Photo by Vardan Papikyan on Unsplash
As an executive search professional leading a boutique firm in the water and wastewater industry, it would be easy to assume that the people who dedicate their careers here do so because they have a love for water. For years, I held that belief myself. After all, how could someone thrive in this space without being passionate about the resource we all depend on?
But the longer I have worked with top talent across this industry, the more I have realized that this assumption is patently incorrect. If you polled one hundred of the most accomplished professionals in water and wastewater, you would likely receive a wide range of answers about the primary driver of why they chose this path, and many of those answers would have little to do with water itself.
This realization reshaped how I approach candidate evaluation and client alignment. Early in my career, I believed passion for water was the prerequisite to success. Today, I understand that while passion is indeed essential, it does not need to be passion for water specifically. Instead, it must be passion for some key aspect of the work itself. That is where true intrinsic motivation resides, and uncovering it is where great search work is done.
Take, for example, a chief engineer overseeing the design, construction, and operation of treatment equipment. Their core drive may not be tied to water as a resource. Instead, their passion might live in the elegance of engineering, in solving complex technical challenges, or in building systems that run reliably under pressure. For such a professional, the process, whether refining petroleum, developing renewable energy systems, or advancing water treatment, is secondary to the joy they derive from engineering excellence. If I, as a recruiter, fail to recognize this, I risk misaligning them with an opportunity that looks attractive on paper but lacks the elements that ignite their best work.
This is why discovering intrinsic motivation is the most critical part of executive search. Titles, compensation packages, and benefits may attract attention, but they rarely sustain long term engagement. What sustains performance, loyalty, and innovation is when a professional's internal drive connects directly with the demands and rewards of the role.
For organizations, this alignment is equally vital. Hiring managers often frame their needs in terms of skill sets and industry knowledge. Those matter, of course, but even the most technically gifted candidate can falter if the role does not resonate with their deeper motivation. Conversely, a candidate whose intrinsic motivation is well aligned will often grow into the role, expanding their impact beyond what the initial job description envisioned.
At Hunter Crown, my team and I have learned that our true value lies not only in sourcing resumes but in uncovering these drivers. Through careful questioning, listening, and reflection, we look beyond surface level credentials to understand what truly inspires a candidate. Is it problem solving? Is it leading teams through complex projects? Is it being part of a mission to protect public health? When we connect these motivations with the right organizational needs, that's when extraordinary placements happen.
In the end, intrinsic motivation is not a nice to have. It is the cornerstone of lasting success. As executive search professionals, our role is to illuminate it, honor it, and align it with the opportunities that allow both individuals and organizations to thrive.
Written by: Austin Meyermann, Founder and President of Hunter Crown, LLC
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