Coalitions and Multi Stakeholder Initiatives
Acre has placed leadership, including C-suite executives, in some of the most important multi-stakeholder initiatives in history. Our work ensures these organisations have the right talent to drive systemic change in ESG, net-zero strategies, and human rights practices. Through our global network, we support coalitions in securing visionary leaders who can accelerate sustainability goals and industry transformation.
Intergovernmental Organisations
Acre works closely with intergovernmental organisations to place senior sustainability leaders who drive global policy, climate action, and sustainable development initiatives. Our expertise ensures these organisations secure transformative leaders who can navigate complex regulatory landscapes, influence international frameworks, and accelerate systemic change.
NGOs and Charities
We work closely with non-governmental organisations, foundations and charities to source purpose-driven professionals who can amplify their mission and accelerate impact. Whether it’s recruiting executive leadership, sustainability strategists, programme managers, or advocacy leaders, Acre provides NGOs with the talent needed to influence policy, manage sustainability programmes, and drive systemic change at scale.
Government & Public Services
Acre partners with local governments to help them build sustainability-driven teams that shape policy, implement climate action plans, and drive social impact. From hiring ESG specialists to carbon accounting experts, we ensure that governmental bodies have the right talent to meet regulatory targets, engage communities, and transition towards net-zero economies.
Empowering change through sustainable leadership
Acre has a distinguished track record of partnering with NGOs, foundations, governmental, and intergovernmental organisations worldwide to identify and secure exceptional organisational leaders, non-executive directors, and thematic experts.
Notably, we are recognised for our expertise in sourcing visionary leaders for coalitions and multi-stakeholder initiatives, driving impactful collaboration and systemic change
Connect with our Team
Meet the Public & Non Profit Team
Public & Non Profit Insights
Public & Non Profit
ShowcaseInvesting time in the bakery that is a force for good
Behind every impactful role we place, every team we build and every effort we make to create systemic change for our planet and society by activating people’s potential; lies our team of passionate, sustainability-minded individuals. Our ongoing ‘Faces of Acre’ series helps us take a step back from the day-to-day to shine a spotlight on the people who make us who we are, giving them a platform to share their passions, speak up about important topics and talk about the pro bono initiatives they take part in.
This instalment relates to the work conducted by Gloria Mirrione, our Executive Director of Sustainable Finance & Impact Investing, Americas. Gloria has spent more than a decade contributing to the success story of Greyston Bakery as a board member; demonstrating the organisation’s impact (which goes beyond baking delicious brownies) through its ‘open hiring’ policy.
Greyston is a social enterprise, founded by Zen buddhist monk Bernie Glassman in 1974. The bakery has provided brownies to Ben & Jerry’s for inclusion in their ice cream products since the bakery was founded. These brownies are baked by employees who have been given a second chance in life, following various circumstances, from prison sentences to homelessness.
Why did you become a member of the board at Greyston Bakery?
Greyston Bakery is a non-profit B-Corp organisation based in Yonkers, an inner suburb of New York City, and I joined the board 12 years ago. I just loved the mission - Greyston was providing jobs to those who might not be given a chance, a job or pass a background check.
My career in executive search spans more than 20 years, and when I started in the recruitment space, I recognised how important it is to explore opportunity. Greyston utilises an open hiring practice and supports other organisations to implement this.
I went to an inspiring Dress for Success event and listened about the importance of opportunity, which fuelled my passion for this mission. Listening to the women who had gone to shelters to be protected for reasons including domestic abuse and how they were striving to make a better life for themselves, and their children, truly inspired me.
Often, they had to leave everything behind, some of the women didn't even have appropriate clothing for a job interview or know how to write a resume. It made me realise I wanted to be helpful in the acquisition of people who don't have jobs readily available to them, so I reached out to Greyston.
What is Greyston’s mission?
Greyston’s mission is “We bake brownies to employ people”. Most of the staff were unemployable for several reasons, perhaps because they wouldn't be able to pass a background check, they were coming out of incarceration, or they were formerly homeless.
A few of Greyston’s programs today include Pathfinders, the Rangers and the Workforce development initiative which partner with other local organisations who hire those we train outside of the bakery.
We started to train people in functional roles like phlebotomy, janitorial and security and were able to train people to develop their skills. But the main mission was to bake brownies to employ people deemed unemployable elsewhere.
This concept formed a strong partnership that began over 40 years ago between Greyston founder, Bernie Glassman, and the founders of Ben and Jerry’s, who were in a similar community of New Yorkers, focusing on healing the planet.
Ben Cohen and Jerry Greenfield are both very humble and wonderful human beings.
Tell us about the open hiring process
It provides people with a second chance and the data shows that when you give someone that opportunity to become employed without a background check, many will make great strides elsewhere, having built up time at Greyston.
Many have been able to come off government assistance and can provide for their children, taking advantage of an opportunity for greater success.
For the most part there is a Greyston philosophy that fosters and facilitates the environment of an organisation that looks at this as an upside in opportunity. Many positions, even some of the office positions, were from the open hiring process. We also partnered with and helped train some organisations like the Body Shop and IKEA who have dedicated or designed some of their manufacturing or retail jobs to a population of open hires.
Why does Greyston only bake brownies?
When Greyston first started, there were a few other product lines, but because of different economies of scale and the organisation’s structure, brownies became the product of sale.
There have been offshoot products of brownies, and at one point there were brownies included in the meals for overseas flights. They still sell products in Whole Foods and Acre has been kind enough to buy gifts for clients in the past, which has been a great support.
The inclusion of the Greyston brownies in Ben and Jerry’s ice cream is global and I believe a European partner will be added in 2026, due to demand.
What happens when employees leave Greyston?
When candidates disclose details when applying for a position, there are some firms that have a prohibitive barrier but are completely fine with it. Consistent job history is a proven beneficial factor.
One of the board members is a CEO and would allocate a couple of open hires per year, knowing they were hired from Greyston. There is now so much more data about open hiring in the US and how it has influenced other businesses.
These are organisations who recognise that the talent pool and population doesn’t have to look like a homogenous group of people with a degree.
What impact have you made during your time on the board?
I've made an impact in my community, raised the organisation’s profile in my LinkedIn network and brought different ideas, introducing the business to different companies (including Acre) and clients for various initiatives and programs.
I did a search for the executive director of the Detroit Land Bank, and during this time I introduced the former CEO to the General Counsel.
Detroit had, for about 10 years, a significant amount of abandoned properties and at the time, Greyston was looking at a potential overseas bakery. I suggested Detroit because there was also a tremendous amount of unemployed talent we could unlock.
I have spent time chairing several committees and helped facilitate and foster some of the updates and upkeep on some facilities.
When we’ve hosted events for Acre, we've showcased some of the products and provided the CEO with the opportunity to talk about what Greyston does and connect him with people in the sustainability space.
What is next for you?
I've been chatting with different contacts about non-profit boards. I want to ensure that the board I support has connectivity to employment. I feel that putting people to work is core to who I am.
But of course, if there was something more broadly around impact investing, then that would be another opportunity.
Through Acre we pitched for a search with an impact investor and they have asked me to join the board. They are a community-based fund, that brings together IP from different organisations and creates a financial product that they'll be selling.
I love to hear about opportunities, but I really do feel that my next non-profit board will have to be connected to employment in some way, shape and form.
Public & Non ProfitShowcaseHiring an Executive Director for the International Cocoa Initiative
Did you know that almost half of the children living in cocoa-growing areas in Côte d’Ivoire and Ghana are estimated to be involved in child labour?
Despite progress being made within the cocoa sector, the prevalence of this issue continues to be of great concern. One group on a mission to tackle this is the International Cocoa Initiative (ICI); a dedicated Foundation working together with its partners to improve the lives of children and adults at risk of child or forced labour within cocoa-growing communities.
Early last year, we were honoured when the ICI asked us to support with their search for a new Executive Director to provide visionary leadership so that the Foundation can achieve its objectives with emphasis on catalysing a responsible cocoa supply chain, a supportive and enabling environment, as well as a scaled-up, coordinated and coherent multi-stakeholder effort through innovation and learning, technical advocacy and capacity building.
So, who is the ICI?
A Swiss non-profit foundation that wants a better future for children in cocoa-growing communities. It is a multi-stakeholder initiative that unites the forces of the cocoa and chocolate industry, civil society, farming communities, governments, international organisations and donors to promote human rights, and to tackle child labour in the cocoa supply chain.
Why is the ICI uniquely positioned to drive change in the cocoa sector?
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Its sphere of influence, pool of expertise and network of partners; and
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It has been working in cocoa-growing communities in Côte d’Ivoire and Ghana for 14 years, during which it has helped advance quantified progress in the fight against child labour in cocoa.
What impact has the ICI had so far?
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Its direct actions have improved child protection for more than 422,000 children between 2015 and 2020;
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Its approaches have led to a 20-30% reduction in child labour in ICI-assisted communities; and
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It has spearheaded a 50% reduction in hazardous child labour amongst at-risk children identified by ICI’s monitoring systems.
We’re sure this explains a bit about the importance of this search, and the ICI’s need to find the best person for the position – someone who can bring the ICI’s mission and vision to life, someone who embodies the ICI’s core values, and someone who has the leadership skills required to drive meaningful change and deliver measurable impact.
How does Acre support a foundation like the ICI to fill such a prominent position?
At Acre, we recognise that our obligations stem far beyond merely placing people in jobs. We work with the most aspirational clients, like ICI, with the potential to make real change; from those who are just starting out to those who are well on the journey to crafting a legacy.
We start by telling their story.
Regardless of how well-known a client’s brand may or may not be, the sustainability space is evolving at an exponential pace, and the candidate market is more competitive than ever before. With an assignment as important as this one, we needed to ensure that candidates were aware of just how impactful the ICI’s sustainability journey has been so far, and how far it can go.
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We offered the ICI a platform to publicise their important work, and our in-house design team created a bespoke information package for prospective candidates. This highly visual document not only allowed us to bring the ICI’s vision to life, but it helped to demonstrate the time and effort that the ICI was putting into finding the right person – particularly during a year where the hesitancy to leave an existing role or re-locate was heightened.
Click here to browse the full document.
We assess each candidate's potential to lead.
The ICI’s new Executive Director would be leading a team of 160 people – all with one common goal – so finding a leader who could inspire and maintain broad support to every one of them was of the utmost importance.
Through our unique behavioural assessment technology, developed and delivered in-house, we understand the types of people, skills and behaviours required to create impact. This added real value to the search for two main reasons:
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Candidates benefitted from valuable insight into their strengths and development areas via a 1-1 feedback session with our senior development coach, Josh Jeffries.
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The ICI benefitted from objective insight into each candidate’s potential for success in this role, and were also able to open an honest, transparent conversation around development right from the get-go.
We support the successful candidate from their initial CV to their first day.
We couldn’t be more excited by the ICI’s decision to appoint Matthias Lange as its new Executive Director, and by the impact that he will have in this position. Our European recruitment team supported Matthias at every stage of the interview process and remains humbled by the outcome.
In Matthias’ words:
“I am honoured, and humbled, by the task at hand and the responsibilities ahead. Thanks to Nick’s [previous] leadership, our organisation has a strong foundation and a clear vision for the future, and I am grateful to know that I can count on the commitment of talented staff and of dedicated members and partners, to continue to improve the lives of children and their families in cocoa-growing communities. I look forward to continuing the great work Nick has started, building on these strong foundations, and working towards our collective vision of thriving cocoa-growing communities within a dignified, sustainable and responsibly managed cocoa-supply chain.”
As for his recruitment experience with Harco Leertouwer, Ricardo Pengel and Aysen Naylor, Matthias had this to say:
“Thank you, Harco. It was my pleasure to participate in this process, especially considering the outcome. Thanks again for the support, guidance, advice and professionalism through the steps of what was also for me, an excellent learning process.”
If you’d like to learn more about how a partnership like this could transform your team, please don’t hesitate to get in touch at amsterdam@acre.com or by calling +31 20 808 19 00.
Public & Non Profit Jobs
Partnership Engagement & Development Manager
Public & Non Profit
Amsterdam, Noord-Holland, Netherlands
Hybrid
Are you a master networker who is well connected with fashion brands and retailers?
Are you good at building and nurturing relationships?
Are you looking to work for an organisation that is committed to leading and driving positive change in the world and can demonstrate the impact it is making?
Acre is partnering with the Organic Cotton Accelerator (OCA) to identify its future Partnership Development & Engagement Manager. This is a great opportunity to join OCA and revolutionise the production, distribution, and consumption of organic cotton globally.
About Organic Cotton Accelerator
The Organic Cotton Accelerator (OCA) believe organic cotton is the catalyst for a truly sustainable textiles sector. As a multi-stakeholder organisation, it unites the sector to unleash the potential of organic cotton, from field to fashion, for people and the planet.
OCA envision a future where every time a farmer switches to organic cotton, there is a ripple effect of positivity; farmers earn more and their land and soils are fertile for future generations, protecting our planet. OCA call this the Organic Cotton Effect.
OCA is committing to enabling this future by creating a transparent, responsible and resilient organic cotton supply chain that prioritises delivering farmer prosperity and meeting the sector’s shared sustainability goals.
As an accelerator, OCA want to get to this future, faster. As Partnership Development & Engagement Manager, you will join a growing, dynamic, and innovative organisation. For more information about OCA and its mission: https://www.organiccottonaccelerator.org/
What will you be doing in this role?
As the Partnership Development & Engagement Manager your primary focus will be to facilitate the growth of OCA’s network of contributors, leading and supporting business development efforts with brands and retailers. Additionally, you will play a vital role in onboarding and engaging existing contributors to support the retention of OCA contributors. You will report directly to the Partnership Director and be part of the global Partnership team.
Key Responsibilities
•Lead business development efforts, focusing in particular on identifying and onboarding brands and retailers whilst also supporting conversion of other key stakeholder groupings
•Support the development and implementation of a comprehensive partnership engagement and development strategy to support the retention and growth of OCA contributors
•Conduct market research to identify potential partners and contributors, and develop compelling pitches to attract them to the OCA platform
•Utilise CRM to track and manage the OCA business development pipeline, ensuring timely follow-ups and proactive engagement with potential partners and contributors
•Create promotional materials and campaigns to attract and onboard new partners and contributors
•Provide regular reports and updates on partnership engagement and development activities, including key metrics, successes, and areas for improvement
•Use your insights and expertise to feed into and support the ongoing development of OCAs value proposition for OCA Contributors
•Act as a brand ambassador for OCA, representing the organisation at industry events, conferences, and networking opportunities
•Identify and forge strong relationships with existing OCA contributors to understand their needs, challenges, and opportunities for engagement and development
•Work closely with internal teams to create tailored engagement plans for existing OCA contributors, ensuring their continued commitment and support
Who are you, and what do you bring?
We know skills and competencies show up in many ways and can be based on your life experience. If you do not meet all the requirements listed, we still encourage you to speak to us about this opportunity.
•Proven experience in the fashion industry with understanding of Brand and Retailer operations
•Strong track record in marketing, sales, or business development, particularly in the context of partnership engagement and development
•Excellent interpersonal and communication skills, with the ability to build and maintain strong relationships with internal and external stakeholders
•Proven ability to develop tailored pitches and presentations for potential partners and contributors
•Experience in conducting market research to identify partnership opportunities and trends in the industry
•Experience using CRM software to track and manage business development pipeline
•Excellent English communication skills, both written and verbal
•Highly organized with strong time management skills, and the ability to work independently as well as collaboratively in a fast-paced environment
•Proficiency in Microsoft Office Suite and experience working with CRM software
•Customer service-oriented mindset
•Can work in a collaborative manner with a team, as well as independently.
•Comfortable multitasking and taking on diverse responsibilities within the organisation.
•Driven and delivery oriented – comfortable working with established deadlines.
•Good IT skills in Microsoft Office, particularly Microsoft PowerPoint and Microsoft Excel.
•Location: Amsterdam
Acre is supporting OCA in the hiring process for this position. If you would like to discuss this opportunity further, please get in touch with Jacopo Cesari at jacopo.cesari@acre.com
When contacting us, please mention the job title of the ad you applied for and attach an English CV or a link to your LinkedIn profile page.
Please note that only applications directly through our website/LinkedIn will be considered.
Board Trustee - Ocean Generation
Public & Non Profit
London, Greater London, England
Remote
Introducing Ocean Generation
Ocean Generation is on a mission to empower 50 million people to take Ocean action by 2030. In just 1 minute, this is who they are.
Established in 2009 by film producer Jo Ruxton, Ocean Generation has galvanised a growing wave of change by exposing the threat of plastic pollution to our health and the health of our Oceans. Their award-winning documentary 'A Plastic Ocean' was named by Sir David Attenborough as "one of the most important films of our time" and ignited mass public awareness about the impact of plastic on our Oceans. Today, as a UNESCO endorsed Ocean NGO, they address the full range of human actions threatening the Ocean with a particular focus on engaging young people.
Their vision
Is a world where everyone understands, values and cares for the Ocean.
Their mission
Is to improve Ocean Literacy across the planet, by translating complex Ocean science into engaging educational content, using film, popular culture, storytelling and the arts.
Expertise Sought
At any time, Ocean Generation need their board to comprise of an appropriate mix of relevant professional skills represented by their various trustees. They are currently particularly seeking trustees who can bring their expertise, experience and networks to bear in the areas of Charity Fundraising, Ocean Management, Marine Science, and Education (primary to tertiary, formal and informal).
They are also interested to access those with experience of major Youth environmental programme management and to seek representation from a younger generation of leaders. This second group of subject matter experts could be accessed as advisors, patrons or ambassadors, as well as through board membership.
What OG is looking for in their trustees
- A passion for the natural world and our Ocean
- Ability to think strategically, across both short and long timeframes, considering the issues of the organisation within the wider context of a complex and ever-changing external world.
- Good communication skills and a commitment to act as an advocate for Ocean Generation.
- Willingness to support marketing/fundraising activities and attend events
- A willingness to challenge and be challenged, positively
- Balanced judgement and the ability to think impartially
- A blend of relevant professional skills and experience that complement other Trustees
The following experiences would be desirable but not necessarily essential, depending on the balance offered by other Trustees
- Experience of working in the charity sector.
- Understanding and/or knowledge of charity and company law and finances.
- Ability to understand and interrogate financial and non-financial data.
- Experience of working with young people (under 25 y.o.) in a professional capacity.
Conditions
- Hiring Policy: Ocean Generation strives towards being intentionally inclusive and is committed to being an equal opportunities employer. They actively welcome and want to hear from applicants from all backgrounds.
- Salary: As with most trustee appointments, these positions are unremunerated
- Time Commitment: The board meets six times per year for approximately two hours. Pre-reading will be pre-circulated at least two working days before each board requiring no more than two hours of reading.
- Working environment: Ocean Generation's team operates virtually, working from home to maximise their investment in their charitable aims. The board similarly operates virtually through online meetings unless previously agreed by all Trustees, with the option of attending some meetings, in person, in London.
- Location: In this round, they are looking to recruit Trustees based in the UK.
If this sounds of interest, please apply directly
Interim Communications Director
Public & Non Profit
London, Greater London, England
Hybrid
(4-Month Assignment)
(UK-based) | Available to travel
Start ASAP
Are you an experienced communications leader ready to hit the ground running? We’re seeking an Interim Head of Communications to lead a high-performing team through a dynamic and impactful 4-month assignment, covering parental leave.
About the company
The organisation sets standards to ensure climate projects deliver real, measurable benefits for both the environment and communities. It helps certify carbon reductions and support sustainable development with integrity.
About the Role
Starting ASAP (with the current post-holder departing in the second week of May), you’ll steer a well-established Communications function through a busy and exciting period, while leading a small team of 3 people.
Key Responsibilities
- Provide strategic leadership to the Communications team during parental leave cover.
- Drive forward the implementation of the communications strategy and work plan, including:
- Oversight of website and print collateral, content development, and design.
- Development of thought leadership content.
- Shaping and executing the direct communications content strategy.
- Management of the digital strategy, including social media and ambassador activation.
- Media engagement and relations.
- Event strategy and delivery.
- Monitor and report on progress against communications objectives in collaboration with the Campaigns Manager.
- Lead planning and delivery of a major 2-day conference in Paris (early June), as well as other ongoing event activities.
What They're Looking For
- 10+ years of experience in a non-profit, NGO, or similar environment working in a communications capacity.
- Proven leadership in a senior communications role.
- Strong experience across digital, content, media, and events.
- Confidently managing remote teams and delivering at pace.
- Ability to start quickly and manage competing priorities with a positive, proactive approach.
If you're available immediately and excited by the opportunity to lead during a key moment, we’d love to hear from you! Please reach out to Jesse Harford for more details at jesse.harford@acre.com
Market Analysis
At Acre, our deep expertise in sustainability sets us apart from the rest. Clients and candidates alike trust us for our comprehensive insights into industry trends, talent demands, and emerging challenges. Our in-depth market knowledge allows us to provide strategic guidance and data-driven solutions, helping organisations and professionals navigate the evolving ESG landscape with confidence. Here are some of the most frequently asked questions about this dynamic market.
Meet the teamWhat are the key hiring trends for ESG-focused non-profits?
How does ESG influence leadership hiring in non-profit organisations?
What skills are most in demand for non-profit sustainability professionals?
Why is specialist recruitment crucial for ESG focussed non-profits?
How does Acre support executive search for leadership roles in non-profits?