{"id":53531,"date":"2026-03-05T11:18:44","date_gmt":"2026-03-05T11:18:44","guid":{"rendered":"https:\/\/www.cartermurray.com\/?p=53531"},"modified":"2026-04-15T14:00:43","modified_gmt":"2026-04-15T14:00:43","slug":"how-climate-focused-companies-can-hire-best-in-class-sales-talent","status":"publish","type":"post","link":"https:\/\/www.cartermurray.com\/de\/regional-focus\/us\/how-climate-focused-companies-can-hire-best-in-class-sales-talent\/","title":{"rendered":"How climate focused companies can hire best in class sales talent"},"content":{"rendered":"\n<div class=\"wp-block-columns alignwide post-content-columns is-layout-flex wp-container-core-columns-is-layout-28f84493 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:66.66%\">\n<p>Climate tech is scaling from a niche to a mainstream growth engine. <\/p>\n\n\n\n<p><a href=\"https:\/\/www.sightlineclimate.com\/research\/40-5bn-and-8-uptick-as-power-demand-drives-25-investment\">Funding is rebounding, policy is reshaping markets, and corporate buyers are moving from pilots to deployment, yet many founders and CROs still struggle to land the enterprise sellers who can turn momentum into revenue<\/a>. <\/p>\n\n\n\n<p>In 2026, the winners in climate won\u2019t just have superior tech; they\u2019ll have sales teams that <a href=\"https:\/\/www.svb.com\/trends-insights\/reports\/future-of-climate-tech\/\">understand regulated markets, complex procurement, and the economics of decarbonization, and can build repeatable go\u2011to\u2011market machines<\/a>.<\/p>\n\n\n\n<p>This playbook sets out how climate\u2011focused organizations, across software, hardware, infrastructure, and services, can consistently hire best\u2011in\u2011class sales talent.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-start-with-the-market-reality-demand-is-strong-but-talent-is-scarce-and-selective\">Start with the market reality: demand is strong, but talent is scarce and selective<\/h2>\n\n\n\n<p><a href=\"https:\/\/hgbr.org\/climate-techs-resilient-growth-amid-global-investment-surge\/\">Despite policy noise, climate tech investment remained resilient in 2025. Venture and growth capital climbed to about $40.5B, up 8% year over year<\/a>, with outsized interest in grid, flexibility, and electron\u2011centric solutions pulled by AI\u2011driven power demand. That demand signal is pushing commercial hiring in categories closest to deployment.<\/p>\n\n\n\n<p>At the same time, climate leaders face a structural talent shortage. Specialist capabilities remain scarce, and most roles across companies are evolving as sustainability moves from side\u2011of\u2011desk to core operations. <a href=\"https:\/\/www.bcg.com\/publications\/2025\/talent-strategy-climate-transition-redefining-work\">That means the best candidates have options, and attrition risk is high without a compelling people strategy<\/a>.<\/p>\n\n\n\n<p>Bottom line: you are fishing in crowded waters. Your hiring strategy must reflect a market where elite sellers (and sales leaders) can be choosy.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-define-best-in-class-for-climate-sales-by-segment-motion-and-constraints\">Define \u201cbest in class\u201d for climate sales, by segment, motion, and constraints<\/h2>\n\n\n\n<p>Great sales talent in climate is context\u2011specific. Before you write the job description, align on the go\u2011to\u2011market motion you need to scale.<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Enterprise, complex infrastructure<\/strong> (e.g., storage, grid, industrial decarbonization): multi\u2011stakeholder selling, RFP procurement, public\u2011private interfaces, project finance literacy, and comfort with long sales cycles. These sellers quarterback cross\u2011functional teams and de\u2011risk delivery with partners<\/li>\n\n\n\n<li><strong>B2B climate software<\/strong> (e.g., carbon accounting, energy data, electrification planning): <a href=\"https:\/\/www.bcg.com\/publications\/2025\/talent-strategy-climate-transition-redefining-work\">consultative discovery with finance, operations, and sustainability buyers<\/a>; ability to tie to audit\u2011ready reporting and cost savings; expertise in integrations and security<\/li>\n\n\n\n<li><strong>Channel\u2011led or developer\u2011led motions<\/strong> (e.g., heat pump platforms, DERMs, EV infrastructure): partner ecosystem building, onboarding playbooks, and co\u2011marketing; capacity to navigate permitting and utility interconnection realities that shape deal timing<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-hire-for-commercial-acumen-plus-climate-literacy\">Hire for commercial acumen plus climate literacy<\/h2>\n\n\n\n<p>In 2026, climate hiring is shifting from \u201cgreen degrees\u201d to impact skills<a href=\"https:\/\/enkingint.org\/recruitment-trends-in-2026-for-climate-carbon-markets\/\">. Employers prioritize candidates who can translate climate intent into measurable outcomes, revenue, regulatory compliance, and customer impact<\/a>. For sales roles, that means combining market understanding, client\u2011facing confidence, and data\u2011backed decision\u2011making.<\/p>\n\n\n\n<p>Strengthen your assessment with scenario\u2011based, skills\u2011first methods:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Business case pitch<\/strong>: ask candidates to construct a deal strategy for a named account (e.g., a utility, manufacturer, or logistics operator), mapping stakeholders, budget sources (opex vs. capex), incentives (e.g., IRA), and risks (permitting, interconnection, policy)<\/li>\n\n\n\n<li><strong>Regulatory fluency checkpoint<\/strong>: test comprehension of the customer\u2019s regulatory context (e.g., emissions reporting, climate risk disclosure, safety codes) and how it affects product positioning and procurement steps<\/li>\n\n\n\n<li><strong>Multi\u2011party proof management<\/strong>: simulate coordination with product, policy, and deployment teams to de\u2011risk delivery and accelerate time\u2011to\u2011value<\/li>\n<\/ul>\n\n\n\n<p>Skills\u2011based hiring is increasingly standard across high\u2011scarcity domains because it scales evaluation beyond pedigree and reduces time\u2011to\u2011hire for hard\u2011to\u2011find profiles<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-build-a-sourcing-engine-where-top-climate-sellers-are\">Build a sourcing engine where top climate sellers are<\/h2>\n\n\n\n<p>The best candidates do not live on generic job boards. In climate tech, sourcing is increasingly community\u2011based and niche platform\u2011centric. Visibility in climate\u2011native communities and data sources expands your reach to passive candidates:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Monitor <a href=\"https:\/\/www.climatetechlist.com\/\">ClimateTechList<\/a> for live openings, companies, and community activity to map where talent flows across verticals (energy, transport, buildings, carbon)<\/li>\n\n\n\n<li>Track <a href=\"https:\/\/www.trueup.io\/climate\/reports\">TrueUp<\/a> climate job data to benchmark role mix and geography, sales remains among the largest categories, with Bay Area, LA, and Austin leading US location clusters<\/li>\n\n\n\n<li>Engage specialist sales recruiters, like Carter Murray, with deep climate networks; they can compress cycles for executive and quota\u2011carrying roles<\/li>\n<\/ul>\n\n\n\n<p>Meanwhile<a href=\"https:\/\/jobgether.com\/blog\/2025-remote-work-trends-what-the-data-tells-us-about-the-global-hiring-landscape\">, remote work matured rather than disappeared. Most \u201cremote\u201d jobs still have geographic constraints (time zones, payroll), and fully location\u2011agnostic roles are rare.<\/a> Design your search accordingly and be explicit about coverage territories and travel expectations.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-win-on-employer-brand-purpose-is-table-stakes-proof-is-the-differentiator\">Win on employer brand: purpose is table stakes, proof is the differentiator<\/h2>\n\n\n\n<p>Climate\u2011aligned purpose opens doors, but elite sellers want receipts. They will evaluate whether your mission is operationalized in product, roadmap, and leadership behavior. Investment in employer branding pays off when it moves beyond slogans to measurable commitments and transparent compensation.<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Make compensation transparent<\/strong> in job posts (base, OTE, equity, accelerators). Pay transparency is rapidly becoming standard and lifts response rates from high\u2011caliber candidates<\/li>\n\n\n\n<li><strong>Publish your evidence<\/strong>: lifecycle methodologies, third\u2011party assurance, deployment metrics, and case studies that survive CFO scrutiny. <a href=\"https:\/\/www.bcg.com\/publications\/2025\/talent-strategy-climate-transition-redefining-work\">Climate talent is increasingly data\u2011driven and will self\u2011select into credible stories<\/a><\/li>\n\n\n\n<li><strong>Activate leadership voices<\/strong>: executive\u2011led and employee\u2011generated storytelling materially improves employer brand signal in noisy channels<\/li>\n<\/ul>\n\n\n\n<p>Most organizations still lack a consistently<a href=\"https:\/\/public-cdn.hr.com\/VendorLeadUploads\/form_1736871057542\/HRdotcom-State-of-Employer-Branding-2025-Research-Report-AllSponsors-Final.pdf\"> applied employer brand strategy, an opportunity for climate companies to out\u2011execute with integrated talent marketing that connects mission, product, and GTM outcomes.<\/a><\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-design-competitive-climate-savvy-compensation-for-sales\">Design competitive, climate savvy compensation for sales<\/h2>\n\n\n\n<p>Compensation remains decisive for top performers, and climate markets add nuance:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Structure OTE for long cycles<\/strong>: for infrastructure and public\u2011sector deals, calibrate quotas and accelerators to account for longer procurement and milestone\u2011based billings, otherwise you will misalign incentives and churn talent<\/li>\n\n\n\n<li><strong>Balance base and variable by motion<\/strong>: enterprise infrastructure sellers often need higher base and milestone\u2011based SPIFFs; SaaS motions can sustain higher variable because sales cycles and recognition are faster. <a href=\"https:\/\/www.payscale.com\/compensation-trends\/the-state-of-the-tech-job-market-2025\">(Broader tech pay data in 2025 indicates targeted premiums for scarce skills.)<\/a><\/li>\n\n\n\n<li><strong>Add mission\u2011linked kickers<\/strong>: consider bonuses for verified emissions impact or project commissioning milestones, aligning rewards with both revenue and climate outcomes. (CFOs in climate cite regulatory and deployment realities as primary concerns; tying compensation to delivery de\u2011risks churn.)<\/li>\n<\/ul>\n\n\n\n<p>Benchmark equity ranges by stage and sector peers; climate funds tightened in 2025, but later\u2011stage, deployment\u2011ready platforms still attracted larger checks, <a href=\"https:\/\/www.shrm.org\/topics-tools\/research\/2025-talent-trends\">candidates will compare your equity narrative to that funding reality.<\/a> &nbsp;<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-shorten-your-process-and-professionalize-candidate-experience\">Shorten your process and professionalize candidate experience<\/h2>\n\n\n\n<p>The best climate sellers are busy closing revenue. If your process is slow or unclear, they will opt out.<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Target 21\u201328 days from first call to offer<\/strong> for AEs\/enterprise sellers; build a crisp three\u2011stage loop: hiring manager screen \u2192 practical exercise \u2192 panel with CRO\/CEO or functional peers. Most organizations still struggle to fill roles; disciplined processes improve acceptance<\/li>\n\n\n\n<li><strong>Timebox feedback<\/strong> within 48\u201372 hours between stages; give explicit prep guidance for the business case exercise. Employer brand investments are rising precisely to improve conversion on critical roles<\/li>\n\n\n\n<li><strong>Offer flexible scheduling and virtual steps<\/strong>: mature remote hiring practices (virtual interviews, structured onboarding) broaden your candidate pool without degrading signal<\/li>\n<\/ul>\n\n\n\n<p>High\u2011touch process and speed signal operational excellence, vital to sellers who must defend your execution credibility with customers.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-use-talent-intelligence-to-plan-and-avoid-emergency-hiring\">Use talent intelligence to plan (and avoid emergency hiring)<\/h2>\n\n\n\n<p>Headcount budgets are steady but targeted in 2026; the emphasis is on precision hiring and upskilling over volume. <a href=\"https:\/\/www.linkedin.com\/pulse\/2026-hiring-trends-end-of-year-outlook-symphony-talent-a2lee\/\">Build rolling workforce models that forecast sales coverage by territory and vertical, and start exec searches earlier than you think<\/a>.<\/p>\n\n\n\n<p>What to track:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Funding and policy cadence<\/strong> in your segment (e.g., interconnection reform, local content rules, incentives) to anticipate where buyers will unlock spend and where you will need boots on the ground<\/li>\n\n\n\n<li><strong>Competitor hiring<\/strong> for overlapping territories and ICPs; most green hiring is happening inside \u201cnon\u2011green\u201d titles and functions, so do not limit signal to sustainability roles<\/li>\n\n\n\n<li><strong>Lead times by role<\/strong>: executives and first\u2011line sales managers (front\u2011line enablement) take longer; start 3\u20136 months ahead of need, with calibrated interim coverage<\/li>\n<\/ul>\n\n\n\n<p>Proactive planning reduces the cost of vacancy and protects pipeline integrity when growth arrives.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-upskill-and-retain-your-best-recruiter-is-a-strong-enablement-engine\">Upskill and retain: your best recruiter is a strong enablement engine<\/h2>\n\n\n\n<p>Given scarcity, you will not be able to hire every capability off the shelf. Many climate priorities can be met by evolving existing roles with targeted training, not just greenfield hiring. <a href=\"https:\/\/www.bcg.com\/publications\/2025\/talent-strategy-climate-transition-redefining-work\">Between <strong>25% and 50%<\/strong> of roles will need to adapt to sustainability priorities, with pressure concentrated in a few functions, prime territory for structured enablement and talent mobility.<\/a><\/p>\n\n\n\n<p>Practical moves:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Sales enablement with climate depth<\/strong>: provide modular training on incentives, policy shifts, emissions accounting basics, and sector\u2011specific buyers. Hiring is shifting from credentials to impact skills; reinforcement is how you scale them<\/li>\n\n\n\n<li><strong>Manager\u2011led coaching<\/strong>: embed deal reviews that explicitly examine regulatory risks, commissioning paths, and partner dependencies<\/li>\n\n\n\n<li><strong>Career paths<\/strong> into product, policy, or partnerships to keep high potentials engaged, and to cross\u2011pollinate domain knowledge across teams. Organizations that combine upskilling with flexibility recruit and retain more effectively<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-decide-when-to-augment-contractors-and-interim-leaders\">Decide when to augment contractors and interim leaders<\/h2>\n\n\n\n<p>In a market shaped by uneven demand and project\u2011based deployments, augmented teams and interim executives can be strategic bridges, especially as you stand up new regions or verticals. Remote staff augmentation remains widely used; companies are blending internal teams with contract specialists and AI\u2011enabled workflows to accelerate output without permanent headcount.<\/p>\n\n\n\n<p>For sales, consider:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Fractional CROs or RVPs to codify playbooks, forecast models, and coverage while you run a full\u2011time search<\/li>\n\n\n\n<li>Specialist enterprise captains on contract to shepherd lighthouse deals to close, particularly where public\u2011sector or utility procurement is involved<\/li>\n<\/ul>\n\n\n\n<p>Treat augmentation as a capability transfer program, not a stopgap; tie contracts to clear knowledge hand\u2011offs and internal upskilling.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-a-step-by-step-hiring-blueprint-for-climate-sales\">A step by step hiring blueprint for climate sales<\/h2>\n\n\n\n<ul start=\"1\" class=\"wp-block-list\">\n<li><strong>Clarify motion and metrics<\/strong><br>Define the sales motion you are scaling (enterprise direct, channel, PLG\u2011assist) and the milestones you must hit by quarter (pipeline coverage, new logos, ARR, contracted MW\/MWh, facilities commissioned). Then draft an ideal candidate profile tied to those outcomes<\/li>\n\n\n\n<li><strong>Design a skills\u2011based assessment<\/strong><br>Replace generic interviews with a practical case covering buyer mapping, policy\/incentives, risk mitigation, partner strategy, and a ninety\u2011day plan. Score with a rubric<\/li>\n\n\n\n<li><strong>Source where climate sellers live<\/strong><br>Activate climate communities and specialist partners; build talent pools in advance for priority territories. Expect \u201clocal remote\u201d constraints and state them clearly<\/li>\n\n\n\n<li><strong>Publish transparent compensation<\/strong><br>Share base, OTE, equity range, and accelerator mechanics up front; tailor to cycle length and delivery milestones<\/li>\n\n\n\n<li><strong>Move fast with a three\u2011stage loop<\/strong><br>Timebox to four weeks; provide crisp feedback and prep. Use virtual steps to widen access and reduce friction<\/li>\n\n\n\n<li><strong>Onboard for impact<\/strong><br>Enable on policy, incentives, and deployment realities; pair with solutions engineers and policy leads; set first\u2011ninety\u2011day territory and account plans<\/li>\n\n\n\n<li><strong>Retain and grow<\/strong><br>Invest in manager coaching, structured enablement, and cross\u2011functional rotations. Track seller\u2011level win rates against complexity factors (e.g., permitting, interconnection) and tune compensation and resources accordingly<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"h-the-takeaway\">The takeaway<\/h2>\n\n\n\n<p>Climate\u2011focused companies cannot afford generic hiring. The market is maturing, capital is concentrating around deployment\u2011ready solutions, and buyers are demanding execution proof. Best\u2011in\u2011class sales talent in climate blends enterprise craft with regulatory fluency and systems thinking. You will win them by designing a sourcing and assessment engine that speaks their language, by proving your climate and commercial credibility, and by moving decisively with transparent, fair offers.<\/p>\n\n\n\n<p>Do this well and you do not just hire great sellers, you build a GTM capability that converts climate ambition into durable, compounding revenue. If you are looking to hire great sales talent for your organization, please <a href=\"https:\/\/www.cartermurray.com\/submit-a-vacancy\/\">submit a job description<\/a>, we\u2019d love to help!<\/p>\n\n\n\n<p>Or if you are looking for a new sales job, check out <a href=\"https:\/\/www.cartermurray.com\/jobs\/?_job_region=us\">our latest roles<\/a>.<\/p>\n<\/div>\n\n\n\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:25%\">\n\t<div class=\"hd-block hd-block-author\" id=\"block_0c5478b84280e519019eceea82ddbd2a\">\n\n\t\t<div class=\"eyebrow-group\">\n\t\t\t<h3 class=\"hd-block-job__title is-style-eyebrow eyebrow-group__title\">Author<\/h3>\n\t\t<\/div>\n\n\t\t<div class=\"cards cards--people\">\n\n\t\t\t\n<div class=\"card card--person post-53297 hd_person type-hd_person status-publish has-post-thumbnail hentry hd_person_sector-commerce-and-industry hd_person_seniority-principal-recruiter hd_person_specialism-business-development hd_person_specialism-communications hd_person_specialism-digital-marketing hd_person_specialism-marketing hd_person_specialism-sales hd_person_location-us\" id=\"block_0c5478b84280e519019eceea82ddbd2a-person-53297\">\n\n\t<div class=\"card--person__inner\">\n\n\t\t\n\t\t\t<figure class=\"card__image-wrapper\">\n\t\t\t\t<a href=\"https:\/\/www.cartermurray.com\/de\/consultants\/zuzana-loderova\/\"><img loading=\"lazy\" decoding=\"async\" width=\"300\" height=\"300\" src=\"https:\/\/www.cartermurray.com\/wp-content\/uploads\/sites\/3\/2022\/04\/CMGLOBAL_Placeholder-Headshot-300x300.jpg\" class=\"card__image test\" alt=\"carter murray headshot placeholder\" sizes=\"(max-width: 600px) 100vw, (max-width: 781px) 50vw, (max-width: 1023px) 40vw, (max-width: 1200px) 25vw, 370px\" srcset=\"https:\/\/www.cartermurray.com\/wp-content\/uploads\/sites\/3\/2022\/04\/CMGLOBAL_Placeholder-Headshot-300x300.jpg 300w, https:\/\/www.cartermurray.com\/wp-content\/uploads\/sites\/3\/2022\/04\/CMGLOBAL_Placeholder-Headshot-1024x1024.jpg 1024w, https:\/\/www.cartermurray.com\/wp-content\/uploads\/sites\/3\/2022\/04\/CMGLOBAL_Placeholder-Headshot-150x150.jpg 150w, https:\/\/www.cartermurray.com\/wp-content\/uploads\/sites\/3\/2022\/04\/CMGLOBAL_Placeholder-Headshot-768x768.jpg 768w, https:\/\/www.cartermurray.com\/wp-content\/uploads\/sites\/3\/2022\/04\/CMGLOBAL_Placeholder-Headshot-1536x1536.jpg 1536w, https:\/\/www.cartermurray.com\/wp-content\/uploads\/sites\/3\/2022\/04\/CMGLOBAL_Placeholder-Headshot.jpg 1564w\" \/><\/a>\t\t\t<\/figure>\n\n\t\t\t\t\t\t<div class=\"card__titles\">\n\t\t\t\t\t\t\t<h2 class=\"card__title\"><a href=\"https:\/\/www.cartermurray.com\/de\/consultants\/zuzana-loderova\/\">Zuzana Loderova<\/a><\/h2>\n\t\t\t\t\t\t\t\t<h3 class=\"card__subtitle\"><a href=\"https:\/\/www.cartermurray.com\/de\/consultants\/zuzana-loderova\/\">Principal Recruiter<\/a><\/h3>\n\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t<div class=\"card__location\">US<\/div>\n\t\t\t\t\t\t<div class=\"card__email\">\n\t\t\t\t<a class=\"card__contact-link card__contact-link--email\" href=\"mailto:zuzanaloderova@cartermurray.com\">zuzanaloderova@cartermurray.com<\/a>\n\t\t\t<\/div>\n\t\t\t\t\t\t<div class=\"card__tel\">\n\t\t\t\t<a class=\"card__contact-link card__contact-link--tel\" href=\"tel:+16467179849\">+1 646 717 9849<\/a>\n\t\t\t<\/div>\n\t\t\t\t\t\t<div class=\"card__linkedin\">\n\t\t\t\t<a class=\"card__contact-link card__contact-link--linkedin\" target=\"_blank\" href=\"https:\/\/www.linkedin.com\/in\/zuzana-loderova-382a461a\/\">Connect<\/a>\n\t\t\t<\/div>\n\t\t\t\n\t<\/div>\n\n<\/div>\n\n\n\t\t<\/div>\n\n\t<\/div>\n\n\t\n\n\n\t<div class=\"hd-block hd-block-jobs is-style-reduced is-template- alignwide\" id=\"block_7d37fcde3cf4b1809eddf007efd1b22a\" style=\"\">\n\n\t\t\n\t\t\t<div class=\"eyebrow-group\">\n\n\t\t\t\t\t\t\t\t\t<h3 class=\"hd-block-job__title is-style-eyebrow eyebrow-group__title\">Jobs<\/h3>\n\t\t\t\t\t\n\t\t\t<\/div>\n\n\t\t\t\n\t\t<div class=\"cards cards--jobs\">\n\n\t\t\t\n<div class=\"card card--job post-54223 job_listing type-job_listing status-publish hentry\" id=\"block_7d37fcde3cf4b1809eddf007efd1b22a-job-54223\">\n\n\t<a class=\"card__link\" href=\"https:\/\/www.cartermurray.com\/de\/job\/senior-growth-manager-54223\/\">\n\n\t\t\n\t\t\t<ul class=\"card__tags\">\n\n\t\t\t\t\t\t\t\t\t<li class=\"card__tag card__tag--srgroup_job_industry\">Legal<\/li>\n\t\t\t\t\t\t\t\t\t\t<li class=\"card__tag card__tag--srgroup_job_contract\">Permanent<\/li>\n\t\t\t\t\t\n\t\t\t<\/ul>\n\n\t\t\t\t\t\t<h4 class=\"card__title\">Senior Growth Manager<\/h4>\n\t\t\t\t\t\t<div class=\"card__content\">This Senior Growth Manager role sits in a leading global law firm with a key focus on driving revenue growth of one of their leading practice areas. You will work with a truly globally connected team to help build opportunities from existing client relationships and opportunity spotting new ones for this high quality firm. You [&hellip;]<\/div>\n\t\t\t\n\t\t<ul class=\"meta__list meta-list--icons\">\n\n\t\t\t\t\t\t\t<li class=\"card__published-date meta__item\"><span class=\"meta__item-label\">Posted<\/span> <span class=\"meta__item-value\">Ver\u00f6ffentlicht vor 2 Tagen<\/span><\/li>\n\t\t\t\t\n\t\t<\/ul>\n\n\t\t\n\t\t<p class=\"card__read-more\">Read more<\/p>\n\n\t<\/a>\n\n<\/div>\n<div class=\"card card--job post-54118 job_listing type-job_listing status-publish hentry\" id=\"block_7d37fcde3cf4b1809eddf007efd1b22a-job-54118\">\n\n\t<a class=\"card__link\" href=\"https:\/\/www.cartermurray.com\/de\/job\/international-business-development-manager-54118\/\">\n\n\t\t\n\t\t\t<ul class=\"card__tags\">\n\n\t\t\t\t\t\t\t\t\t<li class=\"card__tag card__tag--srgroup_job_industry\">Legal<\/li>\n\t\t\t\t\t\t\t\t\t\t<li class=\"card__tag card__tag--srgroup_job_contract\">Permanent<\/li>\n\t\t\t\t\t\n\t\t\t<\/ul>\n\n\t\t\t\t\t\t<h4 class=\"card__title\">International Business Development Manager<\/h4>\n\t\t\t\t\t\t<div class=\"card__content\">This International Business Development Manager role sits in a leading global law firm and you will work across several practice groups internationally and help drive forward the BD strategy directly with your partner group. 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