Advisory: Building & Staffing

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

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

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

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.

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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

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