After more than 30 years in talent acquisition and workforce strategy, Matt Morrissey has seen enough hiring cycles to know that the fastest answer is not always the right one. He works with high-growth organizations to understand what is driving the need, where the real risk sits, and what kind of talent will help the business move forward rather than simply fill an opening.
That perspective has made Matt a trusted partner to clients navigating growth, change, and high-stakes hiring decisions. At Reliant, he brings that same long-term view to client relationships, helping ensure the conversation stays focused not simply on making the hire, but on what success needs to look like long after the hire is made.
Dina Anderson knows that a candidate can look right on paper and still be wrong for the opportunity. As a U.S. Air Force veteran, she brings a disciplined, people-first perspective to recruiting, with an approach built around understanding the person behind the resume, what they are looking for next, and whether the role gives them a real opportunity to succeed.
She brings a proactive, thoughtful approach to identifying talent, but speed is only part of the equation. Dina pays close attention to long-term fit, candidate experience, and the factors that make a placement work for both sides. That judgment helps set the standard for recruiting at Reliant: looking beyond whether someone can do the job to understand whether the opportunity can work for both sides. It gives clients greater confidence in the people they bring onto their teams and candidates greater confidence in the opportunities Reliant puts in front of them.
RJ Noel has spent more than eight years recruiting for mission-critical environments where “close enough” talent can quickly become an operational problem. He specializes in data centers, hyperscale environments, and critical infrastructure projects, with experience supporting technical hiring across engineering, commissioning, MEP, and construction leadership.
RJ understands that technical qualifications only tell part of the story. He looks for the experience, judgment, and working style required to perform in uptime-driven environments where schedules are unforgiving and teams cannot afford unnecessary learning curves. RJ brings that technical understanding to Reliant’s critical infrastructure recruiting, helping the team evaluate candidates beyond the résumé and distinguish between someone who meets the requirements and someone who is genuinely ready for the realities of mission-critical work.
Tiffany Bradbury brings nearly 30 years of experience in military service, recruiting, and workforce operations, including 24 years in the U.S. Air Force in roles spanning logistics, technical recruiting, recruiting leadership, and accession policy. This foundation gives her a strong understanding of talent identification and the demands of high-stakes hiring.
Today, Tiffany brings that combination of recruiting discipline, operational experience, and people-first leadership to Reliant. She focuses on connecting clients with professionals who are not only qualified on paper but positioned to succeed long-term, while giving candidates the kind of thoughtful, respectful experience that has defined her approach throughout her career.
Maurice Ford knows a job title only tells part of the story. With more than 8 years of recruiting experience across defense and aerospace, big technology, fire protection, and mission-critical infrastructure, he has learned to look beyond titles and keywords to understand what someone’s experience can actually translate into on the job. For Maurice, the question is simple: Can this person solve the problem?
That perspective is shaped in part by 7 years of service in the U.S. Navy, where preparation, accountability, and execution were part of the job every day. At Reliant, Maurice brings that same practical mindset to critical infrastructure recruiting, helping identify transferable skills others may overlook while maintaining the technical and performance standards the work demands. His approach helps clients reach deeper talent pools without compromising on the reliability, judgment, and readiness required in mission-critical environments.
We are truthful, transparent, and respectful in every interaction. Ethics guide our decisions, and we strive to create balanced, honest relationships with both candidates and colleagues. We recognize that what we do directly impacts the success of our colleagues, clients, and community - and we don’t take that responsibility lightly. By consistently showing up with integrity, we build the trust that makes meaningful, lasting partnerships possible.
Ownership means being accountable for outcomes—not just tasks. We step up, take responsibility, and look beyond job titles to do what’s best for the team and the company. We’re proactive in solving problems, transparent when things go wrong, and always looking for ways to improve. We look first to what we can control instead of blaming circumstances or external forces.
We approach every challenge with curiosity, creativity, and a desire to get better. We don’t just fix problems—we question whether we’re solving the right ones. By experimenting boldly, learning continuously, and collaborating intentionally, we drive progress for ourselves, our teammates, and the business. We're not here to maintain the status quo—we're here to make it better, every day.
We lead with respect—approaching one another with openness and a genuine desire to understand. By actively listening and honoring different perspectives, we foster a culture where ideas are welcomed, individual strengths are recognized, and every win is shared and celebrated.
