Advancing Resilience Careers: Bridging the Gap Between Employer Expectations and Professional Growth

Resilience programs are only as strong as the people leading them. Yet despite growing visibility across business continuity, disaster recovery, crisis management, cyber, and third-party risk, the profession faces a persistent challenge: a widening gap between employer expectations and professional experiences.

As I often say, resilience isn’t just about frameworks or technology, it’s about people. And many programs don’t stumble because of processes, but because of talent gaps. Employers are seeking a mix of skills that doesn’t always exist in the talent pool, while professionals struggle to chart clear career paths and advocate for fair compensation.

This article explores the current state of the profession, the hurdles on both sides of the hiring equation, and practical strategies to bridge the gap for stronger programs and stronger careers.

The Current State of the Profession

While resilience has gained executive attention in recent years, its identity remains fragmented. Depending on the company, a “resilience” role could mean anything from IT disaster recovery to enterprise risk management to crisis communications. Titles vary, responsibilities look different from organization to organization, and there is no standardized career ladder.

This inconsistency makes it difficult for:

• Employers to define clear role requirements and salary bands.

• Professionals to plan long-term careers or evaluate their value in the market.

Meanwhile, the scope of resilience programs continues to expand. In 2024, programs on average encompassed 8.5 disciplines, up from 6.7 in 2022 and 5.9 in 2021. Functions like crisis management, emergency management, and third-party/supply chain resiliency are surging in visibility, while traditional disaster recovery staffing continues to shrink as talent migrates toward cyber and cloud roles.

The result? More responsibility, broader skill expectations, and rising pressure on a relatively small talent pool.

Employer Challenges

Employers face several pain points when trying to recruit and retain resilience talent:

• Role clarity & recruiting confusion: HR and recruiters struggle to distinguish between business continuity, DR, or resilience roles. Certifications are often misunderstood, and roles are anything but “cookie-cutter.”

• Entry-level hiring gaps: Few true entry-level candidates exist, as most professionals enter the field mid-career. Compensation bands often don’t match candidate expectations.

• Disaster recovery talent shortage: DR professionals are increasingly pivoting to higher-paying cyber or cloud paths, creating real staffing gaps.

• Recruiting realities: LinkedIn sourcing is less effective, return-to-office policies shrink candidate pools, and cold outreach yields low responses.

Professional Challenges

On the other side, professionals also face significant barriers:

• Confusing job descriptions: Roles often ask for “everything,” with unclear scope and mismatched titles.

• Limited flexibility: Remote opportunities have declined, making career moves harder without relocation.

• Compensation misalignment: Salary ranges are often misleading, with offers capped at midpoints. Growth is constrained by internal pay bands.

• Application and selection barriers: ATS filters, unrealistic criteria, and pre-filled positions discourage professionals and limit mobility.

Data Blind Spots

One of the biggest contributors to this gap is the lack of hard data.

Without benchmarking, employers “guess” when setting pay bands, often undervaluing roles. Professionals, meanwhile, lack visibility into whether they are paid fairly or how their role compares across industries.

Customized benchmarking fills these blind spots by:

• Providing a shared reality for compensation and staffing.

• Clarifying expectations around program maturity.

• Supporting evidence-based discussions with executives.

Bridging the Gap

Both sides share responsibility in closing this divide.

Employers must:

• Invest in people, not just processes.

• Define transparent roles and career paths.

• Build pipelines for early-career and cross-functional talent.

Professionals must:

• Build and communicate their personal brand.

• Network strategically to access hidden opportunities.

• Continuously upskill across resilience, cyber, risk, and leadership domains.

When employers and professionals meet in the middle, everyone wins. Transparent expectations, fair compensation, and data-driven insights build trust and ultimately strengthen both programs and careers.

Key Takeaways

• Top talent is the foundation of resilient programs.

• Employers: invest in talent like you invest in technology.

• Professionals: market your value with real data, not just certifications.

• Benchmarking is the bridge that connects employer expectations and professional aspirations.

At Resilience360 Advisory, we partner with organizations and professionals across the resilience ecosystem to deliver actionable data, insights, and talent solutions. Through customized benchmarking reports, complimentary industry-wide insights, and a trusted network of consulting and recruitment resources, we help programs define their roadmaps, secure resources, and find the right talent.

For professionals, we provide tailored support that spans resume and LinkedIn optimization, interview preparation, salary benchmarking, and compensation coaching. Whether you’re planning your next move, strengthening your leadership presence, or positioning yourself for long-term advancement, our career services are designed to meet you where you are.

With over 25 years of industry expertise, we offer both organizations and individuals practical, data-driven guidance to advance resilience programs and careers.

👉 Learn more at Resilience360 Advisory