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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...

As we head into the new year, resilience leaders face growing pressure to define priorities, secure resources, and prove the value of...

No one is born with inherent brilliance; success in the resilience profession comes from intentional growth, consistent effort, and...

Now in its 23rd edition, the Compensation Report for Resiliency Professionals offers an in-depth analysis of the factors shaping earning...

If you're job hunting, one of the biggest mistakes you can make is diving straight into cold applications before pausing to reflect. It’s...

Business continuity and resilience management have never been more important. Organizations know they need strong continuity plans,...

CHALLENGE Our client, a major airline, faced the daunting task of implementing three critical operational upgrades within a 12-16-month period. These updates included a new plane-tracking system, the replacement of dispatch procedures, and an overhaul of the crew scheduling system. Each of these systems was integral to the airline’s daily operations, ensuring efficiency and safety across their fleet and workforce. The magnitude and complexity of these updates posed a signific

CHALLENGE A Fortune 500 retail organization was experiencing mounting concerns across four key risk areas, particularly in its crisis management and governance capabilities. While they had a functioning crisis management team prior to the pandemic, that team had shifted to serve as the COVID task force and never transitioned back. Additionally, their overall governance and oversight of crisis management lacked clarity within their broader resilience framework. Two critical

CHALLENGE A Fortune 500, publicly traded multinational conglomerate faced a critical hiring need for a Senior Manager of Global Risk & Resilience, a strategic individual contributor role responsible for leading a large division’s resilience program based in North Carolina. The ideal candidate needed a rare blend of expertise across Business Continuity, Disaster Recovery, Crisis Management, Supplier Resiliency, and Risk Management. In addition to this functional depth, the rol