Cheyene Marling

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 Some are built from outdated templates.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. Increasingly,...

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 fundamentally change...

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 unicorns", one person...