Suzanna Alsayed, CEO of Hilt International Security and Founder of Evolutz describes the landscape of executive protection challenges and opportunities in Canada.
Canada has long been viewed as a peaceful neighbor to the US, and it was believed that the US would intervene if Canada faced significant challenges.
However, this perspective has shifted along with evolving geopolitical dynamics and international partnerships in recent years.
We are living in a complex and, at times, volatile political era.
This uncertainty creates distress and frustration, often manifesting as increased aggression, further emphasizing the growing need for executive protection (EP).
As I noted in the 2025 SJA Influencers Edition: “Executive protection is no longer a luxury but a necessity.”
How is executive protection perceived in Canada?
Generally, it is seen as a service reserved for celebrities and high-profile politicians, with little public interest beyond that.
In popular media, protectors are often depicted as agents of the CIA, FBI or Homeland Security, heroic figures combating threats across North America and beyond.
This portrayal is deeply ingrained in American identity. In Canada, however, similar roles are primarily handled by the Royal Canadian Mounted Police (RCMP) and the Canadian Security Intelligence Service (CSIS), though neither agency has a significant presence in the daily lives of most Canadians.
Interestingly, Canadians are more familiar with foreign intelligence and law enforcement agencies – such as Russia’s FSB and SVR (successors to the KGB), France’s National Police and Gendarmerie and the UK’s MI5 and MI6, primarily due to their representation in news, digital media and film.
This article delves into the present landscape of executive protection in Canada, highlighting essential considerations for EP agents and organizations, best practices and training that can raise operational standards, and suggestions to improve the industry’s overall reputation.
While several companies in Canada provide executive protection services, the industry operates without formal guidelines.
This oversight and flexibility means organizations are solely responsible for determining service quality and ensuring their agents meet performance expectations.
In most cases, executive protection agents are recruited from the existing pool of security guards, with entry into the field being largely informal unless one has prior experience in law enforcement or the military.
Traditionally, executive protection has been seen as a career path for those transitioning from public service and is often viewed as a role to “retire into” after completing a tenure elsewhere.
As Shamil Jabrayilov, CEO of Gray Shadows Protection noted: “A common belief is that the ideal candidates for executive protection come from law enforcement or military backgrounds.
“While these experiences provide valuable legal insights and tactical skills, many struggle to adapt to civilian life after service.
“This challenge of adaptation can initially affect their effectiveness in the private sector, as some may retain an authoritative mindset.
“Although their background is advantageous, it is essential to recognize that successfully transitioning to a civilian role requires time.
“With a proper plan and training, a successful transition will cultivate a strong agent.”
The fundamental qualifications for becoming an executive protection agent in Canada are minimal.
Generally, a security guard license and CPR, First Aid and AED certifications are sufficient.
While certain organizations may provide in-house training, hiring decisions often depend on whether a candidate meets these requirements and shows potential.
Despite the growing demand for protection services, the industry remains fragmented.
Budget constraints, competitive markets and similar service offerings often result in agencies competing for the same clients rather than collaborating.
Additionally, the sector’s branding and marketing strategies are usually uniform, making it difficult for firms to distinguish themselves.
Another challenge in Canadian executive protection is the underrepresentation of women.
While globally, women in the industry are beginning to match – and sometimes surpass – their male counterparts in skill and capability, female agents remain rare in Canada.
This lack of representation compelled me to start Hilt International Security, acknowledging the need for change and greater inclusivity in the field.
Agents should be encouraged to acquire additional designations and qualifications and be compensated accordingly for the skills and assets they bring to the table.
However, competitive margins sometimes prevent this from happening. It is rare to find an agent who offers everything you desire.
Therefore, it is also your responsibility as a business to nurture your talent and create an environment where such growth is possible.
For instance, we work with several private entities at Hilt to ensure specific service and customer care standards.
This approach to executive protection allows us to tailor our offerings to each client’s needs.
When hiring, our criteria for an agent are based on the following qualifications (not in a specific order):
Beyond core qualifications, organizations can support agents in expanding their expertise through post-secondary education, certifications, emergency response training, international experience, mechanical skills and medical response training.
Whether we realize it or not, the quality of agents entering the industry has a nationwide impact.
Until formal standards are established, differences in communication styles, business practices and interpretations of common sense will continue to shape how we interact, conduct business and provide protection.
Culture is a sensitive and often complex subject.
Communicating across cultures is riddled with invisible challenges, as nuances in language, behavior and belief systems can significantly impact interactions.
In a multicultural country like Canada, executives come from diverse backgrounds, requiring tailored approaches to security and protection.
However, much of the training available to EP agents comes from private organizations that primarily reflect national perspectives, often overlooking the intricacies of cultural intelligence.
As Kevin Palacios, Chair of ASIS International’s Executive Protection Community and author of the EPRM framework, stated: “The executive protection (EP) agent is no longer the stereotypical image of a large, muscular man wearing dark sunglasses and a suit – what many might refer to as a bodyguard.
“In 2025 and beyond, EP agents need technical skills that extend beyond reactive measures, such as shooting, fighting and evasive driving.
“These agents must now emphasize preventative strategies, including intelligence gathering, situational awareness, behavioral threat identification, digital footprint evaluation and proactive communication.”
Cultural patterns affect how we perceive things (perception), think (cognition) and respond (action).
These elements influence how people interpret scenarios, engage with others and make choices.
Therefore, cultural awareness isn’t a superficial skill or optional add-on – it is a fundamental necessity in executive protection.
Agents need to be skilled in navigating cultural sensitivities to facilitate smooth communication and develop effective security strategies.
Discussions about culture often evoke strong emotions.
People tend to feel a deep, protective attachment to their cultural identity.
While they may critique their own culture internally, they may become defensive or even hostile if an outsider does so.
This is where emotional intelligence and cultural intelligence must intersect.
To maintain situational awareness, build trust and lead with intention, EP agents must develop the ability to read and respond to verbal and nonverbal cues with sensitivity and respect.
Effective communication goes beyond simply speaking; it involves active listening.
Agents must learn to listen not only to words but to the meanings behind them.
This entails pausing to reflect, asking clarifying questions and paying close attention to body language.
In doing so, they can better grasp the emotions and unspoken concerns of those they protect, allowing them to respond with greater awareness and precision.
Building cultural intelligence requires intentional effort.
Agents should:
By cultivating these skills, executive protection professionals can enhance their ability to operate in diverse environments, build trust and provide higher-quality protection services.
Cultural intelligence is not just an asset but a critical component of success in the field.
Some companies hire external training specialists, especially within private and independent organizations, to provide a synopsis of potential scenarios and emergency procedures.
However, these are not mandatory and are considered due diligence or a differentiator.
In larger companies, individuals gather intelligence, create programs and then inform the EP agent of the essentials on top of their advances.
It is important to note that an Emergency/EP Program Manager is not an executive protection agent.
These are two different roles requiring different skills. When both work together, planning and execution of an effective program and operation can be built.
Additionally, Canada is highly regulated, limiting many options, and cannot operate with the same complexity as the US.
While some situations may allow for armed protection, most executive protection agents in Canada cannot carry firearms unless specifically authorized by law.
So, training without a weapon is essential and understanding other aspects of physical security measures, including access control, perimeter security, CCTV surveillance and security personnel, is necessary.
As Dragan Vukicevic, Director of Operations at Sentinel Security, stated: “An EP agent needs at least a fundamental grasp of emergency management.
“Emergency managers adopt a proactive mindset, anticipating worst-case scenarios and working backward to ensure comprehensive planning and mitigation strategies.
“Thus, an EP agent with these abilities becomes a crucial asset for any client or organization.
“While training in the EP field, whether focused on soft or hard skills, can be beneficial, the most irreplaceable knowledge is gained through real-life experience and on-the-job learning.
“Many individuals engage in extensive training; however, the reality is that most job success hinges on situational awareness, effective communication, adaptability and making last-minute adjustments.
“This constitutes the core of the job.”
In emergency management, there’s a saying: “Do not exchange business cards during a crisis.”
When a crisis occurs, it’s too late to establish relationships. Businesses and agents must adopt a proactive stance.
For example, suppose an agent knows their principal frequently visits a particular location.
In that case, it’s wise to get acquainted with the staff, management, emergency procedures and safety measures of that place and its vicinity.
Additional actions that can be taken include:
The process starts with identifying the factors and triggers influencing human behavior, followed by a systematic analysis of the reasons behind specific actions.
To effectively lead in emergencies, an executive protection agent must possess comprehensive skills in communication, evaluation, persuasion, leadership, decisiveness, trust, assertiveness and time perception.
With no formal benchmarks currently defining expectations in Canada’s executive protection field, industry standards are left to the discretion of organizations and professionals.
While Canada is still developing its presence on the international stage, positive changes are on the horizon.
The Board of Executive Protection Professionals (BEPP) is developing a US-based ANSI standard for executive protection, while ASIS International is working toward a global ISO standard.
Both are expected to be released in 2025, offering a valuable framework that can enhance industry practices in Canada.
That said, even with formal standards in place, the responsibility for upholding excellence ultimately lies with the organizations providing protection.
Businesses must set the bar, ensure best practices, educate clients on the importance of safety and raise awareness about the evolving security landscape.
A strong executive protection framework is not only a regulatory necessity but also essential to mitigating threats and fulfilling the duty of care.
This requires more than just policies on paper; it demands clear objectives, rigorous training and a commitment to operational excellence.
This article was originally published in the April edition of Security Journal Americas. To read your FREE digital edition, click here.