Navigating Multi-Cloud Management: Trends and Staffing Opportunities on the Horizon

Advancing technologies are a key driver in modern business, particularly cloud-based SaaS (software as a service) and PaaS (platform as a service). These services take up less space on company servers and are often at least partially managed by experienced third parties. Yet, a single cloud provider rarely offers all the necessary business tools in one package. That’s why savvy businesses opt for multi-cloud environments, where they leverage services from several cloud providers to gain the best of what’s on offer.

While this approach helps businesses get the most suitable tools for their needs, it creates complexity. Multi-cloud management could be the new key consideration when hiring technical staff and building effective teams.

The Benefits and Challenges of Multi-Cloud Environments

Multi-cloud environments offer several benefits:

• Reduced chance of vendor lock-in

• Access to more innovative technologies

• Ability to leverage the best tools on the market

• Budget management — although this can be a challenge as well as a benefit

• Risk mitigation, including improved disaster recovery plans

However, these benefits come with challenges attached. Sourcing business tools and systems for multiple providers creates a complex technical infrastructure. Not all employees will find this easy to navigate. While some systems cut costs, others may increase over time, providing finance departments with new headaches. Ensuring all existing business systems integrate correctly with a diverse range of platforms can also be tricky. Beyond the complexities of multi-cloud management, additional security risks are associated with transferring data between multiple providers.

That’s why there’s a rising demand across multiple industries for skilled professionals able to navigate these new complexities. 

Emerging Staffing Needs for Multi-Cloud Management

With that in mind, some roles are expected to be in demand over the next 18-24 months.

Cloud Architects and Engineers

Multi-cloud management specialists, such as cloud architects and engineers or platform engineers, help connect the right systems for an effective cloud-based infrastructure. 

Skills to look out for include:

• Experience with cloud SaaS and PaaS providers like AWS, Microsoft Azure, Google Cloud, and others

• Knowledge of cloud interoperability

• A deep understanding of cloud system architecture

Cloud Security Specialists

One of the toughest challenges when integrating multiple platforms is ensuring compliance with data security regulations. Cloud security analysts can assess the effectiveness of individual or grouped systems, while cybersecurity specialists can ensure an organization’s overall network security is strong enough. Compliance officers check that all these tasks are combined to make a business fully compliant.

Skills to look out for:

• A good knowledge of multi-platform security protocols

• Cloud-based data encryption

• An understanding of multi-cloud management compliance standards

Data Integration and Migration Experts

Managing multiple systems means hiring individuals or teams to safely and securely collate data from various sources. Businesses will need new data engineers, data integration specialists, and database migration experts.

Skills to look out for:

• Data synchronization skills

• Data migration and transformation planning

• Experience with multi-cloud and hybrid environments

Cost Management and FinOps

Sourcing multiple systems can create financial complexity. Cloud financial analysts and FinOps (financial operations) specialists can use their skills and experience to help businesses get the best deals — and continuously manage those costs.

Skills to look out for:

• Experience creating cost optimization strategies

• Financial modeling, specifically within a multi-cloud environment

• Cost-performance analysis 

Cloud Automation and DevOps

For businesses that want to create their own bespoke systems or modify existing ones, hiring cloud automation specialists and DevOps (development and operations) teams is essential. You’ll need skilled programmers, coders, or IT specialists who can utilize low-code/no-code solutions.

Skills to look out for:

• Experience utilizing and modifying PaaS

• Continuous improvement/continuous deployment skills

• Knowledge of automation tools, e.g., AWS CloudFormation, Ansible, Terraform, and others

Each business will have its own recruitment needs, but filling these roles will ensure you have the best team for multi-cloud management.

Recruiting and Training to Meet Multi-Cloud Demands

So, how can businesses adjust their hiring strategies to attract talent with the right technology skills to handle multi-cloud management?

Prioritizing the skills needed can help create more focused recruitment campaigns. For example, experts state that interoperability is the biggest challenge in multi-cloud environments, impacting at least 80% of enterprises. Citing experience handling interoperability challenges as an essential skill can help reduce hiring time by immediately sifting out unqualified applicants. 

However, many businesses will benefit from teams with multi-disciplinary expertise. Hiring multiple team members with different strengths can help create a team that can handle all aspects of multi-cloud management. Creating partnerships with tech-focused educational establishments can be a step in the right direction. Firms can also take a look at their internal upskilling and training initiatives. Existing experts could help mentor other employees whose skills just need a tweak in the right direction.

The Right Hiring Strategy Supports Multi-Cloud Management

Hiring the right information technology teams is critical for supporting multi-cloud strategies. Without skilled personnel in place, costs can spiral, and security can become a serious issue. In addition to hunting for specific skill sets, consider the enthusiasm and adaptability of candidates. As technology advances, cloud-based systems will constantly shift and change. Teams that thrive in a fast-moving environment can help your business get ahead of the competition by leveraging the most advanced tools at their fingertips.

The Trevi Group | “Executive Search for Technology Professionals” | www.TheTreviGroup.com

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Recruiters in 2024: The Race to Fill CISO, CLO, and CFO Roles as Demand Soars

There has been a significant shift in the global talent market over the past few years, with many jobs no longer tied to a location and broader international recruiting pools. One key trend that is emerging is a significant surge in demand for executive roles. In particular, Chief Legal Officers (CLO), Chief Information Security Officers (CISO), and Chief Financial Officers (CFOs). How can you successfully attract the best talent if you plan to recruit for any of these roles in your company?

1. The Rise in Demand for CISOs

Why is there a massive demand for CISOs? Globally, cybersecurity threats are an escalating and continual menace to commerce and infrastructure. Organizations impacted by a cyber attack can take months to recover. For example, a cyber attack on United Health-owned Change Healthcare in February 2024 caused significant disruption with the prescription processor to health services in the USA when payments and claims could not be processed.

Organizations face increased pressure to protect their data and ensure compliance with continually evolving regulations. They also face risk mitigation and the challenge of staying two steps ahead of cyber hackers who are ever more sophisticated in their criminal acts. The CISO role is critical in organizations today and one that recruiters are focused on. They are actively hunting for CISOs with significant risk management experience, a strong knowledge of cutting-edge technology, and the leadership capability to build effective security teams.

2. CLOs Take Center Stage

Legal challenges and complexities are significant issues for organizations today. With continuous changes to legislation and regulations, keeping on top of the legal aspects is a full-time job in itself. CLO roles have moved on from simply providing legal counsel. Today, a CLO provides strategic advice at an executive level and leads on corporate governance and issues such as intellectual property and the legislation on merger cases. Understanding and complying with complex, sensitive data laws is critical in any company, particularly where a business stores sensitive information.

Regulatory frameworks are becoming tighter globally, so recruitment teams actively seek a CLO with expertise in compliance, international law, and crisis management. A seasoned CLO can save an organization time and money and protect a business’s reputation by embedding a robust legal framework in the company.

3. CFOs Lead in Financial Strategy

Global conflicts, economic uncertainty, and rising inflation are critical issues for organizations today, making the Chief Finance Officer role critical. The war in Ukraine impacting global supply chains is an example affecting finance in businesses today. If you thought a CFO’s role was merely concerned with a company’s financial health, it’s far from reality, although that is, of course, their priority. Today, a CFO also drives long-term strategy, handles acquisitions and mergers, and ensures financial transparency. They will also have a sharp focus on analytics and data to inform robust decision-making in your organization. A CFO with a firm grasp of strategic vision, financial acumen, and agility is critical for a business. Today, many CFOs look at predictive change, such as the impact of environmental change on the finances of a company. In particular, those CFOs who can steer organizations through volatile markets and financial instability are highly sought after by recruiters.

With all these executive roles, recruiting the best candidate means the teams they create will also be strong and dynamic. Their leadership in developing talented workers so they are ready to step into senior roles in the future creates opportunities for staff and makes your organization an attractive workplace.

Takeaway: Why Recruiters Are Key to Finding the Right Talent

Demand for the best CFOs, CISOs, and CLOs exceeds supply within the available talent pool. With your attention focused on your business, do you really have time to conduct a robust search for the best fit for your company? That’s where a recruiter will help you in your quest for new executive officers.

Recruiters work across extensive networks and use targeted search strategies to find the ideal candidate. They also have an in-depth understanding of the leadership qualities and skill sets required for these roles. Competition for the best executives is fierce and shows no sign of abating. Therefore, partnering with specialized recruiters will save you significant time and effort and is the best way for your organization to attract talented people and retain high-demand executives.

In 2024, businesses across a wide range of sectors are prioritizing legal governance, cybersecurity, and financial leadership, so these roles are critical to an organization’s success. Recruiters are stepping up efforts to meet this surge in demand and are focused on finding the best talent for companies.

If you are looking for a CLO, a CISO, or a CFO, start your executive search by speaking to a specialized recruiter. It’s the first step to building your executive team with the best talent and creating a strong, dynamic C-suite.

The Trevi Group | “Executive Search for Technology Professionals” | www.TheTreviGroup.com

#thetrevigroup #recruitingtrends #informationtechnology #employmenttrends #jobmarket #hiringtrends

The Evolution of Technology Jobs in Manufacturing

The manufacturing sector is constantly undergoing upheaval due to ongoing supply chain issues and talent shortages. However, one of the most significant transformations is how technology has shifted the important roles of manufacturers. 

Once upon a time, mechanical engineers may have been most sought after. Today, manufacturers may prioritize seeking out experts in the Internet of Things (IoT) or software integration specialists as often as they recruit for more practical roles like maintenance technicians.

With Gartner reporting that 54% of manufacturing firms plan to increase tech spending throughout 2024 and beyond, the industry is experiencing rapid change. Understanding how that impacts the trending jobs and roles manufacturing recruiters will have to fill helps business leaders prepare for the future.

Key Roles and Skills

Manufacturing leaders can start formulating that plan by understanding the increasing need for highly technical team members. Here are just a few of the technology jobs that will become more prevalent throughout the industry in the very near future.

Automation Engineers

Automation has been significant within manufacturing for many years – think robotic arms helping to assemble an automobile. However, as automated tasks become more complex and human intervention becomes more remote, the need for skilled automation engineers is increasing.

A talented automation engineer can:

• Design systems and processes that streamline production

• Troubleshoot and fix automated tasks and processes

• Train team members on how to work with automated machines

While automated manufacturing equipment and sensors are vital, the automation engineer is a stark reminder that there must always be a human element to ensure safety and practicability.

Data Analysts

One of the top trending jobs in many technology-oriented roles is the data analyst. In manufacturing, data analysts may collate data on various processes and use that data to improve efficiencies. They can help leaders increase production, reduce waste, and even improve quality control.

Cybersecurity Specialists

As manufacturing facilities become more connected, the risk of cyberattacks increases. Every manufacturing firm should have some sort of cybersecurity protocol in place. Hiring specialists in this area could save costs in the long run by preventing cyberattacks that halt production.

Maintenance Technicians

Of course, manufacturers will always need to fill the maintenance specialist role. Maintenance technicians ensure machines are checked over regularly and repaired to the highest standards when necessary.

However, today’s technicians may need additional skills. They may need to understand how to take apart and clean an industrial 3D printer or other tools associated with additive manufacturing. They may also need to work closely with data analysts, utilizing historical data and predictive algorithms to create a maintenance schedule that provides the smallest amount of downtime.

Maintenance technicians can be the key to ongoing business continuity with the right tech focus.

Emerging Trends

Each of these roles carries different duties. Those continuously change and adapt to accommodate and integrate emerging technologies. Below are just a few of the directions in which manufacturing technology roles are shifting.

AI and Machine Learning

AI (artificial intelligence) and machine learning represent the use of complex algorithms to mimic human intelligence and learning. A data scientist can pull startling insights from a mass of raw data but AI can do the same faster and with much greater volumes of data. 

Expect to see AI-powered business intelligence (BI) platforms at the forefront of manufacturing efficiency improvements.

Additive Manufacturing

Additive manufacturing combines digital 3D modeling, automation, and 3D printing to create just about anything. While home 3D printers make models and toys, industrial 3D printers can create everything from rare automobile components to bridge struts. 

Expect to see additive manufacturing become a major aspect of industries like construction, transport, and various utilities as the technology advances. Experts are already exploring the possibilities of multi-material additive manufacturing which could make the process applicable in so many more use cases.

Sustainability

Operating sustainably is a priority for many manufacturing organizations. Research shows that 79% of manufacturers have implemented a net-zero carbon production initiative, although the deadlines for achieving that ambition differ among organizations. 

Data analysis plays a major role here, helping reduce waste and increase efficiencies for faster, less pollutant production. Automation can also help create more remote and hybrid manufacturing teams, reducing the need to travel to multiple facilities and further cutting an organization’s carbon footprint.

Hiring For an Evolving Manufacturing Industry

Recruiting more tech specialists experienced in advanced and emerging technologies provides manufacturers with a future-proof workforce. Leaders who seek out those with the right skills and a forward-thinking mindset ideally position their organizations to lead the drive toward efficiency in modern manufacturing.

The Trevi Group | “Executive Search for Technology Professionals” | www.TheTreviGroup.com

#thetrevigroup #recruitingtrends #informationtechnology #employmenttrends #jobmarket #hiringtrends

Cybersecurity and Governance Solutions: A Top Priority for the Legal Sector in 2024

Cybersecurity is a major priority for organizations in the legal sector as cybercrime continues to rise and increasingly stringent government compliance requirements are introduced. 

The American Bar Association (ABA) reports that law firms are attractive targets for cybercriminals due to a combination of handling large volumes of personal data and a lack of technical competencies. While the volume of organizations with policies in place for data governance is increasing, solo attorneys are still far more likely than larger law firms to stay abreast of both relevant technologies and rapidly shifting regulations. However, legal organizations that fail to move with the times could face severe financial and reputational repercussions.

Why Cybersecurity and Governance are Critical for the Legal Sector

Investing in cybersecurity is a must for legal firms that want to ensure that their clients’ data is properly protected. Cyber threats are on the rise in 2024, in both volume and diversity. At least 40% of organizations believe that cyber threats will severely impact their performance in 2024. With threats like ransomware as a service (RaaS) and phishing becoming more versatile all the time, that’s not an unfounded fear. 

Whatever aspect of the legal sector your firm operates in, you deal with sensitive information every day. That means you have a responsibility to use that data appropriately, protect it, and keep it secure and, above all, confidential. A breach of confidentiality can be a major problem for any legal organization.

Data security is also necessary to ensure regulatory compliance. All organizations must comply with data privacy laws such as the GDPR or CCPA. Failure to protect personal data can lead to hefty fines.

However, financial penalties aren’t the only concern for legal organizations that fail to protect data. If a breach occurs and data is leaked or stolen, that damages the reputation of the firm and it’s no longer seen as trustworthy by its clients. 

Emerging Cybersecurity and Governance Solutions in 2024

Various solutions are emerging to help legal firms handle the complexities of cybercrime and data governance.

Advanced Threat Detection: AI-powered threat intelligence and real-time monitoring can constantly assess networks for vulnerabilities and report potential issues in real-time. 

Zero Trust Architecture: Many legal organizations are turning to zero trust architecture, a multi-layered security solution based on the philosophy that no device or user has automatic authorization to access the company’s networks. Zero trust platforms constantly check and recheck aspects like device type, IP address, authentication details, location, and many more factors to ensure that every authorization matches the current security protocols.

Governance, Risk, and Compliance (GRC) Platforms: Legal firms can invest in integrated software solutions for managing regulatory compliance, risk, and data governance.

Cybersecurity Training: One of the most vital steps a law firm can take is to actively encourage a cybersecurity-conscious workforce. Employee training on how to identify risks and manage data can prevent breaches and ensure organizations remain in line with government compliance regulations. IBM states that 90% of cyber-attacks are caused by human error and are potentially avoidable with better-educated teams.

The Importance of Recruiting for Cybersecurity and Governance Roles

With that in mind, it’s essential that legal firms consider the skill sets of the employees they hire. An understanding of data protection and cybersecurity basics should be required for all roles within your organization.

If you’re looking to hire a Chief Information Security Officer (CISO) or Chief Technology Officer (CTO) you should know that there’s a high demand for these professionals within the legal sector. Those with experience in cybersecurity and data governance are particularly sought after, so be prepared to make your benefits packages appealing to stand out from the crowd.

Filling these specialized roles is critical if you’re hoping to get ahead of the curve when it comes to battling cyber threats and protecting data. A data breach at a law firm could mean the difference between a successfully closed case and one that’s dismissed out of hand. Hiring a team that can oversee your overall data governance strategy, improve your cybersecurity posture, and analyze your networks for vulnerabilities is a must.

However, it’s not quite as simple as putting up a job posting and hoping for the best. The market for data-based professionals is crowded and highly competitive. Plus, there’s a shortage of candidates with the required skills. Demand for cybersecurity specialists is outpacing the rate at which individuals become qualified — the skill gap in this field has increased 19% year on year.  

How to Partner with a Recruiter to Fill Cybersecurity and Governance Positions

There are ways to make filling your data governance and security positions simpler. Find a recruitment partner that understands the industry and can help you post in the right places. Great recruitment advisors can help you leverage modern digital marketing techniques to target new audiences and even increase the diversity of your workforce while sourcing top talent.

Creating the right job description can also shorten your time to hire. Make sure you define exactly what skills you need and, if the role requires specialist certifications or qualifications, ensure those are noted in the essential requirements.

Many recruiters will have networks of passive candidates either through their own channels or via third-party platforms. These can be a great source of talent with niche expertise.

Whoever you work with to help you fill your cybersecurity roles, ensure they’re aware of the legal nature of your business and your company culture. That will help you find employees who understand your specialism and fit right in. 

Takeaway: Prioritizing Cybersecurity and Data Governance is Essential for Your Legal Organization

With legal firms handling huge volumes of sensitive client data, protecting it via effective data governance policies and cybersecurity protocols is essential. Partner with a trusted recruitment expert to find qualified candidates who can help ensure your firm stays compliant and maintains its good reputation.

The Trevi Group | “Executive Search for Technology Professionals” | www.TheTreviGroup.com

#thetrevigroup #recruitingtrends #informationtechnology #employmenttrends #jobmarket #hiringtrends

Why State-Sponsored Cyber Attacks are a Global Threat

State-sponsored cyber attacks can wreak havoc on a foreign country's IT infrastructure and cause billions of dollars of damage. As a result, government agencies and other organizations are looking for cybersecurity professionals such as threat hunters, security architects, and intelligence analysts to overcome this ever-growing problem. Learn more about these cyber attacks and the damage they cause below.

What Is a State-Sponsored Cyber Attack?

This type of event occurs when a government sponsors or carries out a cyber attack against another government or organization in a foreign country. State-sponsored attacks (SSAs) happen for various reasons:

• To infiltrate computer systems and IT infrastructure

• To exploit governments and organizations for money

• To gather intelligence

SSAs involve more resources than regular cyber attacks and can cause long-lasting damage to a foreign government or business. For example, cybercriminals can steal intellectual property and military intelligence from a government. Hackers can even penetrate critical infrastructure, such as electricity grids and water systems.

An example of a SSA is the 2017 WannaCry ransomware attack, which impacted computers running the Microsoft Windows operating system. Hackers stole data from hundreds of thousands of businesses and demanded ransom payments in Bitcoin. The United States government publicly attributed the attack to North Korea.

State-sponsored cyber attacks have become more widespread in recent years. For example, the Russian government has used this type of cyber warfare during its war with Ukraine. SSAs have impacted Ukrainian infrastructure and disrupted operations.

As you can see, SSAs have the power to influence international politics. Many governments view these attacks as acts of war that impact relationships between countries.

How to Fight Back Against SSAs

In 2018, The Council of Foreign Relations urged governments to cooperate when dealing with SSAs to protect critical infrastructure and the global economy. The organization's recommendations included restarting negotiations about cyber issues between the US and Russia, the countries with the most advanced cyber powers. The Council of Foreign Relations also suggested starting discussions about a global cybercrime convention that included Russia and China, who were previously reluctant to address SSAs. One problem is that it's difficult to attribute SSAs to a foreign government. That's because the hackers behind these attacks are highly sophisticated and often mislead governments to protect their anonymity. Even if two attacks look similar, it doesn't mean they are from the same attacker.

The Council of Foreign Relations says:

"Governments and the global technical community should develop improvements and updates to core internet protocols to make cyber incident attribution more effective on the technical level."

Diplomacy is key here. More governments need to work together to fight back against state-sponsored attacks. However, that can be difficult if countries are wary of each other's motives. It's unlikely the problem of SSAs will go away any time soon.

Hiring the Right Staff to Counteract SSAs

Cybersecurity professionals with SSA experience are highly sought after by governments and organizations around the world. These professionals have the skills and knowledge to identify potential attacks, stop them from causing damage, and attribute a cyber attack to a nation-state or its agents.

Some of the most in-demand jobs in this sector right now include:

Threat Hunters

These professionals analyze large amounts of data to "hunt" for cyber threats in computer networks. That involves combing through log data to look for security vulnerabilities, acting on the latest security intelligence, and scanning networks and other infrastructure.

Security Architects

Security architects detect vulnerabilities like threat hunters. However, they also design systems that can prevent SSAs and other cyber attacks from happening.

Intelligence Analysts

Intelligence analysts take a proactive approach to cybersecurity by analyzing information that can prevent or mitigate a state-sponsored attack. These professionals often have experience in counterterrorism and financial crime.

How to Hire the Right Cybersecurity Professionals

Solving state-sponsored cyber attacks involves diplomacy and governments working together. However, the right cybersecurity professionals can prevent these events from happening and causing widespread damage to critical infrastructure and financial systems.

MRINetwork is a recruiting firm that places cybersecurity professionals in your organization, helping you solve the problem of SSAs and other security events. The organization fills gaps in your workforce and removes the challenges of hiring and recruitment. Find an MRINetwork office near you today and connect with talent advisors who can help you find top talent in your industry.

The Trevi Group | “Executive Search for Technology Professionals” | www.TheTreviGroup.com

#thetrevigroup #recruitingtrends #informationtechnology #employmenttrends #jobmarket #hiringtrends

Forbes Recognizes MRINetwork for the Eighth Year in a Row

MRINETWORK Recognized by FORBES eight years in a row.

Each year since 2016, Forbes — a global leader in business news and information — has surveyed thousands of HR managers, hiring authorities, job seekers and external recruiters to answer a simple question: “Who are the best recruiting firms in the U.S.?”

For the seventh consecutive year, MRINetwork has been recognized as an elite performer among the thousands of executive search firms meeting Forbes criteria in “filling positions with salaries of at least $100,000.” In fact, Forbes and their survey partner, Statista, has not only ranked MRINetwork for 2024 in the top 10 for America's Best Executive Recruiting Firms, but also awarded recognition for MRINetwork in their America's Best Professional Recruiting Firms, and America's Best Temp Staffing Firms categories.

We are proud to receive this designation for the eighth consecutive year.

The Trevi Group | “Executive Search for Technology Professionals” | www.TheTreviGroup.com #thetrevigroup

How the Cybersecurity Industry is Hiring More Women and Impact on the Workforce

(Pixels)

According to WiCys, women only represent a quarter of cybersecurity staff. While inclusion and diversity are vital to the success of any industry, it's especially relevant in cybersecurity. Cybercriminals come from different backgrounds, so it's essential to have diverse professionals acting on these threats. Hiring more women in cybersecurity can improve teamwork and reduce the vast skills gap. Read on to learn why there are few women in cybersecurity and how hiring more could benefit the industry.

Only 25% of Cybersecurity Professionals are Women.

Many STEM careers have few women despite years of fighting for inclusion. This is especially obvious in cybersecurity, where only a quarter of the workforce is female in 2023.

While this is low representation, it's still an improvement from 2019, when women represented 20% of the cybersecurity workforce, and worlds apart from 2013, when a measly 11% of the cybersecurity workforce was female.

The cybersecurity industry is one of the few fields that still battles inclusion and diversity staff. Not only are women underrepresented, but ethnic staff only represent 22% of the workforce. This is puzzling, considering the cybersecurity industry has a skills gap of 3.7 million unfilled jobs.

Why Are Women Still Underrepresented in Cybersecurity

While women have made considerable strides in previously male-dominated fields like astronomy and engineering, cybersecurity has been a hard nut to crack for a few reasons:

Gender Disparities in STEM

There's sufficient evidence that women are disadvantaged in STEM education, a stepping stone into a cybersecurity career. Many female students are discouraged from taking STEM courses, diverting their ambitions from engineering, science, and tech careers.

Inadequate Role Models

The lack of visible female role models in the cybersecurity industry has discouraged many girls from pursuing their goals in the cybersecurity field. With only 11% of women in cybersecurity in 2013, the industry was male-dominated, with only a few women to look up to. However, there's been a steady rise in female leaders in tech, including Jen Easterly, the director of the Cybersecurity and Infrastructure Security Agency.

These women have been fighting tirelessly for inclusion and diversity and are responsible for the 14% increase in women's representation in cybersecurity in the past 10 years.

Public Perception

Due to the media's portrayal of cybersecurity experts as young men in hoodies in a dungeon, there are a lot of myths and wrong perceptions around the career that keep women out.

For instance, there's the perception of long hours and high-pressure environments in cybersecurity. This discourages women with caregiving responsibilities from taking an interest in the field.

Why We Need More Women in Cybersecurity

The cybersecurity industry has a massive skills gap, so we need as much talent as possible. Here are a few advantages of having more women in cybersecurity:

Diverse Skill Sets

Women have many unique skills that could benefit the cybersecurity industry. These include attention to detail, practical communication skills, and analytical thinking.

Improved Teamwork

According to a 2016 McKinsey & Company report, teams with diverse members were likely to be more financially successful. Having diverse points of view can improve a team's problem-solving and decision-making abilities, which is essential in the cybersecurity industry.

Social and Ethical Considerations

Ethical and social dilemmas often face the cybersecurity industry. Increasing diversity will bring more voices to decision-making and oversee inclusive security resolutions.

Bottom Line

While women are still underrepresented in cybersecurity, diversity in the industry has significantly improved in the last decade. Join the growing movement by increasing diversity in your company and experience the benefits of having well-rounded teams. Follow MRINetwork for more related topics and insights into the future of hiring.

The Trevi Group | “Executive Search for Technology Professionals” | www.TheTreviGroup.com

#thetrevigroup #recruitingtrends #informationtechnology #employmenttrends #jobmarket #hiringtrends

Hiring Cybersecurity Professionals During a Labor Shortage

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There are now 4.7 million people working in the global cybersecurity industry — that's more cybersecurity professionals than ever before. However, the sector still needs more than 3.4 million workers to fill an increasing number of job roles. This shortage makes it difficult for HR managers to recruit the staff needed to protect their company's systems, networks, and other IT infrastructure. In this article, learn the reasons behind the current drought of cybersecurity experts and how to recruit individuals with expertise for your organization.

Why is There a Shortage of Cybersecurity Professionals?

There are a range of reasons for the current cybersecurity worker shortage, including a growing lack of interest in IT among young people, a lack of skills to handle the latest cyber threats, and burnout among cybersecurity professionals.

Young People are Choosing Other Careers

In the past, cybersecurity was a popular career path among college students. However, there's currently a lack of interest in this role from young people entering the job market.

Perhaps that's because other technology positions offer higher salaries than cybersecurity jobs. The average income for a cybersecurity analyst in the United States is $96,955 a year. While this salary is well above the national average, a data scientist can earn considerably more, with the average income for this job amounting to $137,212 a year. Other higher-paid positions like data engineering and AI engineering might mean fewer young people want to enter the cybersecurity field.

A lack of skills to manage the latest threats

Hackers are getting smarter, with new types of cybersecurity threats emerging all the time. As a result, cybersecurity experts should continuously learn skills and find ways to protect their organizations from dangers. However, many cybersecurity professionals lack the talent to manage the newest threats, making them less desirable than their more experienced peers. That increases the demand for the most qualified cybersecurity workers, especially when there aren't enough of these individuals on the market.

Burnout Research shows that 84% of cybersecurity workers in North America experience burnout. Several factors increase stress levels for these professionals, including working long hours, a lack of resources, and the pressure to come up with critical IT solutions for companies. Burnout can be detrimental to the industry and cause individuals to leave their cybersecurity jobs. That increases the number of available positions for experts on the market.

How to Find Cybersecurity Professionals

It's harder than ever to source the right cybersecurity experts for your company. Follow the tips below to increase your chances of securing top talent:

Post opportunities on cybersecurity job websites Job boards like CybersecurityJobs.com and Infosec-Jobs.com let you connect with cybersecurity experts, helping you find the right person to fill your open position. You can view resumes from individuals and message them directly on these platforms, improving your talent search. Alternatively, you can post a vacancy on social media and find the best professional for your team.

Consider professionals in remote locations

If most of your infrastructure is in the cloud hiring a professional from a remote destination makes sense. In the global economy, you can work with cybersecurity specialists based in any location in the world and achieve the same outcomes as keeping an expert in-house. For example, finding a qualified individual in a country with a cheaper standard of living could mean they ask for a lower salary, saving you money.

Work with an employment agency

The best employment agencies remove the work associated with filing a cybersecurity role in your organization. These agencies have links with the best experts on the market and can attract them to your company with advanced recruitment strategies, such as showcasing the benefits of working for your team.

Hire Cybersecurity Experts Now

Despite the current labor shortage, there's no reason why you can't find the cybersecurity professional you need. Post your vacancy on industry-specific job boards, consider hiring from abroad, and work with a reputable employment agency to optimize your talent search.

MRINetwork is a leader in cybersecurity recruitment, helping you find the best talent to protect your organization from threats. Follow The Trevi Group to learn more about hiring, cybersecurity, and other topics.

The Trevi Group | “Executive Search for Technology Professionals” | www.TheTreviGroup.com

#thetrevigroup #recruitingtrends #informationtechnology #employmenttrends #jobmarket #hiringtrends #Cybersecurity #cybersecurityjobs

The Future of Hiring, Challenges of HR Directors in Cyber Security: DevSecOps Integration

The human resource department in any organization plays a critical role in cyber security. HR is privy to some of the most sensitive information. This department holds a company’s banking details, the list of employees, their birth dates, and social security numbers. Hackers and other cyber criminals crave this kind of information, necessitating HR directors to devise ways to keep data safe.

One of the most practical ways HR could improve an organization’s cyber security is in the hiring process. As an HR head, you must ensure you’re not hiring someone with a dubious record. However, you should conduct the hiring process above aboard; otherwise, you risk getting accused of discriminatory practices. In this blog, we’ll discuss the hiring challenges that HR directors face in DevSecOps integration.

Importance of DevSecOps in Cyber Security

The first practical step to secure an organization’s cyberspace is during software development. Usually, the end product is secure and efficient when the software development lifecycle (SDLC) is appropriately structured. Many companies today employ DevSecOps in software development to achieve these critical objectives.

DevSecOps refers to integrating security testing into the entire software development process. The acronym stands for Development, Security, and Operations. DevSecOps is an advancement of DevOps, the software development method that preceded it.

When companies use DevOps for software development, they implement security at the end of the process. While it made sense to isolate security from development and operations in the past, the rise in cloud computing has made it more feasible to integrate the three processes.

Using DevSecOps in the SDLC process has distinct advantages. The integration enables organizations to:

• Save time as the organization undertakes the entire process through short cycles

• Minimize disruptions that are common with DevOps

• Identify security threats early

• Respond quickly to identified threats.

While DevSecOps is the ideal software development strategy, companies need to catch up in adopting it. Most organizations globally intend to implement DevSecOps, but by 2021 only 30% of surveyed companies had implemented it.

However, the slow implementation does not cast doubts about DevSecOps’ popularity. While the DevSecOps market value was $3.73 billion in 2021, market surveys projected it to increase to over $40 billion by 2030. So, what factors have contributed to the slow implementation of a system that has attained such global popularity? What challenges will you likely encounter as an HR director in DevSecOps integration?

Challenges That Affect DevSecOps Implementation

DevSecOps implementation is prone to a host of challenges, including:

Change Resistance

In every organization, you’ll find plenty of people who are defenders of the status quo. Since this is a relatively new software development method, HR directors might have difficulty getting different departments to cooperate. Some departments might perceive this collaborative effort as a compromise to their autonomy. Consequently, resistance to change could hinder successful implementation.

Limited Resources and Staff Knowledge Gap

Implementing DevSecOps is costly, and many organizations need more resources for implementation. While a substantial portion of the implementation cost will be staff education, many organizations have limited training budgets.

Since implementation requires cooperation by employees from different departments, the knowledge gap between staff members from other departments could pose a significant problem. While the developers could possess excellent coding skills, they might lack other critical security skills, such as development skills. Therefore, training different expert teams to get on the same page is costly and time-consuming.

Cloud Infrastructure Complexity

Many large organizations have hundreds of cloud accounts. The different accounts could be using a vast range of cloud services. Frequent changes in the cloud could prove disruptive to the company’s business as it might have to try very hard to keep up.

Getting the Right Staff for Your DevSecOps Project

Staff quality is critical in the success or failure of an organization’s DevSecOps project. As an HR director, you must get the best available workforce. If you’re using current employees for the project, ensure they get adequate training. To help your organization overcome DevSecOps integration challenges, contact the professionals at The Trevi Group.

The Trevi Group | “Executive Search for Technology Professionals” | www.TheTreviGroup.com

#thetrevigroup #recruitingtrends #informationtechnology #employmenttrends #jobmarket #hiringtrends

Building a Resilient Incident Response Plan for Corporate Security

(Adi Goldstein/Unsplash)

Corporate security is a top priority when it comes to safeguarding the data systems and communications of your organization. Threat actors continue to develop sophisticated cyber attacks that compromise some of the most well-established cybersecurity infrastructures, with industry studies revealing that over six million data records were exposed to data breaches in the first quarter of 2023 alone.

A resilient incident response plan enables your company to react effectively against the evolving tactics of malicious parties aimed at evading security controls. But how do you build one?

Defining Roles and Responsibilities in Incidence Response

Incidents require swift responses. One crucial aspect of ensuring this lies in clearly defining the roles and responsibilities of your incident response team. A well-established set of duties enables teams to focus on their respective roles efficiently in high-pressure environments.

While resilient incident response teams may comprise different structures, they typically include the following contributors:

• Incident Response Team Leader/Manager: The head of the incident response team with the overall responsibility to oversee the decision-making during a crisis. Leaders ensure that teams follow the outline of a response plan in coordinated efforts to resolve and mitigate ongoing issues.

• Responders: The team members responsible for handling the operational and technical duties in mitigating the identified issues.

• Communications Lead/Manager: These team members offer the skills and expertise to handle every aspect of incident response communications. They ensure smooth communication among internal and external stakeholders and strategically release information to the public.

• Scribe: The team member responsible for logging the comprehensive details of an incident for documentation and investigative purposes.

• Customer Support Lead: Team members tasked with communicating with the public and providing the assurance of ongoing efforts in fixing the issue.

• Social Media Lead: These contributors manage the social media channel updates during incident responses, working closely with customer support leads in collecting timely customer feedback and responding strategically.

• Forensic Analyst/ Problem Manager: Experts who examine the root cause of the incident and brainstorm for strategic measures to prevent reoccurrence.

Establishing Communication Channels and Escalation Procedures

The next step of a resilient incident response plan involves a clear breakdown of communication procedures and informing each involved role about the expected escalation steps and response times. A robust escalation process should begin with a formal activation procedure for your incident response team. Consider implementing an alerting mechanism that triggers alerts across multiple communication systems to mobilize response teams during a detected incident.

Communication is Key

Your team’s communication manager should rapidly notify the public to prevent any speculation among external stakeholders. External parties may form foregone conclusions with the lack of data which could compromise your corporate image. As such, it is important to present clear and concise information when presenting the issue to the public. Managers should work closely with technical teams for accurate details and apply strategic language (written and verbal) in managing public concerns.

Your team should consider implementing a pre-approved communication template to expedite responses during a time-sensitive situation. These templates should outline the general communication details (i.e., quality, channels, response times, and frequency) for an incident response while teams can quickly customize fields based on incident specifics.

Conducting Regular Tabletop Exercises to Test the Effectiveness of the Plan

It is important for your incident response team to constantly test and improve the effectiveness of your plans. Tabletop exercises enact the environment, threats, and considerations in a simulated incident for accurate response.

Regular tabletop exercises help you identify the response times of individual members and identify weaknesses, mistakes, and areas for improvement that could undermine an actual operation. Your team should also monitor critical incident response metrics to accurately measure the effectiveness of team collaboration. These metrics may include the speed of identifying and responding to the root cause of an incident, the time taken for leaders to reach a specific decision (such as broadcasting information across social media channels), and the quality of documentation.

Documenting Lessons Learned and Continuously Improving The Plan

Your response team should make a detailed and reliable record of each outlined issue in your tabletop exercises and take proactive measures to prevent them. For example, in a simulated scenario of regulatory and compliance breaches, your team could improve the response times in the reporting and remediation of legal requirements. Similar to a routine fire drill, repeating these exercises minimizes the risk of missteps that might disrupt or delay your crisis response.

It is crucial to conduct a post-incident meeting with every involved party to discuss the lessons learned and follow-up action to avoid future incidents. These meetings apply to tabletop exercises and actual incidents. Every participant should contribute by highlighting the key learning points and assessing practical methods for strengthening existing security systems.

Coordinating with External Stakeholders

Finally, your incident response team should discuss and decide if there is a need to involve law enforcement. The decision depends on the severity of the situation, and if the issue can be resolved by internal investigative teams. Your incident response plan should assign the person or parties with the authority to notify law enforcement and the criteria for doing so. Teams should also consider working closely with a trusted external legal advisor to decide the best course of action.

An experienced counsel can assess the situation from a legal perspective to justify the cost, efforts, and potential complications involved in pursuing law enforcement. It is important

to note that law enforcement could increase public attention toward the incident, which would require strategic stakeholder communications.

Closing Thoughts - Optimizing Corporate Preparedness With Incident Response Plans

Ultimately, it is important to recognize cybersecurity issues as more than a technical issue but one that undermines an organization as a whole. Preparing your corporate team for the unexpected ensures the swiftest and most coordinated responses in the worst-case cybersecurity scenarios. By doing so, your company can stay resilient and productive in a digital landscape of constant cyber concerns.

The Trevi Group | “Executive Search for Technology Professionals” | www.TheTreviGroup.com

#thetrevigroup #recruitingtrends #informationtechnology #employmenttrends #jobmarket #hiringtrends

Mitigating DDoS Attacks Through Protocol Protection

Distributed Denial of Service (DDoS) attacks occur when traffic to a network is disrupted. These attacks have evolved and grown in sophistication in recent years.

Understanding the role of network protocols and leveraging protocol-specific security features are crucial elements of implementing an effective cyber security plan. It’s also necessary to ensure you’re hiring the right individuals for each security role in your organization.

The Role of Protocols in Mitigating DDoS Attacks

Protocols are the backbone of a network system that safely facilitates communication and the data transfers between devices. 

For example, the Transport Layer Security (TLS) ensures communications remain secure and unaltered. Secure shell (SSH) provides secure file transfers and remote login across unsecured networks. Secure HyperText Transfer Protocol (SHTTP) includes several security measures such as establishing firewalls and creating strong passwords.

Correctly setting up these network protocols ensures that all devices are as secure as possible from cyber attacks, including DDoS attacks.  This means an organization must have employees who understand how network protocols operate together to reduce and eliminate DDoS attacks. You’ll therefore want to create a hiring strategy to ensure you always have the best employees managing your cyber security strategies. 

Techniques for Detecting and Blocking Malicious Traffic

The following are general steps to take when implementing network protocols for detecting and blocking unwanted traffic.

• Recognize Unusual Traffic Patterns: This includes anomaly detection and heuristic analysis to identify abnormal traffic patterns. Machine learning algorithms are more advanced methods of detecting malicious traffic.

•  Include IP Address Blocking and Black Hole Routing: IP address blocking is particularly effective against brute force attacks. Black hole routing is a method of discarding traffic without processing it.

• Train Top Employees: Hiring the best IT professionals and maintaining training in the latest cyber security and network analysis methods is crucial. You may consider contract staffing and interim placements when hiring top talent to fill cyber security positions.

Implementing Rate-Limiting Controls at the Protocol Level

Developing and implementing rate-limiting controls is something only an experienced cyber security professional should handle because of the complexities involved. This starts with knowing which of the following rate-limiting systems to use.

• Server Rate-Limiting: This includes limiting the requests made to an individual server within a particular time frame. This method helps reserve resources.

• IP Rate-Limiting: This type limits the amount of requests within a certain time frame. It specifically blocks requests from individual IP addresses.

• Geography Rate-Limiting: This method limits requests from regions or specific areas. This can help you remain legally compliant within certain areas.

There are several algorithm types a cyber security specialist can use when implementing rate-limiting.

• Leaky Bucket Algorithm: Excess requests leak out when the bucket is full. Overflowing requests are rejected or delayed.

• Token Bucket Algorithm: Tokens in a bucket are removed as requests are made.  Requests are rejected or delayed when tokens are all used.

• Fixed Window Algorithm: This involves a counting algorithm that blocks requests within a fixed timeframe after reaching a certain amount.

Leveraging Protocol-Specific Security Features

You’ll need to determine what security features you’ll use and where they’ll fit into your overall network protocols protection plan. The following are several specific cyber security features you may want to use. 

• Encryption Algorithms: These programs convert unencrypted text or data into encrypted. The most basic encryption protocols include TLS/SSL, IPsec, and Secure Shell.

• Access Controls: Access controls validate each user’s identity. Access control protocol examples include Attribute Based Access Control (ABAC), Discretionary Access Control (DAC), and Mandatory Access Control (MAC).

• Network Protocol Tools: This includes customizing a Web Application Firewall (WAF) and installing, maintaining, and updating mitigation software. 

• Key Management: Secure key exchange ensures only intended receivers decrypt communication.

• VPN Installation: Using a Virtual Private Network enables employees to access a network safely outside of your facility.

Collaborative Defense Strategies for Combating DDoS Attacks

There are several ways collaborative efforts can reduce or eliminate DDoS attacks. The following are a few examples.

Following Government Regulations: Knowing and adhering to all federal and local regulations will help keep your systems as safe as possible.

Working With Law Enforcement: Both the FBI and Homeland Security provide helpful information and resources for combating DDoS attacks.

Working With Security Vendors: Organizations should work closely with companies and individuals who can offer the best cyber security strategies to combat DDoS attacks. This includes finding an experienced recruitment firm to fill all your cyber security staffing needs.

Contact The Trevi Group

You need expert leaders in the cyber security field to ensure your information systems and network protocols are as secure as possible. The Trevi Group can partner with your company in the recruitment process. We have over 16 years of experience and over 200 firms in dozens of countries. Contact us today for more information.

The Trevi Group | “Executive Search for Technology Professionals” | www.TheTreviGroup.com

#thetrevigroup #recruitingtrends #informationtechnology #employmenttrends #jobmarket #hiringtrends

BLS Employment Situation Report -- published September 6, 2024

Today’s Bureau of Labor Statistics Employment Situation Summary (BLS) data has been eagerly anticipated by an unusually broad spectrum of audiences. Politicians are ready to interpret results to favor their candidate in the November presidential elections. The report on hiring and employment in August will be pivotal in shaping any Federal Reserve Bank interest rate adjustment later this month, and business leaders will be looking for clues on the overall trajectory of the economy as they make forward-looking investment decisions. The BLS report had a little something for everyone with what might be characterized as a “steady as she goes” report.

The BLS reported total nonfarm payroll employment increased by 142,000 in August, slightly below analysts’ expectations, while the unemployment rate changed little, easing back to 4.2 percent. Employment growth in August was in line with average job growth in recent months but was below the average monthly gain of 202,000 over the prior 12 months. While the August numbers were close to expectations, the previous two months saw substantial downward revisions. The BLS cut July’s total by 25,000, while June featured a downward revision of 61,000.

“As politicians and economic analysts pour over today’s jobs report to understand current job creation and unemployment trends, it might be useful to look below the surface data at critical factors reshaping today’s white collar employment landscape. Our MRINetwork of over 1000 talent consultants see both clients and candidates continuing to wrestle with one of the most contentious factors in U.S. workplace transformation, work-from-home versus full time return to the office,” noted Rick Hermanns, president and chief executive officer of HireQuest Inc., parent company of MRINetwork.

“Many of our clients point to internal studies that show a mixed bag of benefits and challenges generated by remote work as they search for the right balance of productivity growth, and employee retention and satisfaction levels. And many top performers that our consultants guide in their career development journey are often conflicted by the seeming trade-off of career advancement versus lifestyle advantages in a work-from-home environment.

Pew Research indicates that today over 42 percent of workers are working exclusively from home or are in a hybrid environment. While down from a Covid lockdown high of 71 percent, it's apparent that a shift to remote work is not a temporary emergency measure. It’s a fact that the 64 percent of the 1,300 CEOs surveyed by KPMG who expect all workers will be back in office by 2026 will need to deal with. Don’t expect any one-size-fits-all resolution in the short term. As a top individual performer or as an innovative corporate organization, be prepared to adjust as the marketplace searches for the optimal workplace model.”

Wall Street Journal reporter David Uberti summarized the clarity the market was looking for in today’s numbers, “A month ago, the weaker-than-expected July hiring report rekindled fears of a slowdown. New claims for unemployment are elevated. Job openings have slipped. Wage gains are slowing. The streak of cool economic data startled Wall Street in early August and contributed to a global selloff that briefly thrust the record-breaking U.S. stock market into one of its most volatile periods in years.

The big question in recent weeks has been whether the summer jolt was momentary—perhaps a result of Hurricane Beryl curbing hiring—or evidence of a broader deceleration of the economy. Analysts are looking to Friday’s jobs report for clues.“

Reuters Lucia Mutikani’s analysis provided context to the seasonality factors associated with the August data, “U.S. employment increased less than expected in August, but a drop in the jobless rate to 4.2% suggested an orderly labor market slowdown continued and probably did not warrant a big interest rate cut from the Federal Reserve this month. The smaller-than-expected increase in payrolls likely does not signal a deterioration in labor market conditions. August payrolls have a tendency to initially print weaker relative to the consensus estimate and recent trend before being revised higher later. Hiring typically picks up in the education sector, which is anticipated by the model that the government uses to strip out seasonal fluctuations from the data.”

Key industries reported the following trends in August:

Construction employment rose by 34,000 in August, higher than the average monthly gain of 19,000 over the prior 12 months. Heavy and civil engineering construction added 14,000 jobs, and employment in nonresidential specialty trade contractors continued to trend up (+14,000).

Healthcare added 31,000 jobs in August, about half the average monthly gain of 60,000 over the prior 12 months.

Employment in manufacturing edged down in August (-24,000), reflecting a decline of 25,000 in durable goods industries. Manufacturing employment has shown little net change over the year.

Employment showed little change over the month in other major industries, including mining, quarrying, and oil and gas extraction; wholesale trade; retail trade; transportation and warehousing; information; financial activities; professional and business services; leisure and hospitality; other services; and government.

"Work-from-home policies will continue to evolve as companies search for the right balance to increase productivity while bolstering overall employee retention.

Within this changing landscape however, our Network's top talent advisors counsel aspiring high performers to focus not just on short-term benefits from remote work arrangements but on driving their career advancement and generating business growth for their organizations in a challenging new role," noted Hermanns.

If you are interested in reading the HireQuest Inc. white paper entitled, Navigating Remote and Hybrid Work: Impacts on U.S. Companies and the Economy, share your information here to receive it in your inbox on release day in the coming weeks.

The Trevi Group | “Executive Search for Technology Professionals” | www.TheTreviGroup.com

#thetrevigroup #recruitingtrends #informationtechnology #employmenttrends #jobmarket #hiringtrends

What You Need to Know About AI Washing

A new term has emerged, capturing the attention of industry insiders and regulators alike: AI washing. This term has been coined to describe the misleading practice of overemphasizing AI capabilities in products or services, often resulting in consumers believing that the product uses AI-powered technology. And as investments continue to pour into the AI field, AI washing is becoming a growing concern among stakeholders.

There are several major issues with AI washing that can cause the practice to bring harm to the marketplace. First, it can mislead consumers and investors. You could fall victim to AI washing and find yourself paying for or investing in services that are highly overvalued due to buzzwords and misleading statements. Another issue is that AI washing can harm public trust, resulting in the overshadowing of genuine AI advancements. Finally, it can create a cluttered marketplace where true innovation struggles to stand out against the tide of false claims.

Vetting businesses that claim to use AI can be time-consuming. But simple things, such as doing a LinkedIn search, can help you uncover valuable insights into an organization’s profile. Look at the level of AI experience and education that the vendors’ employees have. Companies that are developing AI solutions should have the right talent on board, meaning they have data scientists and engineers with experience in AI, machine learning and algorithm development.

Companies that truly integrate AI into their products need a well thought out data strategy because AI algorithms need it. AI systems are fueled by very large amounts of data, and the more relevant that data is, the better the results will be. They should be able to explain how much data is being collected and from what sources.

When comparing products and services, it’s essential to evaluate them with an open mind, looking at their attributes thoroughly. Study the value proposition and features and only start cooperation when you understand the program’s benefits beyond AI.

The Trevi Group | “Executive Search for Technology Professionals” | www.TheTreviGroup.com

#thetrevigroup #recruitingtrends #informationtechnology #employmenttrends #jobmarket #hiringtrends

Data Security Compliance

All industries must follow established standards and legal regulations for the appropriate handling and storage of data. The data security compliance regulations that apply depend on where a company is registered and where it conducts business.

What is Data Security Compliance?

Data compliance is the adherence of an organization to the laws and standards governing the security and protection of sensitive data.

Data security compliance is a branch of data compliance that specifically refers to securing and protecting this sensitive data from breach and theft.

Complying with data security measures means companies must document and implement security practices as compliance proof.

Data security and compliance strategies often include:

• Data classification according to its sensitive nature

• Encryption of sensitive data

• Access control implementation

• Data backup creation in the event of loss

• Documentation of all data security compliance measures

• Ongoing audits and updates to continue meeting requirements as needed

Data compliance vs. data security compliance

Sometimes these two terms are used interchangeably. While related, data compliance is all activity related to data handling compliance standards. 

Data security compliance, on the other hand, is a finer-grained subset of data compliance that deals with the specific measures an organization takes to protect sensitive data from illicit access, security breaches, and other cyberthreats through the use of firewalls and other data protection methods.

What Regulations Must Organizations Comply With?

All organizations must comply with the data security compliance regulations of the industry and region in which the company is registered and any areas in which it does business, such as:

• GDPR

• HIPAA

• PCI DSS

Here’s a breakdown of these data security compliance regulations.

General Data Protection Regulation (GDPR)

The European Union enacted GDPR as a sweeping data privacy regulation to protect EU citizens’ personally identifiable information (PII). GDPR’s compliance obligations are strict, mandating transparency among all organizations within Europe — and those doing business with European citizens — regarding how the companies collect data and how it’s used so citizens have more control over PII.

One of the greatest features of the legislation is its stance against businesses that do not comply. Businesses found non-compliant face substantial penalties for failing to meet GDPR’s privacy and data regulation compliance criteria. Fines for non-compliance are as high as 4% of a business’s annual income worldwide or €20 million — whichever amount is higher — causing organizations around the world to rethink data collection practices and data handling measures.

HIPAA

HIPAA, the Health Insurance Portability and Accountability Act, is legislation from the United States. HIPAA became law in 1996 and established rules and procedures for healthcare practices and other businesses that come in contact with a patient’s private medical data or personal health information, known as PHI.

Any entity considered “covered” by a HIPAA category must uphold the legislation’s standards for data security compliance. 

Covered entities include:

• Doctors, nurses, and other healthcare providers

• Agents, customer service representatives, accountants, and other individuals in the employ of insurance providers

Any associates that do business with the above two entity categories and have access to private health information, must also remain in compliance, including (but not limited to):

• Data transmitters

• Medical transcriptionists

• Software providers

PCI DSS

In recent years, theft of credit card information has risen. Somewhat like HIPAA for healthcare, the payments industry introduced PCI DSS, or the Payment Card Industry Data Security Standard, in December 2004. 

PCI DSS sets forth guidelines for protecting consumers’ credit card information. PCI DSS is not legislation by any government — instead, it’s a set of contracts imposed upon any entity engaged in accepting credit card or debit card payments from consumers. The Payment Card Industry Security Standards Council (PCI SSC) enforces these contractual commitments. However, PCI DSS does not apply solely to the business accepting the credit/debit card payment. 

Compliance extends to any entity that comes in contact with credit card information, including entities that:

• Accept data transmissions

• Store card data

• Transmit card data

Even if a business uses a third-party payments company to facilitate credit/debit card payments, the business must still comply with PCI DSS. For example, an eCommerce store that accepts card payments through Stripe is still responsible for the secure acceptance, storage, and transmission of all credit or debit card payment transactions even though Stripe facilitates the payment. 

All businesses accepting card payments can benefit from creating internal credit/debit card transaction policies and processes to meet PCI DSS compliance.

Data Security Compliance Training for Staff

Training employees on data security compliance is essential. But successful training relies on:

• Figuring out which topics your staff requires training in

• Finding the right training program or materials (or even building your own)

• Preparing a doable training schedule

If you build your training program, you’ll likely have upper staff lead individual modules. But if you select a third-party training program, it’s important to know who you’re working with. Vetting your partner vendors is essential because if vendors aren’t compliant with data privacy legislation and regulations, you could be found non-compliant by proxy.

Safeguard Your Data with MRINetwork

If your organization handles any form of sensitive, private data, data security compliance is essential. Your business must create policies and procedures to ensure it meets all applicable requirements, and that employees understand data security compliance measures.

The Trevi Group and MRINetwork has successfully placed over 300 cybersecurity professionals since 2021, many of whom possess transferable skills from other sectors. Our success stresses the importance of a well-planned hiring strategy as cloud security evolves.

Read our blog for more insights into a wide range of industry trends.

Learn more:

• Looking for cybersecurity roles?

• Need to hire a cybersecurity professional?

The Trevi Group | “Executive Search for Technology Professionals” | www.TheTreviGroup.com

#thetrevigroup #recruitingtrends #informationtechnology #employmenttrends #jobmarket #hiringtrends

Candidate Training (FREE) - sponsored by The Trevi Group - Next session 10/1/2024

I am excited to announce that The Trevi Group & MRINetwork will providing a free training program for Candidates. This program is designed to help job seekers in their job search process and looking to advance their careers.  

Program Details:

• Five training sessions, each focusing on a critical aspect of job searching

• Open to all candidates, with no cost to attend

• Hosted by our MRINetwork's Learning and Talent Development Team

 Session Schedule (all sessions run from 12 Noon to 12:30 PM ET): 

Resent Sessions:

• Salary Negotiation:  Master the Money Talk - September 3rd @ 12:00 PM ET

• Link to Register:  https://events.teams.microsoft.com/event/1d6f9b24-7bb8-47fc-849e-450673bfd7da@023e37cc-b54b-4c5f-8c8d-8fefc196c7a5

• Resume Advice:  Craft your Best Resume - September 17th @ 12:00 PM ET

• Link to Register:  https://events.teams.microsoft.com/event/a3d73cda-6215-44da-986f-12eb4761296d@023e37cc-b54b-4c5f-8c8d-8fefc196c7a5

• Nail Your Next Interview:  Expert Tips and Strategies - October 1st @ 12:00 PM ET

• Link to Register:  https://events.teams.microsoft.com/event/d74c2898-8d9e-4383-9e22-680801d3987b@023e37cc-b54b-4c5f-8c8d-8fefc196c7a5

• LinkedIn Leverage: Tools to Boost Your Career - October 15th @ 12:00 PM ET

• Link to Register:  https://events.teams.microsoft.com/event/03a3a02d-700c-44cc-9652-636d0605abca@023e37cc-b54b-4c5f-8c8d-8fefc196c7a5

Our Upcoming Sessions:

• Social Media Mastery: Elevate Your Professional Presence Online - October 29th @ 12:00 PM ET

• Link to Register:  https://events.teams.microsoft.com/event/5eb249f6-4de8-43f1-9fb5-286fd70cac56@023e37cc-b54b-4c5f-8c8d-8fefc196c7a5

We encourage you to take advantage of this free program and to attend these valuable sessions. This is an excellent opportunity to sharpen your resume, improve your job search strategy, elevate your online presence, and improve your overall interviewing skills and offer negotiation skills.

The Trevi Group | “Executive Search for Technology Professionals” | www.TheTreviGroup.com

#thetrevigroup #informationtechnology #jobmarket

'SHIFT Report - Trending Topics in the World of Work_ (July 2024)

Our July issue of SHIFT looks at protecting communications in the workplace; the current pace of hiring; what effective leadership looks like today; embracing AI in the world of network engineering; and burnout among workers.

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"Off" and "on" channel communications in the workplace

Protecting communications in the private workplace has always been challenging. Our constitutional privacy protections are geared to protecting U.S. citizens from the government, not from their employers — and state and federal courts have long confirmed that there is little protection for employees, according to Reuters. However, beginning with the internet, and becoming more compelling with the development of messaging platforms and the cloud, legislators and courts agree that there is some expectation of privacy when it comes to personal data in the workplace.

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The pace of hiring

The pace of hiring remains strong for lower-earning Americans, holding steady above its pre-pandemic baseline even as the demand for higher-income workers has waned slightly, according to new data from Vanguard. The hires rate for the bottom third of workers by income (who earn less than $55,000 a year) was 1.5% in March, where it has largely hovered since September 2023, according to a new Vanguard analysis. Vanguard is among the nation’s largest 401(k) plan administrators. Its analysis is based on new enrollments in its 401(k) plans.

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What defines leadership in 2024?

What are some of the behaviors that make a good leader in 2024? Here’s Forbes’ take on answering that question: Emotional intelligence and empathy; Adaptability and resilience; Collaboration and inclusivity; Visionary thinking; and Ethics and responsibility.

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Addressing burnout in the workplace

Burnout in the workplace is not new—but it is worsening. SHRM’s Employee Mental Health in 2024 Research Series, released for Mental Health Awareness Month in May, found that 44 percent of 1,405 surveyed U.S. employees feel burned out at work, 45 percent feel “emotionally drained” from their work, and 51 percent feel “used up” at the end of the workday.

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The Trevi Group | “Executive Search for Technology Professionals” | www.TheTreviGroup.com

#thetrevigroup #recruitingtrends #informationtechnology #employmenttrends #jobmarket #hiringtrends

BLS Employment Summary Report -- published 7/5/2024 for June 2024 results

As the tumultuous political environment builds momentum approaching election day, the focus on the monthly employment data intensifies. Today’s data provides the pundits with fuel for another round of competing analysis. Most labor market watchers from Wall Street to Main Street and in Washington DC were expecting to see a modest uptick in job growth and that is exactly what was delivered. However almost 75 percent of the job gains were in government, healthcare, and social assistance segments.

The 206,000 job gain in today’s data released by the Bureau of Labor Statistics (BLS) monthly payroll report was in-line with economists’ expectations. The BLS also revised down payroll employment data in April by 57,000 and for May by 54,000 jobs. With these revisions, employment in April and May combined is 111,000 lower than previously reported.

The unemployment rate continued to up-tick now at 4.1 percent versus 3.6 percent in June 2023.

“Despite slower GDP growth and high interest rates, the economy continues to create jobs and unemployment remains near record lows. Within this environment, most clients, served by our global Network of over 200 executive recruitment offices, report ongoing challenges finding the top technical, executive, professional and managerial talent they need to drive growth. Many clients are exploring new ways to both retain top performers and to recruit new talent based on a ‘skills-based’ approach to hiring and talent-management,” noted Rick Hermanns, president and chief executive officer of HireQuest Inc., parent company of MRINetwork.

“The Financial Times (FT) recently profiled what organizations are doing to ensure producers have the right skills. What they found was similar to what our recruiters see every day as they work with clients and candidates. Successful organizations will need to master additional skills in dealing with existing employees and in attracting and selecting top new performers. Among the factors FT identified include ensuring teams and new hires receive training in the productive use of AI. FT notes that all JPMorgan Chase new hires will understand how to write the most effective text ‘prompts’ to generate maximum value from AI responses. Second, top firms will invest in ‘up-skilling,’ with investments ranging from payment for university tuition costs to funding industry certifications and offering career coaching. A third effort identified are firms who tackle the ‘paper-ceiling’ of college degrees by finding talented players who acquired skills without a formal college degree.

The Wall Street Journal’s Justin Lahart provided a perspective about this month’s data noting it was not clear “...what the right level of job growth is to keep the labor market in balance. Before the pandemic, economists at Goldman Sachs reckoned that, as a result of slowing population growth and more Americans hitting retirement age, the economy only needed to add 70,000 to 80,000 jobs a month to keep the unemployment rate steady. Now, as a result of the jump in immigration, they say it could be around 200,000, ‘But that is with very little confidence,’ added Goldman’s chief economist, Jan Hatzius.”

Reporters at Fox Business noted that today’s data and the downward adjustment of April and May jobs growth, “...may please the federal Reserve, which is looking for signs inflation is easing. This follows the closely watched ADP report which showed companies added 150,000 jobs last month, missing the 160,000 gain that economists surveyed by Refinitiv predicted and down from the revised 157,000 figure in May. Both data points, closely watched by the Federal Reserve, will influence when policymakers will begin their long-anticipated rate-cutting cycle. Chairman Jerome Powell, speaking earlier this week, reiterated the need for inflation to be lower.”

Government employment expansion continued to lead job growth in the non-farm labor force data reported by the BLS. Government employment rose by 70,000 in June, higher than the average monthly gain of 49,000 over the prior 12 months. Over the month, employment increased in local government, excluding education (+34,000) and in state government (+26,000).

Healthcare added 49,000 jobs in June, lower than the average monthly gain of 64,000 over the prior 12 months and employment in social assistance increased by 34,000 in June versus an average growth of 22,000 over the past 12 months.

Construction added 27,000 jobs in June, slightly higher than the average monthly gain of 20,000 over the prior 12 months.

Employment in professional, scientific, and technical services continued to trend up in June (+24,000).

Retail trade employment changed little in June (-9,000), after trending up earlier in the year. Employment in professional and business services declined slightly in June (-17,000) and has shown little change over the year. Temporary help services employment declined by 49,000 over the month and is down by 515,000 since reaching a peak in March 2022.

Employment showed little change over the month in other major industries, including mining, quarrying, and oil and gas extraction; manufacturing; wholesale trade; transportation and warehousing; information; financial activities; leisure and hospitality; and other services.

“Traditionally our recruiters and clients have judged potential talent hires primarily using education and specific work experience criteria along with behavioral and skill attributes that could be quantified. Today, a new skills-based approach looks at not only traditional criteria but looks into a candidate’s interpersonal skills and their ability thrive in tomorrow’s non-linear career paths. Clients need to better understand a new hires potential and their ability to flex in delivering work needed in the future,” noted Hermanns.

The Trevi Group | “Executive Search for Technology Professionals” | www.TheTreviGroup.com

#thetrevigroup #recruitingtrends #informationtechnology #employmenttrends #jobmarket #hiringtrends

Building a Resilient Incident Response Plan for Corporate Security

Corporate security is a top priority when it comes to safeguarding the data systems and communications of your organization. Threat actors continue to develop sophisticated cyber attacks that compromise some of the most well-established cybersecurity infrastructures, with industry studies revealing that millions of data records are exposed to data breaches each quarter. 

(Adi Goldstein/Unsplash)

A resilient incident response plan enables your company to react effectively against the evolving tactics of malicious parties aimed at evading security controls. But how do you build one?

Defining Roles and Responsibilities in Incidence Response

Incidents require swift responses. One crucial aspect of ensuring this lies in clearly defining the roles and responsibilities of your incident response team. A well-established set of duties enables teams to focus on their respective roles efficiently in high-pressure environments. 

While resilient incident response teams may comprise different structures, they typically include the following contributors:

• Incident Response Team Leader/Manager: The head of the incident response team with the overall responsibility to oversee the decision-making during a crisis. Leaders ensure that teams follow the outline of a response plan in coordinated efforts to resolve and mitigate ongoing issues. 

• Responders: The team members responsible for handling the operational and technical duties in mitigating the identified issues. 

• Communications Lead/Manager: These team members offer the skills and expertise to handle every aspect of incident response communications. They ensure smooth communication among internal and external stakeholders and strategically release information to the public. 

• Scribe: The team member responsible for logging the comprehensive details of an incident for documentation and investigative purposes. 

• Customer Support Lead: Team members tasked with communicating with the public and providing the assurance of ongoing efforts in fixing the issue. 

• Social Media Lead: These contributors manage the social media channel updates during incident responses, working closely with customer support leads in collecting timely customer feedback and responding strategically. 

• Forensic Analyst/ Problem Manager: Experts who examine the root cause of the incident and brainstorm for strategic measures to prevent reoccurrence. 

Establishing Communication Channels and Escalation Procedures

The next step of a resilient incident response plan involves a clear breakdown of communication procedures and informing each involved role about the expected escalation steps and response times. A robust escalation process should begin with a formal activation procedure for your incident response team. Consider implementing an alerting mechanism that triggers alerts across multiple communication systems to mobilize response teams during a detected incident. 

Communication is Key

Your team’s communication manager should rapidly notify the public to prevent any speculation among external stakeholders. External parties may form foregone conclusions with the lack of data which could compromise your corporate image. As such, it is important to present clear and concise information when presenting the issue to the public. Managers should work closely with technical teams for accurate details and apply strategic language (written and verbal) in managing public concerns. 

Your team should consider implementing a pre-approved communication template to expedite responses during a time-sensitive situation. These templates should outline the general communication details (i.e., quality, channels, response times, and frequency) for an incident response while teams can quickly customize fields based on incident specifics.

Conducting Regular Tabletop Exercises to Test the Effectiveness of the Plan

It is important for your incident response team to constantly test and improve the effectiveness of your plans. Tabletop exercises enact the environment, threats, and considerations in a simulated incident for accurate response. 

Regular tabletop exercises help you identify the response times of individual members and identify weaknesses, mistakes, and areas for improvement that could undermine an actual operation. Your team should also monitor critical incident response metrics to accurately measure the effectiveness of team collaboration. These metrics may include the speed of identifying and responding to the root cause of an incident, the time taken for leaders to reach a specific decision (such as broadcasting information across social media channels), and the quality of documentation. 

Documenting Lessons Learned and Continuously Improving The Plan

Your response team should make a detailed and reliable record of each outlined issue in your tabletop exercises and take proactive measures to prevent them. For example, in a simulated scenario of regulatory and compliance breaches, your team could improve the response times in the reporting and remediation of legal requirements. Similar to a routine fire drill, repeating these exercises minimizes the risk of missteps that might disrupt or delay your crisis response. 

It is crucial to conduct a post-incident meeting with every involved party to discuss the lessons learned and follow-up action to avoid future incidents. These meetings apply to tabletop exercises and actual incidents. Every participant should contribute by highlighting the key learning points and assessing practical methods for strengthening existing security systems. 

Coordinating with External Stakeholders

Finally, your incident response team should discuss and decide if there is a need to involve law enforcement. The decision depends on the severity of the situation, and if the issue can be resolved by internal investigative teams. Your incident response plan should assign the person or parties with the authority to notify law enforcement and the criteria for doing so. Teams should also consider working closely with a trusted external legal advisor to decide the best course of action. 

An experienced counsel can assess the situation from a legal perspective to justify the cost, efforts, and potential complications involved in pursuing law enforcement. It is important to note that law enforcement could increase public attention toward the incident, which would require strategic stakeholder communications. 

Closing Thoughts - Optimizing Corporate Preparedness With Incident Response Plans 

Ultimately, it is important to recognize cybersecurity issues as more than a technical issue but one that undermines an organization as a whole. Preparing your corporate team for the unexpected ensures the swiftest and most coordinated responses in the worst-case cybersecurity scenarios. By doing so, your company can stay resilient and productive in a digital landscape of constant cyber concerns. 

The Trevi Group | “Executive Search for Technology Professionals” | www.TheTreviGroup.com

#thetrevigroup #recruitingtrends #informationtechnology #employmenttrends #jobmarket #hiringtrends

Embracing AI: The Future of Network Engineering

The AI era is revolutionizing network engineering, and it’s time to jump on this tech wave! As networks become more complex, AI and automation are the game-changers we need. This transformation means network engineers must evolve, too. Learning AI, machine learning, and network automation isn't just a trend – it's a career boost.

Imagine managing dynamic networks with ease and stepping into innovative roles that were once unthinkable. It’s like getting a superpower upgrade for your career. So, why not dive in, get those new skills, and lead the charge in this exciting new landscape?

Why AI Skills Matter for Network Engineers

AI is no longer the future; it's the present. For network engineers, understanding AI and automation is akin to having a secret weapon. These skills will help you handle increasingly complex networks, predict and solve problems before they happen, and make your job a lot more exciting. Plus, it positions you as a leader in the tech community, driving innovation and efficiency.

Tips to Get Started

1. Learn the Basics: Start with online courses on AI, machine learning, and network automation.

2. Get Certified: Certifications from credible sources like Cisco can boost your resume.

3. Hands-On Practice: Work on projects or contribute to open-source communities to get practical experience.

4. Stay Updated: Follow industry news and trends to keep your skills sharp and relevant.

Posted by KAREL LUKAS

The AI era is here, and it’s packed with opportunities for those ready to embrace change. So, let’s get learning and transform network engineering together!

The Trevi Group | “Executive Search for Technology Professionals” | www.TheTreviGroup.com

#thetrevigroup #recruitingtrends #informationtechnology #employmenttrends #jobmarket #hiringtrends

The Coolest MSP Tools of 2024: What Hiring Managers Need to Know

In the fast-paced world of IT, keeping up with the latest tools and technologies is crucial. As we look at 2024, the Managed Service Provider (MSP) landscape is brimming with innovative solutions designed to streamline operations, enhance security, and boost efficiency. Whether you're already familiar with these tools or just starting to explore their potential, here's a look at some of the coolest MSP tools right now and how hiring managers can leverage this information.

Top 10 MSP Tools Making Waves in 2024

1. ConnectWise: A comprehensive suite of Remote Monitoring and Management (RMM) and Professional Services Automation (PSA) tools.

2. NinjaOne: Known for its unified IT management platform that simplifies complex processes.

3. Atera: Combines RMM, PSA, and remote access functionalities in a single platform.

4. ThreatLocker: Offers robust cybersecurity measures to protect against evolving threats.

5. Rewst: Specializes in automation, streamlining MSP workflows to enhance efficiency.

6. CyberQP: Provides advanced cybersecurity solutions tailored for MSPs.

7. Kaseya/Datto: Renowned for backup and disaster recovery solutions.

8. N-able: Offers a comprehensive range of IT management and security tools.

9. MSPbots: Utilizes AI to drive operational efficiency and smarter decision-making.

10. LogicMonitor: Known for its powerful and comprehensive monitoring capabilities.

How These Tools Impact Hiring Managers

As a hiring manager in the IT sector, understanding and leveraging the latest MSP tools can significantly impact your recruitment strategy and team development. Here’s how:

1. Identify Skill Gaps

   Staying updated on trending tools allows you to spot skill gaps within your current team. For example, if AI-driven automation tools like Rewst are gaining traction, ensure your team has the necessary skills to utilize them effectively.

2. Tailored Training Programs

   Use your knowledge of these tools to design or recommend training programs for your existing employees. If your team isn’t yet familiar with advanced cybersecurity solutions like ThreatLocker, prioritize training in this area to stay ahead of potential security threats.

3. Optimized Job Descriptions

   Crafting job descriptions that include specific tools your company is adopting or planning to adopt can attract candidates who are already proficient with these technologies. This reduces onboarding time and ensures a smoother transition.

4. Competitive Advantage

   Highlighting your use of cutting-edge MSP tools in your recruitment process can make your company more appealing to top talent. It signals that your company is innovative, forward-thinking, and invests in the latest technologies.

5. Collaboration and Innovation

   Encourage your team to collaborate on exploring these tools. Sometimes, the best insights come from hands-on experience. This approach not only improves your team's proficiency but also fosters a culture of continuous learning and innovation.

Conclusion

Posted by KAREL LUKAS

As the IT landscape continues to evolve, staying informed about the latest MSP tools is essential for hiring managers. By leveraging this information, you can ensure your team is equipped with the right skills and tools to stay competitive. From identifying skill gaps and optimizing job descriptions to fostering a culture of innovation, these tools offer numerous benefits that can significantly enhance your recruitment and team development strategies. Stay ahead of the curve and make the most of these cutting-edge MSP solutions in 2024.

The Trevi Group | “Executive Search for Technology Professionals” | www.TheTreviGroup.com

#thetrevigroup #recruitingtrends #informationtechnology #employmenttrends #jobmarket #hiringtrends