Critical Hires

Resilient specialises in addressing strategic talent acquisition challenges. With our team’s expertise, we understand the criticality of filling key roles, even in organisations facing hiring restrictions or operating at full headcount. We recognise the potential risks associated with leaving these positions unfilled and are dedicated to providing effective solutions tailored to meet our clients’ specific needs.

Strategic or Critical Appointments

Acquiring human capital is always a strategic challenge. Even firms on hiring lockdowns or those with full headcount have key roles that cause CEO’s and CHRO’s to lose sleep if not resourced.

These are not always senior leadership positions, often they are mid­tier, but the risk they pose if left absent presents a real threat.

Defining a business critical role can be complex. Not only does it vary from firm to firm but line leaders also have strong views on which roles are essential to their function’s ability to contribute to the mission.

Our work at HRM centres on the identification and acquisition of Business Critical Talent for clients, our search solutions are specifically designed to meet these challenging needs.

We know this talent can only be found with deep insight and rigorous research, that failure to engage the best there is can have serious consequences.

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A focus on candidate Impact

Sometimes it can just feel like your firm desperately needs a role filled or you might be highly attracted to an opportunistic hire.

But these are not Business Critical hires and are best left to times when there is more certainty.

However true Business Critical roles should be recruited into irrespective of external circumstances, delay simply heightens risk and creates a more significant problem down stream.

For clarity, we divide all hiring into this four quadrant grid drawing on role mission impact and skill scarcity for X and Y axis respectively.

Impact on Business Mission & Purpose

We make your business success, our business.

Impact Analysis

Highly Professional Value Roles

  • Rare or new professional or technical skills set with specialised qualification
  • Often a significant population in a firm. Central to operation but work can be covered by others for short to mid-term absences
  • Can be highly competitive hiring pools

Business Critical Roles

  • Essential to some aspect of business continuity
  • Core to strategic development elements over the next 9 months
  • Always in demand, high value and hyper rare skillsets
  • Can be a talent demand due to unexpected and urgent, business challenge or opportunity

Business Critical Roles

  • Rare or new professional or technical skills set with specialised qualification
  • Often a significant population in a firm. Central to operation but work can be covered by others for short to mid-term absences.
  • Can be highly competitive hiring pools

Business Critical Roles

  • Important to output of organisation, generally reflective of core organisasion mission or purpose
  • Mid-level training and skills that are valued but more easily replaced or trained in others
  • Absence may cause challenge for short periods, but long-term supply channel is strong

Identifying true Business Critical Roles is particularly important during times of crisis. These periods do not last, though firms with disrupted operations know they must be cautious in how resources are focused and which commitments they make.  If your operational / service delivery is impacted or your business reputation threatened in any manner by a position being left vacant, then the chances are that is a Business Critical Role.

Case StudiesWe are committed to delivering exceptional results for our clients, and these case studies provide a glimpse into how we have helped businesses like yours achieve their goals.

01-vertical

Divisional Deployment

Divisional deployment is a key management strategy used by companies to ensure that their resources are allocated effectively to achieve specific goals within each division.

02-Vertical

Team Integration

We work with our clients to mobilise a new team & to optimise their performance to achieve specific goals. We also helped our client to improve the output, processes and team collaboration through cross-functional teams  communication and development opportunities.

03-Vertical

Software Vendor Talent

We worked with a leading Software Vendor who were blown away with the quality & accuracy of our research & delivery work plus their seamless integration into the culture and team. Our partnership helped them to achieve their goals faster, and we continue to work together to scale their operations globally.

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How can we help?

Resilient management has dedicated itself solely to the Asset / Automotive vertical from a Software Vendor, Systems Integrator and End Client Transformation perspective for over a decade. During which time we have successfully developed one of the best talent pools within this space with over 22,000 registered, assessed and qualified candidates.

With a global reach, we leave no stone left unturned when appointing for our clients. We focus on the right appointments as we often work with our appointments to build the team. We are redefining recruitment, one appointment at a time.