that a robust ecology focused TOIL scheme is essential. The best schemes allow ecologists to rest when they need to even during the peak survey season.

Forward-thinking companies are also engaging freelance ecologists on a day rate or ‘price per job’ basis. This approach underpins their TOIL scheme, allowing staff to rest when needed, while providing access to specialist skills in areas that might otherwise be difficult to cover, helping companies win more business.

Investing in technology is another way to reduce labour-intensive tasks. AI algorithms can now analyse large volumes of images, videos and sensor data in minutes, a task that may take an ecologist weeks to complete. By speeding up fieldwork, automating analysis and providing data-driven insights, AI makes ecological work more efficient (and in some cases more reliable).

By combining these approaches, the ecology sector can protect its workforce, improve job satisfaction and retain the skilled professionals needed to deliver high-quality conservation outcomes.

Supporting ecologists’ well-being is not just good practice, it is critical for the sustainability of the sector.

Mergers and Acquisitions in Ecology: Are They Helping or Hurting the Sector? | Embankment Group

Wed, 08 Oct 2025 13:48:42 GMT

Mergers and Acquisitions in Ecology: Are They Helping or Hurting the Sector?

As someone who has spent years recruiting Ecologists across the UK and Ireland, this is a question I find myself reflecting on during early walks through the Surrey Downs with my cocker spaniel, Monty.

Mergers and Acquisitions (M&As) are nothing new. Some make headlines, while others quietly reshape the industry behind the scenes. In theory, they bring efficiency, growth and opportunity. But are they having a negative impact on the ecology sector, and more importantly, on ecologists themselves?

I’m Justin, Co-Director of Embankment Group, an ecology recruitment agency specialising in permanent ecology roles and freelance ecologists. Over the past five years, we’ve worked closely with consultancies, conservation charities and developers across the UK. Earlier this year, we launched our freelance ecology division, led by Nathan, which has quickly become a trusted partner for many businesses seeking short term ecological expertise.

During this period, we’ve seen at least fifteen major mergers and acquisitions within the ecology sector. Often, we hear about them first from concerned employees seeking career advice or testing the job market before any formal announcements are made. Interestingly, our recruitment experience suggests that while uncertainty does arise, many businesses take real care to retain staff and improve working conditions after acquisition.

From a broader industry perspective, consolidation can have mixed outcomes. Fewer independent ecological consultancies mean fewer employment options for ecologists, and less competition across the market. This can stifle innovation in ecological consulting and reduce diversity in project approaches.

Small consultancies often possess strong local knowledge and long standing relationships with wildlife trusts, planning authorities and conservation charities. When these businesses merge or are acquired, that specialist insight can be lost along with the personal touch that smaller firms bring to ecological work.

Of course, M&As also offer advantages. They enable businesses to expand rapidly, access new markets, and attract top ecological talent without incurring significant recruitment costs. From an employee perspective, many ecologists tell us they have gained better job security, clearer career progression, and access to senior mentors after their company joined a larger group.

So, are mergers and acquisitions truly harming the ecology sector? The answer is not straightforward. Where cost cutting and consolidation dominate, negative effects are inevitable. But for many ecology professionals, these structural changes are creating new opportunities and broader exposure to complex environmental projects.

As an ecology recruitment specialist, Embankment Group continues to support ecologists through these changes, whether you are seeking a permanent ecology role or a freelance contract. While the landscape is shifting, the demand for skilled, passionate ecologists remains strong. Mergers and acquisitions may reshape the sector, but they will not diminish the vital work ecologists do every day to protect and restore our natural world.

Primary keywords used:

Ecology recruitment
Ecology recruitment agency
permanent ecology roles
freelance ecologists
mergers and acquisitions ecology sector

Secondary keywords included:

ecological consultancies
ecological careers
ecology jobs UK
environmental recruitment

Should a CV be two pages long?

Mon, 15 Sep 2025 14:19:44 GMT

Should a CV be two pages long?

Controversial recruitment topic incoming… should a CV be no more than two pages!?

Arguably the first and most important point in starting your job search and a question that I get asked on a daily basis. Although there is no right or wrong, as someone who lives and breathes recruitment, I am always happy to offer some advice. Having seen over 18,000 CVs in my recruitment career (15 years x 240 working days x 5 CVs a day, that must be wrong, feels like a lot more), there are a few things that I have picked up.

So if you are sitting down over the weekend with a cup of tea ready to write your CV, here are a few tips that will help you on your way.

Firstly, the biggest question in recruitment… should your CV be only two pages!? A topic that has divided and caused rifts in many recruitment teams since the dawn of recruitment time. So what’s the answer? Well, if it goes over two pages on to a third, even a fourth, it really is completely fine. As long as the content adds value and you aren’t writing paragraph after paragraph for the sake of it, if it ties back to your profession, then keep it in. Just make sure any blocks of text are concise and to the point.

With that in mind, ensure you go into the most detail about your current role and what is important in that position or the vacancy you are applying for now. Although you may have some good customer service experience from working on the ticket office at Charlton FC (Nathan Warwick), you don’t need a paragraph on it. Include the dates and job title as it shows good tenure in the position, but instead go into detail about your current or previous role. That’s going to be the most useful and spoken about at interview.

Specifically for Ecology, but of course applicable to all sectors, if you haven’t got tons of direct experience or are new to the industry, as many entry-level ecologists are, then think about any volunteering, qualifications, ecology licences or environmental university modules that are connected and make them stand out. This will be of interest and good conversation starters for any interviews. Also, if you are working towards or have sent an application, include it in your CV. The headline is, if it adds weight and stays on topic and you’re not waffling then stick it in. The CV is to get you that interview, so make sure you shout about your environmental successes and make them stand out!

So, that’s all sorted then. Should a CV be only two pages? Well, yes and no, it doesn’t really matter. Just make sure it’s useful, factual, and engaging for the sector you work in. Simples!

Sam Thorne

Co-Founder and Director

Ecology skill shortage?

Wed, 20 Aug 2025 12:54:13 GMT

Are we heading for an even greater skills gap in the ecology jobs sector?

“My name is Justin, I’m co-founder of Embankment Group, alongside my two incredibly skilled business partners, Nathan Warwick and Sam Thorne. We launched Embankment Group (specialists in ecology recruitment) towards the back end of the pandemic when our former employer decided to remain a remote operation, working this way just wasn’t what we’d signed up for we enjoyed each other’s company, we wanted to learn from each other (you never stop learning, by the way, no matter how senior you are in a job), and as sales people in a recruitment startup, our camaraderie gave us a level of motivation that you simply don’t get from collaborating on teams’.

But here’s the problem: there’s a major skills gap in the ecology sector that makes filling ecology jobs hard, and I mean really hard. It was already tough before the pandemic, and now it’s bloody ridiculous. The habits and demands of our nation of workers has changed… remote and flexible working is here for good (and for the better). Our lives are more balanced, we are being given more autonomy to work, and in turn….to live.

The demands of long survey hours, late nights completing bids and reviewing urgent reports for designers and developers take their toll on employees. We’ve also reached a point (actually we’ve been here for some years) where emerging Ecologists just aren’t getting the same support and training they were five or so years ago. Combine that with a growing shift towards freelance working, and the skills gap is widening at a frightening rate.

So how do we fix it?

From a job market perspective, I see too many fledgling Ecologists stuck in a cycle of seasonal work for big consultancies. These businesses should offer longer-term employment options, not just six-month contracts. I also firmly believe freelance work should be something you turn to when you’re at the top of your game. If you leave mainstream employment too early, without the development you need, you narrow your options, reduce your job security and are unable to pass on knowledge and skills to junior Ecologists.

Whatever the solution ends up being, Embankment Group exists to support the incredible people working in the ecology sector. With the tireless work of our clients and most importantly, YOU….hopefully the tide will turn.”

embankmentgroup

How to Position Yourself for Promotion in the Ecology Sector

An interview with Dan Carpenter, Executive Coach for Ecologists

An interview with Dan Carpenter, Executive Coach for Ecologists

Why Ecologists Should Attend Conferences and Expos?

Why Ecologists Should Attend Conferences and Expos?

Imposter Syndrome in Ecology: Why So Many Ecologists Experience It and How to Overcome It

Imposter Syndrome in Ecology: Why So Many Ecologists Experience It and How to Overcome It

What Early Career Ecologists Should Look for in Their First Role

What Early Career Ecologists Should Look for in Their First Role

Ecology Market Report out now!

2025 Ecology Market Report out now!

What did I learn from my first CIEEM event as a non-Ecologist?

What did I learn from my first CIEEM event as a non-Ecologist?

Fatigue in the Ecology Sector and Its Impact on Staff Retention

Fatigue in the Ecology Sector and Its Impact on Staff Retention

Mergers and Acquisitions in Ecology: Are They Helping or Hurting the Sector? | Embankment Group

Should a CV be two pages long?

Should a CV be two pages long?

Ecology skill shortage?

﻿