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.
Highly Professional Value Roles
Business Critical Roles
Business Critical Roles
Business Critical Roles
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 Studies
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.
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.
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.
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.
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.