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The Trevi Group
The Trevi Group | “Executive Search for Technology Professionals” | www.TheTreviGroup.com
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Where you establish the beginning of information technology largely depends on how you want to define the term. If you mean information technology as it pertains to digital computers, the field emerged in the 1950s when scientists at Harvard and the Massachusetts Institute of Technology (MIT) started integrating circuits into large devices that could store and retrieve data. If you define information technology as any invention that stores data, you can trace the field’s origins to early writing.
Regardless of where you choose to begin the timeline, IT has played a critical role in human development by giving people ways to record, manipulate, and retrieve information. Let’s look at some of the historical milestones in IT development to gain a deeper understanding of how IT benefits people today.
Some of the most important milestones in IT development include:
The Analytical Engine (1801): conceived by mathematician Charles Babbage, the Analytical Engine was a steam-powered device that could theoretically perform large calculations.
Punch Cards (1890): Herman Hollerith developed a punch-card system to make the U.S. census more efficient and accurate. The punch-card concept would remain influential for at least half a century.
Turing Machine (1936): Alan Turing conceptualized a universal computational device. It was used to decode messages during World War II and remains a central concept in modern computing.
First Digital Computer (1941): Konrad Zuse finished the first fully digital computer.
Electronic Numerical Integrator and Calculator (ENIAC) (1946): The Census Bureau funded the first commercial, general-purpose computer.
First Transistor (1947): Bell Laboratories invented the first transistor, leading to the possibility of more compact computers with large vacuum tubes.
First Computer Chip (1958): Jack Kilby and Robert Noyce developed the first integrated circuit.
First Mouse and GUI (1968): Douglas Engelbart made computing technology more feasible for the public by introducing the mouse and graphical user interface (GUI).
At this point, computer technology begins evolving so rapidly that revolutionary scientists debut revolutionary new concepts nearly every year. By 1972, available technology makes it possible for Ralph Baer to release Pong for the first home computer system.
Early computers used by businesses and tech enthusiasts weren’t self-contained devices. Instead, they were terminals that relied on much larger mainframe computers that were typically housed at universities or companies developing new technologies. Although not commonly used by the public, IBM still releases mainframe computers. For example, IBM currently makes a z16 mainframe computer. Businesses use the z16 for its fast computational and AI features.
While some companies still use mainframe computers, they’re very rare compared to the number of personal devices available. Some of the first personal devices made by Atari, Sinclair, and Commodore had enough power to perform complex mathematics and process code fast enough for people to play video games.
The IBM PC changed everything by providing an all-in-one computer that came with a hard drive, screen, mouse, and floppy disk drive.
In some ways, the rise of cloud computing resembles the way businesses once used mainframe computers. As cloud computing became more popular throughout the 2000s, home and business users could tap into larger servers to access powerful software. The impact of cloud computing offers several advantages, including:
Scalability that accommodates a company’s evolving needs
Off-site data storage for disaster recovery
Collaboration tools for remote and on-site employees
Access to emerging technologies like machine learning, AI, and data analytics at affordable prices
Mobile access to data and applications
Thanks to cloud computing, today’s companies can do business from any location with an internet connection.
AI and quantum computing are leading the future trends in IT. With AI, companies can analyze large data sets to make informed business decisions, serve customers, and predict future developments. AI is much more than a buzzword. It’s driving today’s most innovative organizations.
Quantum computing isn’t as available as AI, but it has enormous potential. By moving beyond the binary systems that underlie standard computer technology, quantum computing could solve problems that stump today’s fastest supercomputers. That’s good news for companies and governments that need to address complex issues. In the wrong hands, though, it could make it much easier for hackers to break into systems that were once considered secure. That only means that organizations need to adopt increasingly advanced security technologies to stay safe.
Information technology never stops evolving. That’s a blessing for companies eager to embrace emerging IT trends. And it’s a curse for those that struggle to keep up with those trends. Knowing the history of how information technology continues to influence today’s business decisions further highlights the importance of keeping up with emerging tech.
Start following The Trevi Group today to stay current with today’s leading technologies and discover more opportunities to thrive as IT changes.
The Trevi Group | “Executive Search for Technology Professionals” | www.TheTreviGroup.com
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Imagine an AI-powered bot that scours through a customer’s risk tolerance, financial goals, and income patterns to surface highly tailored investment plans—at inimitable speeds and scale. Better yet, envision a bot that engages in human-like conversations to a T, answering complex queries and explaining financial concepts using the simplest terms possible. That, right there, is the promise of generative AI.
For decision-makers in the banking and finance sector, the stakes couldn’t be higher. With generative AI firmly in the picture, traditional advisory roles are quickly taking a backseat and paving the way for AI-enhanced services. Here’s how you and your company can keep up.
Traditional AI scours pre-fed data to pick out patterns and formulate scenarios, but that’s all it does. Generative AI goes a level up to create new superior data, from simple write-ups to intricate videos, without deviating from the initial training data.
For banking and finance professionals, there is no shortage of scenarios where generative AI could prove to be a game-changing addition:
The modern customer deeply values anything that speaks to them, just them. With AI tools, you can capably search through vast amounts of customer data, including spending patterns and behavioral data, to surface tailored financial plans that are far more individualized and impactful than any human could ever conjure.
At its simplest, NLP is a wing of generative AI that makes client interactions broadly sophisticated and extensively helpful. One of its standout features is advanced sentiment analysis, allowing you to adjust recommendations dynamically based on clients’ emotions and risk tolerance. Tapping on NLP’s incredible ability to analyze markets and client goals in real-time, you can also suggest portfolio alterations or new opportunities on-the-go–a perk that clients will deeply appreciate. Yet that’s just the tip of the NPL’s iceberg.
AI-powered financial advisors can be the difference between financial products that feel disturbingly generic and those that are deeply personalized. That’s because they’re trained and modeled to adapt to individual clients’ scenarios across a variety of use cases, from savings and pensions to investment solutions. Besides, these intelligent AI solutions can continuously fine-tune their suggestions with every new data input, ensuring that each advisory experience is as dynamic and responsive as it can possibly be.
A recent IBM survey of close to 300 CEOs within the finance and business markets revealed a rather profound truth: jobs in the financial sector are fundamentally changing. 50% of the CEOs surveyed are keen on hiring for AI generative roles that weren’t there last year.
What does this mean for hiring trends 2025? The impact is three-pronged:
At the heart of generative AI’s efficacy is data that requires close monitoring and refining. So it’s no surprise that professionals adept in AI, machine learning, and data analytics are in high demand in the market right now. In the coming months and years, financial institutions will continue seeking out individuals who can build, roll out, and refine AI systems that enhance personalization and efficiency across their service portfolios.
Human expertise in financial planning can never be fully replaced, but that doesn’t mean it can’t be augmented or improved. As we speak, there’s an evolution towards a hybrid model, where advisors blend their expertise with AI’s insane speed and analyzing chops. Simply put, they’re learning how to work with and alongside AI; as partners, not competitors. The outcome is a richer, smoother, more data-driven experience for customers. A win-win for everyone.
Not too long ago, candidates with deep financial knowledge were almost assured of a spot in the industry. Things have changed since. Financial institutions are now seeking out professionals who possess extensive expertise in both AI and finance. And they’re willing to pay top dollar to get their hands on a few of those.
As the financial landscape continues to shift in the most unprecedented fashion and hiring trends become even more sophisticated, finance professionals must embrace emerging opportunities to stay relevant. It’s shape-up or shape-out time. Here are opportunities for finance professionals:
Upskilling in AI integration and data integration: Only those who take time to grasp the intricacies of AI, data analytics, and machine learning – and the intersection of all three – have a future in the industry.
Human expertise in complex financial decision-making: While generative AI is perfectly capable of generating powerful insights, it can only do so much. Nuanced human expertise remains pertinent in sensitive or complex financial decisions, particularly those that require empathy, judgment, and ethics – all qualities that AI is currently unable to imitate. Professionals who dial down on such “human-only” traits can be sure of a longer stay in the industry.
Collaboration between AI systems and human advisors: As far as the future of financial services goes, AI won’t be able to completely replace humans. A long-term collaboration between the two is in the offing. As such, financial experts who can effectively channel the best of both worlds – human intuition and AI-driven precision – into customer interactions stand to enjoy enhanced sustained client trust and satisfaction.
Generative AI is reshaping the financial planning space in ways never seen before. Client interactions have now become highly personalized and endlessly effective, a perk that the modern customer deeply appreciates. For financial professionals, it’s an opportunity to win over more clients by staying ahead of the curve.
With roles within the sector set to change for good to accommodate a more hybrid setup, you can’t afford to rest on your laurels. That’s where we come in. At MRINetwork, we’ve got what it takes to connect you with finance and banking professionals who are already steps ahead with AI adoption. We can’t wait to make your company’s transition to an AI-driven future a seamless, hiccup-free experience. Contact The Trevi Group today.
The Trevi Group | “Executive Search for Technology Professionals” | www.TheTreviGroup.com
#thetrevigroup #recruitingtrends #informationtechnology #employmenttrends #jobmarket #hiringtrends
Network access, data storage, and laptop or smartphone use are just a few common ways professionals use technology every day. Each represents a potential cybersecurity vulnerability. Cybercriminals will use any and all methods to access a business’s internal systems. As firms become more connected, their information technology systems become ever more prone to attacks.
With cybercrime rising and becoming more advanced and accessible to malicious actors, savvy organizations must update their IT hiring practices and internal processes.
Any business that requires internet access faces real threats from malicious actors. These criminals’ goals are varied. Some simply want money. Others seem to enjoy sowing disruption and danger.
Take the 2021 Colonial Pipeline attack, for example. The attack was a form of ransomware. The attackers demanded money in return for releasing control of the utility’s systems. But they also wanted to show their power via a shakeup of local infrastructure. The attack led to panic buying of fuel and a nationwide alarm around the seriousness of ransomware.
But ransomware isn’t the only concern of modern businesses.
Phishing is the act of using authentic-seeming communications to gather personal or business information. Phishers use this data to access systems such as bank accounts and business data storage systems. Some phishing emails and messages are easy to spot. The more sophisticated use social engineering to gain access to more sensitive data.
Other cyber threats are malware, direct entry via weak networks, data theft, and supply chain attacks.
The key to how resilient you are against cyber threats is your workforce. Every employee contributes to how secure your firm is. Training and education can help prevent:
Employees falling for phishing scams
Sharing of passwords
Weak passwords
Data loss via human error
The use of personal devices for corporate purposes
As well as training non-cybersecurity specialists on the basics, it helps to have some specialists in place. One of the major cybersecurity challenges facing companies is the talent shortages in this area.
Information technology recruitment specialists have noted a workforce gap of 4.8 million, which has risen 19% since 2023. The demand for skilled cybersecurity specialists is outstripping the rate at which they’re becoming qualified. To gain access to the right talent pools, businesses could consider partnering with educational establishments. They may also want to work with cybersecurity-focused talent advisors.
One reason for talent shortages is that cybersecurity professionals must keep up to date with emerging technologies. Last year’s experts are this year’s has-beens without the right upskilling.
Specialists who do learn the latest skills will find themselves using artificial intelligence (AI) and machine learning (ML) in their threat detection efforts. Predictive AI can assess networks for vulnerabilities quickly. Some AI-powered cybersecurity tools can even suggest next steps. Or they may use automation to patch vulnerabilities and deploy solutions.
When businesses fail to consider cybersecurity as a priority, cybercriminals win. The Colonial Pipeline attack is just a single event in a long history of cyberattacks. By May 2024, there had already been 20 major cyberattacks and countless smaller events.
UnitedHealth Group lost $872 million due to ransomware.
Hospital Simone Veil, France, ended up having to do every patient chart with pen and paper after ransomware shut the hospital’s systems down in April 2024 — it refused to pay.
Spoutible had its API hacked which impacted 207,000 users.
While not all these attacks lead to financial consequences, they all reduce faith in the organization as a whole. Consumers, investors, and partners want to know their data is safe. Firms that can’t guarantee that will lose customers to businesses that can.
There are many ways to secure your information technology systems, networks, and devices:
Invest in advanced firewalls
Ensure third-party software products meet your firm’s security standards
Hire a chief information security officer (CISO) to help manage data security protocols
Employ cybersecurity specialists with industry-specific experience
Take multiple backups of business-critical data
Have a disaster recovery plan in place
Many businesses end up in a tight spot because they don’t know what to do when an attack occurs. Planning for the worst helps ensure business continuity.
Your business needs to get the right cybersecurity strategies in place before the worst happens. Hiring cybersecurity specialists to complete your information technology teams is essential. Work with expert talent advisors at The Trevi Group to discover how to fill roles despite ongoing talent shortages. It will help you keep your organization secure against rapidly advancing threats.
The Trevi Group | “Executive Search for Technology Professionals” | www.TheTreviGroup.com
#thetrevigroup #recruitingtrends #informationtechnology #employmenttrends #jobmarket #hiringtrends
Thanksgiving is the perfect time to remember the many reasons there are to be grateful. I just want to let you all know how grateful we are that we've had a chance to get to know each other. Working with people like you is what makes our jobs great, and that’s something for which we are truly thankful.
We wish you peace, good health and happiness, not only at Thanksgiving, but throughout the coming year.
Stay well and stay safe.
Sincerely,
Karel Lukas
& The Trevi Group
The Trevi Group | “Executive Search for Technology Professionals” | www.TheTreviGroup.com
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The cloud is meant to be a safer way to store data compared to on-premise solutions like hard drives. However, that doesn’t mean it’s 100% secure. Cloud service providers are often the victims of cyber attacks. In fact, this technology is the second-most popular target for hackers.
Cloud misconfigurations, flimsy access controls, and poor incident response plans are among the most common vulnerabilities for cloud attacks. Here are some ways to keep your setup as secure as possible:
Many businesses think that cloud providers are totally responsible for security. However, this isn’t always true. Under the shared responsibility model, commonly used by providers, users also have obligations when it comes to security. This includes protecting hardware, networks, and other cloud resources.
The goal of shared responsibility is establishing a “collaborative and comprehensive approach to cloud security” that “leverages the expertise and resources of both the [cloud service provider] and the customer,” says leading cybersecurity company Palo Alto Networks.
In other words, you also have a duty to manage and secure different aspects of your cloud computing environment, whether it’s a public, private, or hybrid cloud. These components include compute, networking, storage, and everything that makes your environment run properly.
Shared responsibility isn’t some niche thing. Many of the world’s largest providers, including Amazon Web Services (AWS), adopt this model.
Cloud attacks can happen for all kinds of reasons, and common vulnerabilities are often to blame. For example, a lack of visibility over your cloud environment can encourage hackers to exploit weak spots, resulting in potential data loss.
Other vulnerabilities include:
Unsecured application programming interfaces (APIs)
Insider threats, such as disgruntled employees who want to steal your data
Poor access management controls
A lack of encryption, increasing the chances of hackers stealing sensitive data
Improper cloud misconfigurations can also wreak havoc on your environment. For example, setting up an AWS S3 bucket might lead to data loss, which happened to major publishing company McGraw Hill. This simple misconfiguration meant that hackers could have accessed 117 million files.
There are various ways to keep your cloud environment safe and secure. Some best practices include:
Setting up secure passwords that are difficult for hackers to guess
Implementing multifactor authentication (MFA) across your environment, making it harder for hackers to access sensitive info
Encrypting all your most important data
Preventing and monitoring suspicious activity with the right cloud management tools, such as CloudZero and Apache CloudStack
Creating least-privilege roles and disabling inactive or at-risk user accounts
Most providers take care of some of these tasks for you. For example, vendors might have in-house cloud management tools that track suspicious activity. However, you should still be accountable for cloud security, particularly if you agree to the shared responsibility model. Securing your environment isn’t a choice but a necessity, even if you’re a small business.
The cloud is still safer than on-premise. However, cyber attacks can happen and are actually on the rise. In worst-case scenarios, you need an incident response plan to fall back on. The right plan will detail what you should do post-attack, reducing disruption to your business.
Your response plan might include:
Roles and responsibilities for different team members after an attack
Identifying cloud cyber attacks, such as data breaches, API hacks, distributed denial of service (DDoS) attacks, and more.
Standardizing procedures for responding to, containing, and remediating the fallout of an attack
Your response plan shouldn’t be a one-time thing. For best results, create one you can adapt and update over time. Continuously improving your plan can reduce the impact of a cyber attack on your cloud environment.
The cloud is still a relatively new technology, and security will evolve and improve over time. In the future, expect technologies like cybersecurity mesh to increase in popularity. This innovation involves creating a distributed network and infrastructure that constructs a security perimeter around the people and devices connected to a network. Other trends, such as zero-trust architecture, will grow, eventually becoming a standard in the cloud computing industry.
Artificial intelligence and machine learning could also improve cloud security. These technologies let cloud systems learn from data algorithms, making detecting threats and suspicious activity with little or no human intervention easier.
Whether the cloud is home to some or all of your data, you’ll want to take the right precautions to prevent a cyberattack or other security incident. This might involve understanding shared responsibility, securing your cloud environment, and creating a good incident response plan. No matter what you do, keeping your cloud secure requires a lot of vigilance and compliance with industry best practices.
If you lack cloud security skills in your workplace, The Trevi Group can help. We’ll connect you with cloud professionals in your industry to keep your network and infrastructure secure.
The Trevi Group | “Executive Search for Technology Professionals” | www.TheTreviGroup.com
#thetrevigroup #recruitingtrends #informationtechnology #employmenttrends #jobmarket #hiringtrends
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.
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.
With that in mind, some roles are expected to be in demand over the next 18-24 months.
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
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
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
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
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.
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.
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
#thetrevigroup #recruitingtrends #informationtechnology #employmenttrends #jobmarket #hiringtrends
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?
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.
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.
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.
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 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.
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 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.
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.
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.
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.
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 (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 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.
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.
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
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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.
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.
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.
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.
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.
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
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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
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MRINETWORK Recognized by FORBES eight years in a row.
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
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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
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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.
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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
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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
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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.
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.
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.
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.
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.
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.
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
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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
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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
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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.
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
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.
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.
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, 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
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.
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.
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:
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Need to hire a cybersecurity professional?
The Trevi Group | “Executive Search for Technology Professionals” | www.TheTreviGroup.com
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About THE TREVI GROUP:
Since 2008, we've been helping companies hire the tard-to-find top performing engineers, architects, and leadership in the IT industry. Our specialties include Enterprise Networking, Security & Cybersecurity, Cloud, Data Center Infrastructure, Microsoft Technologies, and AI.
The Trevi Group is part of the MRI Network, a leading global search firm with over 250 offices worldwide.
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