Into Debbie's Eye - How to Survive a Cyclone

Fabio Caragliano • April 3, 2017

It’s 7am in the morning, 28th March 2017. I sit on my bed, totally in the dark, counting every second as if it’s the last one. The air is humid like I’ve never experienced before, almost unbreatheable. I check my phone, hoping to get any signal.. but nothing. I sit and wait, trying to think something of positive, but still nothing. All I can hear is a strong wind that won’t stop beating on the windows. I’m silent, my eyes are lost, my mind is steadily racing, my heart pumping faster than ever and thinking about having breakfast would just make me feel even worse. Now, all I can think about is.. what if..? What should I do now? A sequel of life’s frames rolling through my mind.

25th March , I flew from Sydney to Airlie Beach with a friend, excited to visit the heart of the Great Barrier Reef. I planned a tour with a charter flight over the ocean and continue then with a cruise and snorkelling. Beautiful videos that I saw pictured this trip as something amazing. As soon as I landed it was sprinkling, I put on my rain coat and after a while I had to take it off as the sun came out again. I decided then to stay in the city and enjoy what I could, even if the weather didn’t allow me to do what I wanted. A little bit later, I walked up the hill to get to the house I booked through Airbnb. From their terrace, I could enjoy a great view, we were surrounded by palms and rainforest.

The next day , I read the news, and I realised something that I thought would exist just in the movies. Cyclone Debbie, a Category 5 cyclone was building. I realised I had to find a way to escape…..Flight from Proserpine to Sydney for today? Nothing.. what about Brisbane? Nothing!! After a few hours I received an email where my flight back to Sydney scheduled for Monday was cancelled. The first thing I did was to call my Manager; alerting him to the situation. A simple text or email wouldn’t have been enough to express my feeling in that moment. I spent the rest of my day checking all over the news and social media of how the cyclone was building and which direction it was taking. Every 2 hours I could notice that it was not going where it was meant to go, further North, but instead it was bearing down on Airlie Beach. All over the news, all we were told was to evacuate the area.

Thankfully, the warning notices said that my house was in a ‘white spot’ and that it was not necessary to evacuate as the water from the ocean wouldn’t flood into the streets up where I was. I spoke to the neighbours to understand what to do if was to indeed occur. They kindly took me to the closest supermarket to buy enough food for the days following as I would then spend the rest of the time close to home. Tuna, tomatoes, water, nuts.. food which would not require cooking or cooling. I then had a call with one of my colleagues and asked her to do some of my tasks which I wasn’t able to complete from Airlie Beach. My very kind neighbours invited me over for some pasta and wine. It was the best moment of my stay here. We could laugh for a moment and forget about tomorrow, but still, I couldn’t get ‘Debbie’ out of my mind.

The next day , I packed my bag and hid it somewhere in case the worst happened. All the chairs and the table that were on the balcony were piled up in the dining room. Would the window be strong enough to resist the 200km/h winds?! At 11.00am the cyclone hit. The wind created such a noise it reminded me of a jet engine. I walked across the kitchen and I thought the wind lashing against the windows could blow them in at any moment. I decided to stay in my room and rest, hoping the time would fly faster. The wind was keeping me awake and I expected to hear some damage or broken glass very soon. After about 2 hours, there was silence…it was quite eery and this was actually the eye of the cyclone! I went next door to ask my neighbours and they told me that we were right in the eye. We could even see some blue sky. I couldn’t believe it, I was right there in the middle. I thought to myself, what the hell am I doing here?? Why couldn’t I just stay in Sydney and work?

Why didn’t I watch the news more closely through the week? Why was the airline still flying in to Proserpine the day before? For five hours I was in my room and it was still dark.. and Debbie is more devastating than it was before we were in the eye. She is ‘walking away’ at a pace of 10km/h - she was a very slow moving cyclone, meaning more damage and devastation. I wished this all could finish as soon as possible, and it seemed like the never ending waiting was testing everybody’s nerves. I’m not able to communicate with anybody, including my parents, who are in Italy, anxiously waiting to hear from me.

29th March – I can’t believe I’m still here! I don’t have any internet connection to check what’s happening, and it’s been 35 hours of nonstop strong wind and rain. I would like to book a flight to get back home, but unfortunately I can’t. Wait wait wait! The water has been cut off and that’s starting to be a huge issue now..!

30-31 March : I’m still here… and all flights are still cancelled. Water and electricity are still cut off. The supermarket has finally reopened, full of people trying to buy what is left.

03 April: I finally got back to Sydney office. What an unforgettable experience.

Find the job you love I Find the right talent
Get in touch with people2people
Australia   I    United Kingdom

In business since 2002 in Australia, NZ, and the United Kingdom, people2people is an award-winning recruitment agency with people at our heart. With over 12 offices, we specialise in accounting and finance, business support, education, executive, government, HR, legal, marketing and digital, property, sales, supply chain, and technology sectors. As the proud recipients of the 2024 Outstanding Large Agency and Excellence in Candidate Care Awards, we are dedicated to helping businesses achieve success through a people-first approach.

Recent articles

The Rise of Temp and Contract Hiring: A Win-Win in the UK Market

By Maddy Laing • May 19, 2025
As businesses continue to navigate economic uncertainty, temporary and contract hiring has emerged as a flexible and strategic solution in the United Kingdom. With companies needing to adapt quickly to shifting market conditions, this hiring model is proving increasingly relevant. Temporary roles are no longer just short-term fixes; they are playing a significant role in long-term talent strategies. According to Maddy Laing, Senior Recruitment Consultant at people2people, this hiring shift is being driven by caution around long-term commitments. "When businesses aren't sure about what the next few months look like, committing to a permanent role does sometimes feel like too much. That's when a temporary contract hire comes in." "Temps can be brought in really quickly, often within a day or even a couple of hours" In today’s landscape, agility is everything. Temp staff help businesses respond rapidly to seasonal demands, cover long-term absences like maternity leave, or support project-based work. Financially, this approach often proves cost-effective—companies only pay for the hours worked, avoiding many of the additional expenses tied to permanent roles. Host Liz Jones, UK Managing Director at people2people, explores both sides of the temp hiring equation. On the business side, it’s about flexibility, fast onboarding, and lower risk. For job seekers, it’s about opportunities to gain skills, expand networks, and even transition to permanent employment. Laing points out that despite the hesitation some candidates feel about temporary roles, the experience gained can be a major career booster. "You get the chance to build new skills, work in a different environment, work for a different team or company and learn new systems as well," she says. "That kind of experience can really make a difference in the long term and make you more marketable for permanent roles." Some temporary roles also offer higher pay due to urgent needs or niche skill requirements. And in many cases, exceptional temporary employees are offered permanent positions when companies want to retain their talent. For recruitment agencies, strong performers are often placed repeatedly across valued client accounts. Flexibility is another key advantage. For those between permanent jobs or seeking work-life balance, temporary roles offer the freedom to work for a few months and then take a break. And with longer placements, many temp workers receive the same benefits as permanent staff, including the possibility of remote work. As Laing summarises, "Versatile, efficient, and often comes with a lot of big opportunities. That's probably the most impressive thing we always see with temp and contract work."  In today’s dynamic market, overlooking temporary and contract roles might mean missing out on valuable career and business opportunities. Whether you’re an employer looking to stay agile or a job seeker navigating a transitional period, this hiring model offers real value and potential.

Temporary Hiring as Strategy: Why UK Businesses Must Rethink Flexibility in 2025

By Liz Jones • May 19, 2025
In today's rapidly evolving UK job market, businesses are re-evaluating how they approach hiring. With economic shifts, digital transformation, and workplace flexibility becoming more prevalent, temporary hiring is emerging not as a short-term fix, but as a strategic tool for long-term growth. On a recent PTP Live episode, host Hannah Slee and guest Maddy Laing, Senior Recruitment Consultant at people2people, discussed this very shift. The conversation focused on dismantling outdated myths around temp roles and spotlighting how companies can use them as a powerful workforce strategy. "Temp hires today can be a really big strategic fix" Temporary roles have traditionally been seen as a last resort—a bandaid solution to cover staff absences or urgent vacancies. But as Laing explains, the game has changed. "Because of massive changes around economic uncertainty, new regulations, even AI and digital transformations, the way temporary hires are looked at is really evolving." These roles now often bring in skilled consultants, project leads, and industry experts who opt for temp work due to the flexibility and variety it offers. Businesses are also using temp hiring as a way to test new positions or headcounts without the risk of permanent commitment. In effect, temp staff provide not only capacity but also fresh perspectives and innovation. Slee adds, "Temp talent isn't just a safety net. It's really a competitive advantage." Companies can onboard quickly, scale up efficiently during peak periods, and stay agile in times of change—all without the overheads associated with permanent roles. Moreover, the quality of temp candidates has seen a significant uplift. As Laing notes, "The quality of temp work and the quality of temp hires and jobs has also really changed for the positive." Far from being a fallback, temporary work can drive significant value and often leads to longer-term opportunities. Another rising trend is using temp roles as a pipeline for permanent hires. When a temporary employee proves to be a great fit, many businesses are keen to retain them permanently, turning a short-term solution into a long-term asset. Businesses that continue to view temp hires as a last resort may find themselves missing out on talent, efficiency, and adaptability. The smartest organisations are already integrating flexible hiring into their broader strategy, recognising that these professionals can fill immediate needs while fuelling innovation and growth. As Laing summarises, "If you're still thinking of temp hires as a last resort, then I definitely think you're really missing out on a lot of potential."  In a job market where 72% of professionals are considering a job change, it's clear that flexibility and strategic hiring are more important than ever. Whether you're navigating transformation, covering a gap, or planning for growth, now is the time to rethink the role of temporary staff in your business.

Job Hunting Abroad: Practical Steps for a Smooth Move to the UK

By Maddy Laing • May 19, 2025
As international travel opens up and more professionals seek overseas opportunities, finding work abroad remains a compelling yet complex challenge. For those eyeing a move to the United Kingdom, preparation is the critical factor that separates a smooth transition from a stressful one. While visa options are fairly accessible for Australians relocating to the UK, securing employment is often the real hurdle. According to Maddy Laing, Senior Recruitment Consultant at people2people, the initial excitement of moving abroad is quickly followed by the practical challenge of job hunting. "Doing your research before you arrive makes all the difference," she says, emphasising that preparedness is key to navigating the UK job market effectively. "Make sure you have your status set to the correct country" One of the first and most impactful steps a job seeker can take is updating their LinkedIn profile. Laing stresses that setting your job search status to the correct location—like London rather than your current city—helps recruiters find you. It provides visibility and signals intent. "LinkedIn is a huge advantage and a really big network people need to look into, especially when you're moving to a new job and looking for new work." Work eligibility is another cornerstone of successful job applications. As Laing points out, being able to clearly explain your visa status is essential. Recruiters and employers need immediate clarity on whether a candidate can be legally hired, and uncertainty here can lead to delays or lost opportunities. Connecting with local recruiters before arriving is another strategic move. Beyond job matching, recruiters offer invaluable market insights—like which roles are in demand, realistic salary expectations, and industry trends. "Even if you're not ready to apply just yet, those early conversations can set you up with better expectations and a clearer understanding of the landscape," says Laing. Preparation extends to researching local salaries, which may not match what candidates earn in their home country. Factors like cost of living, supply and demand, and economic shifts all play a role in salary levels. Laing notes, "Just because you earn a certain salary in a previous country, doesn't mean that you're going to earn that same salary where you're going." A personal and professional network is also invaluable. Reaching out to former colleagues, friends, or even LinkedIn connections can lead to opportunities that haven't hit the open market yet. Laing encourages prospective movers to engage with their network early: "Put a post out there, start to chat to people, connect on their posts, and opportunities may come through that way." Host Hannah Slee, Recruitment Manager at people2people, adds that the UK job market is showing cautious optimism. With employment up and vacancy rates stabilising, there's reason for hopeful candidates to be encouraged. While traditional sectors like retail continue to face challenges, areas such as tech, professional services, and immersive technologies are experiencing growth. That said, some challenges remain. Unemployment has slightly increased, and economic inactivity remains high, driven largely by longer-term health issues. These trends continue to shape talent availability and influence hiring strategies across sectors. If you're planning a move to the UK, the key takeaways are clear: start early, make use of digital tools like LinkedIn, be transparent about your work eligibility, and tap into local recruiter expertise. Aligning expectations with local realities and activating your network could make all the difference in your overseas job search. Laing concludes with a reassuring message: "If you're planning to move to the UK and to London, definitely we can help you with your job search or any questions that you may have." For professionals ready to embrace the UK job market, a proactive and informed approach will pave the way to success. 

Is Your Business Ready for the Financial Year? Strategic Hiring Insights

By Liz Jones • May 19, 2025
As the United Kingdom edges closer to a new financial year, businesses across the region are taking stock of their hiring strategies and workforce plans. A recurring theme is the importance of readiness, especially in a market where timing and preparation can make or break recruitment outcomes. According to recent insights, many companies remain uncertain about headcount budgets and future role requirements. This hesitation often stems from a lack of clarity in strategic planning, making it increasingly difficult to align recruitment with business goals. In today’s hiring landscape, the ability to plan ahead and forecast talent needs is no longer a luxury—it's essential. Recruitment experts are observing a notable shift. No longer are businesses simply approaching agencies with job specifications. Instead, they seek comprehensive market insights, including salary benchmarks and team structuring advice. This proactive engagement indicates that organisations are beginning to understand that recruitment strategy is deeply entwined with overall business success. "Strategic planning isn't just a financial thing" Maddy Laing, Senior Recruitment Consultant at people2people, highlights a common issue: "A lot of businesses do need to be prepared and think that they should be prepared. But once you actually dig into the details, especially around recruitment, there's usually some gaps that do need attention." Laing notes that businesses frequently fall into a reactive hiring mode, only deciding on needs once the new quarter has begun. This often results in top candidates being snapped up by more prepared competitors. "When you do recruit within a reactive process, chances are that the top candidate's already gone," she says. The shift towards strategic recruitment is echoed by Liz Jones, UK Managing Director at people2people, who notes, "Businesses aren't just coming to us with job specs. They're asking for market insights, salary trends, even advice on team structure. That early planning really makes such a difference." To combat recruitment pitfalls and build stronger hiring frameworks, both experts advocate for a structured approach. The first step is to review past recruitment patterns: which roles were hardest to fill, where growth occurred, and where gaps still exist. This data provides a solid foundation for future hiring plans. Next, it’s crucial to align hiring goals with business objectives. Whether expanding into a new region or launching a new product, understanding the type of team needed to support these initiatives is key. Laing advises, "Make sure that they are matching and in alignment... what kind of team will you need to support this and how is that going to be different to what you may have hired last year?" Retention also plays a critical role. Planning is not solely about acquiring new talent but also about keeping existing staff engaged and in the right roles. As Jones points out, "Maybe you don't need to hire many if you're investing in developing your current team." Final advice for businesses looking to stay ahead in the financial year? Collaboration. Laing stresses, "Don't plan in isolation... talk to your internal recruitment team, talk to hiring managers... and even some of your current employees." The more perspectives gathered, the stronger and more effective the hiring strategy. In a competitive market like the UK, strategic recruitment planning isn’t just beneficial—it’s essential. With the financial year fast approaching, now is the time for businesses to shift gears, adopt a proactive stance, and ensure that their hiring strategy supports long-term growth.

Employee Monitoring: Is Your Oversight Strategy Hurting Retention?

By Liz Jones • April 16, 2025
Over half of UK employees would consider quitting if they discovered their employer was monitoring them, according to recent research. With 85% of businesses admitting to tracking screen activity and website usage, employee trust is at risk. In this blog, people2people’s UK Managing Director Liz Jones explores the impact of surveillance on workplace culture, stress, and retention. Learn how to strike the right balance between oversight and autonomy, with practical strategies to build a trust-first culture that supports both performance and wellbeing. Is your business protecting productivity—or pushing your top talent away? Read more to find out.

Latest Media Features

Get in touch

Find out more by contacting one of our specialisat recruitment consultants across Australia, New Zealand, and the United Kingdom.

Contact us