Recruiting energy trading talent when attention is elsewhere
Periods of volatility are an inherent feature of energy and commodities markets. Sharp price movements, geopolitical developments and shifting supply dynamics place immediate demands on trading desks, where focus naturally shifts towards execution, risk management and protecting performance.
While this environment creates opportunity on the market side, it introduces a different dynamic in hiring. As activity intensifies, the availability and responsiveness of the people businesses most want to hire becomes more constrained.
For organisations looking to build or strengthen their teams, this requires a more deliberate and informed approach. Something we’re advising our clients on right now.
Availability does not disappear but it does change
Obviously in volatile conditions, high-performers are typically more embedded in day-to-day activity.
In practical terms, this means candidates are less likely to engage as much in traditional hiring processes. Response times extend, scheduling becomes more difficult, and exploratory conversations are deprioritised.
However, this should not be mistaken for a lack of openness to new opportunities.
Our experience is that the underlying drivers of mobility remain in place, even during periods of market intensity. What changes is the way in which those conversations need to be initiated and managed. Engagement becomes more selective, more purposeful and more dependent on relevance, which means that while things can take longer, candidate interest in genuinely dial-moving career opportunities doesn’t diminish.
Recruitment process design becomes a differentiator
In more stable conditions, hiring processes often accommodate multiple stages, extended timelines and a degree of flexibility around decision-making. In volatile markets, this approach can quickly lead to loss of momentum.
Gaps between interviews become more pronounced, and candidates who are already operating at capacity are less inclined to re-engage after delays. At the same time, internal alignment can become more challenging as hiring competes with other operational priorities.
In our experience organisations that continue to hire effectively in these conditions tend to adopt a more structured approach. This does not necessarily mean accelerating every stage, but rather ensuring that each stage has a clear purpose, that decision-makers are aligned early, and that timelines are communicated and maintained.
Candidate engagement requires greater precision
Outreach that might generate interest in quieter periods is less effective when candidates are focused on the market. Generic messaging or loosely defined opportunities are more easily ignored when time is limited.
More successful engagement is typically characterised by a clearer articulation of why the opportunity is relevant, both in the context of the individual’s current role and the broader market environment. This includes demonstrating an understanding of the markets they operate in, the strategies they are exposed to, and the challenges they are likely navigating.
At Charles Levick, this is where depth of market knowledge and long-established relationships become particularly important. Many of the conversations we have with candidates are ongoing, rather than transactional, which allows us to engage at the right moment with context and credibility.
Rather than relying on volume of outreach, the focus is on targeted, informed conversations that recognise the constraints candidates are operating under.
Maintaining momentum requires active management
One of the more consistent challenges in volatile markets is the loss of momentum between stages of a hiring process. Even short delays can result in candidates disengaging, not necessarily by choice, but because their attention is redirected elsewhere.
Maintaining engagement therefore requires a more active approach. This includes clear communication of next steps, timely feedback after each stage, and an understanding of when flexibility is required. This is where a great recruiter can and should do the heavy lifting on your behalf.
We work closely with both clients and candidates throughout the process to ensure that expectations are aligned, that communication remains consistent, and that potential issues are addressed early.
This level of involvement becomes particularly valuable when external factors, such as market conditions, are influencing behaviour on both sides.
Counteroffers and competing priorities increase
Strong market conditions tend to reinforce retention efforts within trading businesses. High-performing individuals are more visible and more critical to performance, particularly when markets are active.
As a result, counteroffers become more common, and internal incentives are often adjusted to retain key talent. At the same time, candidates may reassess the timing of a move, weighing immediate opportunity against current performance and market exposure.
Navigating this requires a clear understanding of individual motivations. While compensation remains an important factor, decisions are often shaped by a broader set of considerations, including platform, risk appetite, leadership and long-term positioning.
Our approach is to develop a detailed understanding of these drivers over time, allowing for more informed and realistic conversations when opportunities arise.
Staying close to the market is essential
Perhaps the most significant differentiator in volatile conditions is proximity to the market itself. Hiring strategies that are disconnected from current trading conditions are more likely to encounter friction.
Because we operate exclusively within trading, risk and analytics markets, our perspective is informed by continuous interaction with both clients and candidates across key hubs. This provides a real-time view of how market conditions are affecting behaviour, availability and decision-making.
It also enables us to advise on timing, process design and candidate engagement in a way that reflects current realities, rather than assumptions.
Conclusion
Volatility does not remove access to talent, but it does change the conditions under which that talent can be secured.
Organisations that recognise this and adapt their approach accordingly are better positioned to navigate the challenges it presents. This involves designing processes that reduce friction, engaging candidates with greater precision, and maintaining momentum in an environment where attention is limited.
Above all, it requires an understanding that hiring, like trading, is influenced by timing, context and execution.
