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After more than twenty-five years recruiting resilience professionals, I've learned something that surprises many candidates: job descriptions are rarely perfect representations of the role an organization is actually trying to fill. Some are built from outdated templates. Others have been expanded over time as resilience programs matured. Many combine a hiring manager's wish list, HR language, compliance requirements, and responsibilities inherited from previous roles. Incre

Organizations across the resilience profession continue to report that critical positions are taking longer to fill. We’ve recently assessed this trend in a Resilience360 Market Intelligence posting. The explanation is often attributed to a shortage of qualified talent, yet that doesn't fully explain what many organizations are experiencing today. After more than 25 years specializing in resilience staffing and research, I believe two independent trends are converging to fun

A recent Resilience360 Market Intelligence post sparked one of the most engaging discussions I've seen in quite some time. The data was straightforward. Across more than 250 resilience job descriptions, the average role now spans 5.5 different disciplines, and 55% of Resilience roles combine both Business Continuity and Crisis Management. The comments, however, told a much bigger story. Some professionals questioned whether organizations are searching for "resilience unicor

One statistic from this week's hiring analysis immediately caught my attention. Nearly 60% of the active resilience roles we're currently tracking have already been reposted at least once. Even more telling, nearly one-third have now been reposted multiple times, and several have remained open for more than nine months. At first glance, it would be easy to assume this simply reflects today's competitive hiring market. There is certainly some truth to that. But after more than

As organizations begin planning budgets and strategic initiatives for the coming year, resilience leaders are asking important questions about priorities, technology investments, regulatory requirements, and program maturity. But one question often doesn't receive enough attention until it's too late: Do we have the right people in place to accomplish what we need to achieve? After more than 25 years supporting resilience programs around the world, one thing has remained re

If you're currently looking for a new opportunity, let me start by saying something that many professionals need to hear: The hiring process has changed. After more than 25 years recruiting within the resilience profession, I can honestly say today's job market looks very different than it did even five years ago. Companies receive hundreds of applications for a single position. Internal HR teams are sourcing candidates directly through LinkedIn. Artificial intelligence is sc

Organizations continue to invest millions of dollars into strengthening resilience capabilities. Cybersecurity platforms, operational resilience initiatives, crisis management technology, emergency notification systems, recovery environments, governance frameworks, third-party risk programs, and consulting assessments have all become critical investments as organizations attempt to navigate an increasingly complex operational landscape. Yet despite these investments, many org

Over the past few years, LinkedIn has quietly evolved from “an online resume” into one of the most powerful career positioning tools available. In many cases, employers and recruiters see your LinkedIn profile before they ever see your resume. Before a phone call. Before an interview. Before you even know an opportunity exists. Fair or not, your profile is often your first impression, your reputation, and your personal brand all rolled into one. The interesting part? Many pro

If you’re a hiring manager in business continuity, crisis management, IT disaster recovery, emergency management, cyber resiliency, or third-party/supplier risk, you’ve likely asked a familiar question lately: “Why is this role still open?” At first, the process feels manageable. The requisition is approved. The job is posted. HR begins sourcing. Resumes start coming in. But then the weeks pass. The applicant volume may look healthy on the surface, yet the shortlist remains

There’s a narrative gaining traction across LinkedIn and job search communities that deserves a closer look. It usually starts with a message that sounds helpful, even insightful: “Your resume is only a 20% match for the ATS. That’s why you’re not getting interviews.” On the surface, it feels plausible. There’s technology involved. There’s a percentage. It sounds like a measurable problem with a clear fix. But the reality is far less definitive and far more concerning in how

Your experience usually isn’t the issue. How it’s coming across on paper is. After 25+ years recruiting in the resilience space, I can tell you, most resumes don’t miss because someone lacks experience. They miss because the value isn’t obvious, or it’s not positioned in a way that resonates with hiring managers. I see incredibly strong professionals get overlooked all the time simply because their resume isn’t telling the right story. Here are five of the most common pitf

Hiring top talent in resilience, risk management, business continuity, crisis management, IT service continuity, and cybersecurity requires looking beyond technical qualifications. Technical certifications, framework knowledge, and operational experience remain important. However, technical capability alone does not reliably predict success in real-world resilience roles. What truly differentiates top resilience professionals is their ability to lead through disruption, inf

There’s another shift happening in the job market that we urgently need to talk about. It’s not about compensation. It’s not about hybrid vs. remote. It’s about scammers and their growing presence on LinkedIn, particularly targeting professionals who are openly seeking career assistance. If you think this is rare, it’s not. The stories will make your head spin. Over the few months, I’ve had resilience professionals forward screenshots of outreach that looked completely le

If you’ve spent any time reviewing resumes lately, whether as a hiring manager, recruiter, or industry advisor, you’ve likely had the same reaction more than once: “This looks… polished, but empty.” AI tools like ChatGPT have made resume writing faster and more accessible than ever. But they’ve also created a new problem: resumes that look good at first glance yet fail to reflect real expertise, leadership, or impact, especially in specialized fields like resilience, business

The Challenge A large, globally operating organization recognized that while its resilience program was well established, leadership lacked a clear, objective context on how the program compared to peers, and whether current funding, staffing, and governance were sufficient to meet rising operational, regulatory, and third-party risk demands. Executives were asking increasingly sophisticated questions: Are we investing at the right level compared to organizations like us? Ho

There’s a shift happening in the job market that we don’t talk about enough. It’s not about salaries. It’s not about hybrid vs. remote. It’s not even about the shrinking talent pool. It’s about trust. And if you’re a hiring manager in business continuity, ITDR, crisis management, emergency management, cyber resilience, or third-party/supplier risk, this trust shift is quietly shaping your ability to hire, whether you realize it or not. LinkedIn Has Become “Too Loud”, A

I want to start with something heartfelt, because it matters. If you’ve been laid off, are job searching longer than expected, or feel discouraged by what you’re seeing online, I see you, and I understand. I’ve been in your shoes, and after 25+ years talking to resilience professionals through every market cycle, I know how stressful and isolating this season can feel. And in a year like 2025, full of hiring freezes, budget delays, and shifting work models, it’s understand

If you’re a hiring manager in business continuity, crisis management, IT disaster recovery, emergency management, cyber resiliency, or third-party/supplier risk , you may have found yourself asking a familiar question lately: “Why is my job still open?” Weeks turn into months, and despite dozens, or even hundreds, of applicants, your shortlist remains thin. You know what great talent looks like. You’ve described it clearly. And yet the right candidates just aren’t surfacing.

Before you launch into your next job search, it’s worth taking a strategic pause. The biggest mistake many professionals make when seeking a new role is starting the journey without knowing exactly where they want to go. They update their résumé, scroll through job boards, and send applications, often without a clear sense of what truly aligns with their skills, values, and long-term aspirations. In short, they set out on a trip without entering a destination in the GPS. Defi

Resilience programs are only as strong as the people leading them. Yet despite growing visibility across business continuity, disaster...