Fact: hiring corporate affairs professionals in the current climate isn’t an easy task. The very function of corporate affairs has changed significantly, and simply knowing your way around a press release won’t cut it anymore. Where the role was once about media relations and reputation management, today’s corporate affairs professionals are responsible for navigating policy change, ESG scrutiny, stakeholder pressure and internal alignment. All while working to drive corporate trust. It’s a minefield. And the stakes are higher than ever. This shift means businesses need to reassess the shape of their corporate affairs teams, and the skill sets required to succeed in these increasingly multi-dimensional roles. In other words, organisations need to prioritise hiring talent with the right skills, experience and mindset.
The role of modern corporate affairs professionals
Today’s corporate affairs professionals must respond to external challenges such as regulatory changes or media scrutiny while also proactively influencing policy discussions, shaping corporate purpose and ensuring consistent messaging across all stakeholders. This means, a new skillset is required. For example, where they might once have focused on reactive media handling during a crisis, they’re now expected to anticipate regulatory trends, engage with policymakers and align ESG communications with both business strategy and investor expectations. Internally, they act as bridges between leadership, employees and other departments to maintain alignment and reinforce a coherent corporate narrative. This broadens their remit from being primarily spokespersons to becoming strategic advisors who help shape business decisions.
The cost of getting it wrong
In 2025, companies need to take their reputation seriously. In fact, the link between reputation and financial performance is becoming increasingly obvious. Among FTSE 350 companies, reputation accounted for 30% of total market capitalisation in 2024. That’s an estimated £719 billion. Clearly, if corporate affairs professionals can’t keep up, the risk isn’t just reputational, it’s financial.
This is particularly true when it comes to ESG communications. ESG controversies are costing companies millions of dollars annually. And with ESG scrutiny intensifying and political discourse becoming more polarised, corporate affairs professionals are expected to strike a careful balance between authenticity, transparency and risk.
What hiring teams should look out for
Hiring for corporate affairs requires more than excellent media or PR credentials. As the function evolves, employers should be looking for professionals who can:
- Think strategically across functions
- You’re looking to bring communications, public affairs, ESG, and policy insight together.
- Advise senior leaders with credibility
- The right candidate will be able to offer calm, considered counsel, even during complex or high-stakes moments.
- Communicate with clarity and consistency
- Corporate affairs professionals need to be able to communicate across audiences, regions and channels when necessary.
- Manage risk without creating noise
- Reputational decisions must align with broader business goals. The right corporate affairs professional will know how to make sure this is the case.
- Understand the regulatory environment
- Solid understanding is critical, particularly when it comes to ESG, AI and sustainability issues.
At the senior end of the market, the best corporate affairs professionals are already operating as connectors across policy, brand, employee experience and investor relations. They bring political literacy, cultural awareness and commercial awareness in equal measure — and they know how to turn pressure into progress.
Hiring with precision and purpose
Organisations must carefully assess where the role sits. Is it strategic or purely support? A clear remit will attract the right calibre of talent.
Use scenario-based interviews to test real-world thinking. Candidates should demonstrate how they would handle AI rollouts, ESG backlash or regulatory change.
Evaluate their stakeholder management skills. Can they balance the needs of the board, media, employees and external watchdogs? What evidence do they provide?
Finally, resilience matters. Look for professionals who have thrived amid pressure, ambiguity and reputational risk.
The most effective corporate affairs professionals translate complexity into clarity and convert stakeholder tension into trust. Hiring the right person is no longer just a communications decision, it’s a strategic imperative.
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