Hiring for a purpose-driven tech company is about more than credentials, CVs, or ticking boxes.
At SR2, we work with founders and talent leaders across climate tech, green tech, clean energy, digital health, and social impact startups. One insight we hear time and time again is that the best hires aren’t always the most obvious ones.
The skills that distinguish good candidates from great ones – maintaining focus during uncertainty, adapting quickly to change, and demonstrating genuine commitment to the mission (even when results take time) – rarely stand out on a CV.
So, we’re breaking down the key attributes hiring teams should prioritise to secure high-impact, mission-aligned candidates.
What Does “High-Impact” Actually Mean?
We define high-impact candidates by the value they bring over time, not just by how quickly they can get the job done. We’re talking about key attributes that become integral in the long-term like:
- Resilience – the ability to navigate ambiguity and setbacks without losing momentum.
- Ownership – a mindset that goes beyond role descriptions to improve processes, products, and culture.
- Mission Alignment – a genuine belief in your purpose that shows up in the way they think, work, and collaborate.
A resilient, proactive, mission-aligned team is a huge benefit anywhere. But in the early days of a company, having these qualities on board can make the difference between scaling or stagnating.
Core Skills & Traits to Prioritise
Mission Alignment & Values Fit
A strong hire needs more than a surface-level interest in your mission.
Ask yourself:
Do they believe in what you’re building enough to stick around when things get challenging?
Candidates who’ve made intentional, values-led career decisions (even if non-linear) often bring more staying power and clarity than those chasing the next shiny opportunity.
Agile Learning & Adaptability
Most firms, particularly in sectors like climate, health, or the circular economy, change fast. Today’s job won’t be tomorrow’s. Look for candidates who thrive in unfamiliar territory, ask smart questions, and learn as they go.
Cross-Functional Collaboration
Mission-led work rarely happens in silos. You need people who can navigate across teams – whether that’s product, ops, data, or policy. Especially in technical roles, collaboration isn’t optional and you’ve got to be able to adapt.
Product-Minded Thinking
For engineers, this means designing with the user in mind – not just shipping features. For commercial hires, it’s about understanding how their work ties back to customer outcomes. A product mindset creates alignment across functions and reinforces mission-focused delivery.
Evidence of Impact
Not every candidate will come from the impact space. And that’s okay.
But those who’ve pursued work with a purpose, volunteered for mission-led organisations, or taken on values-driven projects tend to bring a different kind of motivation.
Potential Red Flags to Watch Out For
Performative Interest in the Mission
Candidates who namecheck your mission without demonstrating any connection to it in their actions, choices, or experiences.
Lack of Self-Awareness or Coachability
High-impact environments require learning from mistakes. If a candidate can’t reflect on theirs, they’re unlikely to grow with the business.
Over-Indexing on Prestige over Purpose
A CV filled with big names doesn’t always equal great impact. Be wary of candidates chasing titles, not outcomes.
Golden Interview Questions
Dane Keenan leads internal hiring at SR2, bringing on the recruitment talent who help our clients build mission-driven teams.
His perspective on high-impact candidates is directly shaped by what it takes to thrive in a values-led, fast-paced environment:
When I’m hiring for SR2, I’m not just looking for people who can fill roles. I’m looking for people who can grow with us, stay resilient under pressure, and stay connected to the ‘why’ behind our work. Those same qualities are just as important when it comes to building high-performing teams for purpose-driven organisations.
Here are three of the questions I often come back to when assessing high-impact potential:
- “Tell me about a time you made something better that wasn’t part of your job description.”
This reveals initiative and ownership. Have they acted like a natural builder, even without explicit instruction?
- “What drew you to our mission, and how have you supported something similar before?”
Look for authenticity. Are they connecting past actions to present interest?
- “When have you failed at something that mattered to you, and how did you respond?”
Failure is part of life – in fact, it’s essential for our development. This question tests resilience and self-awareness.
We can help.
The early team you build won’t just deliver your product. They’ll define your culture, shape your brand, and determine how your mission shows up in the world.
That’s why it pays to be intentional.
If you’re looking to hire for more than just headcount – to find people who believe in what you’re building and are ready to help you scale it – SR2’s Tech for Impact team can help.If you need help identifying mission-aligned talent, get in touch.
