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Wils Bell – President
Direct: 407-365-2404
Email: Bell@SecurityHeadhunter.com
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May 29, 2012
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Several years ago when you started that new position it was a very exciting time. That first morning down in Human Resources getting ready for your orientation and filling out and signing paperwork. There was the health insurance paperwork, the life insurance paperwork, the tax withholding paperwork, the retirement account paperwork, and perhaps the employee conduct handbook. Was there anything else that you signed?
Hey, what about that Non Compete Agreement / Non Disclosure Agreement paperwork. Did you sign one of those also? Chances are you did, but what exactly did it say?
Now, fast forward to present day. Do you know where your signed copy of your agreement is located? Just what were those restrictions or limitations you’re subject to if /when you leave this employer.
According to a lot of people I have asked that question to recently, very few people know the exact location and can put their hands on the agreement today. Some folks have no idea where it is or did they even keep a copy, while others think maybe they might be able to find it, but aren’t sure.
These type agreements should be considered a very important document to you for many reason.
Most people who know exactly where it is , simply scanned it after they took it home and it’s on the hard drive AND backed up. Others have it in the safety deposit box. It doesn’t really matter where you keep it as long as it is safe and you can put your hands on it when needed.
Having to call your employer’s HR department and ask for a copy just might alert someone as to your career plans.
The point of this whole article is that it only takes you a minute to save your signed agreement securely so you’ll be able to access if and when the times comes. It could and can save you a lot of headaches and other issues down the road when you decide it is time for a change and you need to know just what it says.
Just my 2 cents worth.
Wils Bell – President
Direct: 407-365-2404
Email: Bell@SecurityHeadhunter.com
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April 27, 2012
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Follow my Twitter feeds for daily breach and security news.
Wils Bell – President
Direct: 407-365-2404
Email: Bell@SecurityHeadhunter.com
- Twitter (Follow me for latest Jobs, Breaches, and News)
- LinkedIn (I accept all security professional’s Invites)
April 16, 2012
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Follow my Twitter feeds for daily breach and security news.
Wils Bell – President Direct: 407-365-2404 Email: Bell@SecurityHeadhunter.com HELPFUL LINKS
- Twitter (Follow me for latest Jobs, Breaches, and News)
- LinkedIn (I accept all security professional’s Invites)
April 4, 2012
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Follow my Twitter feeds for daily breach and security news.
Wils Bell – President
Direct: 407-365-2404
Email: Bell@SecurityHeadhunter.com
HELPFUL LINKS
- Twitter (Follow me for latest Jobs, Breaches, and News)
- LinkedIn (I accept all security professional’s Invites)
March 28, 2012
Posted by Wils Bell |
HeadHunting Stories |
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Follow my Twitter feeds for daily breach and security news.
Wils Bell – President
Direct: 407-365-2404
Email: Bell@SecurityHeadhunter.com
HELPFUL LINKS
- Twitter (Follow me for latest Jobs, Breaches, and News)
- LinkedIn (I accept all security professional’s Invites)
March 26, 2012
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Follow my TWITTER feeds for daily breach and security news.
Wils Bell – President
Direct: 407-365-2404
Email: Bell@SecurityHeadhunter.com
HELPFUL LINKS
- Twitter (Follow me for latest Jobs, Breaches, and News)
- LinkedIn (I accept all security professional’s Invites)
March 21, 2012
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Follow my Twitter feeds for daily breach and security news.
Wils Bell – President
Direct: 407-365-2404
Email: Bell@SecurityHeadhunter.com
HELPFUL LINKS
- Twitter (Follow me for latest Jobs, Breaches, and News)
- LinkedIn (I accept all security professional’s Invites)
February 29, 2012
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Follow my Twitter feeds for daily breach and security news.
Wils Bell – President
Direct: 407-365-2404
Email: Bell@SecurityHeadhunter.com
HELPFUL LINKS
- Twitter (Follow me for latest Jobs, Breaches, and News)
- LinkedIn (I accept all security professional’s Invites)
February 17, 2012
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HeadHunting Stories, My LinkedIn Profile, Security Articles, Security Breaches, Security Jobs |
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** Remember to follow me on Twitter for daily breach and security news.**
Wils Bell – President
Direct: 407-365-2404
Email: Bell@SecurityHeadhunter.com
HELPFUL LINKS
- Twitter (Follow me for latest Jobs, Breaches, and News)
- LinkedIn (I accept all security professional’s Invites)
February 16, 2012
Posted by Wils Bell |
HeadHunting Stories |
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Follow my Twitter feeds for daily breach and security news.
Wils Bell – President
Direct: 407-365-2404
Email: Bell@SecurityHeadhunter.com
HELPFUL LINKS
- Twitter (Follow me for latest Jobs, Breaches, and News)
- LinkedIn (I accept all security professional’s Invites)
February 8, 2012
Posted by Wils Bell |
HeadHunting Stories, Security Articles, Security Breaches |
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Follow my Twitter feeds for daily breach and security news.
Wils Bell – President
Direct: 407-365-2404
Email: Bell@SecurityHeadhunter.com
HELPFUL LINKS
- Twitter (Follow me for latest Jobs, Breaches, and News)
- LinkedIn (I accept all security professional’s Invites)
January 13, 2012
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Security Job Title: Due Diligence Marketing Representative
Job Type: Full-time
Job Location: May be based anywhere
Compensation: Base of $80,000K to $120K plus solid commission structure
Total Package: Average Rep’s earn between $200K – $300K or more
Education: Prefer BS, but will consider work / education combination
Travel %: minimal
SecurityHeadhunter.com, an Executive Search Firm, has been retained to identify and recruit a solid candidate to join an established and growing (20-30% annually) firm that performs due diligence background reports on both companies and individuals around the globe. My client works with a large variety of Corporations to include but not limited to 25% of the Fortune 100 Companies, Regulatory Agencies, Multinational Law Firms, Governments and other Service Providers who specialize in the Energy, Defense, Gaming, Technology, Medical, Manufacturing and Finance Sectors.
Corporations are expanding their services, products and brand globally. As such, many of these same corporations need to attain due diligence reports on partners, vendors, employees, etc. This is my client’s specialty and is one of the factors propelling their solid annual growth.
As a successful candidate you need to have solid experience in client development and sales. Experience selling a business risk product or service is a big plus.
My client’s service is generally sold to C Levels executives; General Counsel, Chief Legal Officer, Chief Risk Officer. As such, having relationships with these contacts is a must and will accelerate your sales cycle.
Duties & Responsibilities
- Must have solid sales / marketing experience to C Level executives (General Counsel, Risk Officer, Legal Department) and have relationships with these levels
- Must be able to develop new business through referrals and cold calling
- Must be able (after training) to explain how due diligence services can and will benefit clients and what separates company from competitors
- You must understand that client service is major selling point of the company
- Will act as primary the point-of-contact for the client
- Will thoroughly read due diligence report and discuss findings with client
- Must have ability to maintain current client relationships while building new relationships
- Ability to work independently and in a telecommuting capacity in required
- Must be very detailed oriented
- Must have good written and verbal communication skills
Contact:
Wils Bell
407-365-2404
Bell@SecurityHeadhunter.com
SecurityHeadhunter.com
January 11, 2012
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Breaches and Security News from around the web as posted through my Twitter Account.
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January 3, 2012
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Breaches and Security News from around the web as posted through my Twitter Account.
December 14, 2011
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Breaches and Security News from around the web as posted through my Twitter Account.
Follow me on Twitter
Wils Bell
Bell (at ) SecurityHeadhunter.com
407-365-2404
December 6, 2011
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Security Articles, Security Breaches, Security Jobs |
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If you missed my Twitter (Security_REC) posts on Security News and breaches this week, here’s a recap:
December 2, 2011
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Security Articles, Security Breaches |
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I hope everyone had a great and safe 4th of July holiday. Our weather was wonderful here in central Florida and several friends joined my wife and me for a party around the pool followed by some great food off the new Weber grill. (It was great cooking over charcoal again after all the years of gas)
The Friday before the holiday, I had a candidate speak by phone with the CISO at a client of mine. My client is a mid sized organization that realizes they are way behind in their Infrastructure Security and want to bring in a top talent to get them where they need to go. They had already talked with two other candidates earlier in the week that I had presented and wanted to talk with the third and last person before heading out for the holiday.
The Candidate Feedback
Friday afternoon, I got a call from my candidate telling me he thought the conversation had gone very well. He was able to answer many technical questions and provide ideas how they would handle the upgrade to new security and so forth. The client really liked his ideas and they seemed to hit it off very well. In fact, they even joked around a bit at the end of the conversation. He felt that my client would want to have him fly in for an interview.
The Client Feedback
On Tuesday, when we all went back to work, the client called and said they would like to invite candidate #1 and #2 in for on site interviews. This was great news and I then asked about candidate #3. Would they also like to invite him in?
The short answer was not at this time. The client said his skills and experience were great and were equal to the other candidates interviewed through me, but he had turned the client off at the end of their conversation.
Here’s What Happened
During the first 95% of the phone interview, he presented himself well in regards to his current and past duties. He was clear and detailed on the approach he would take to complete the task the position required. They were getting along very well, so well in fact that my candidate decided to share what he though were a couple of humorous anecdotes.
They were funny to the candidate, but the client was not as amused and felt the candidate’s professionalism left something to be desired.
Remember…
When you are on a phone interview you are speaking with a hiring manager / authority. They are not your friend or buddy today. They may become your boss soon and perhaps later a friend, but not today. They are on the other end of the phone to learn about you, your experience and personality.
In this economy, most employers are going to phone interview multiple candidates to screen down to a couple to invite onsite for an interview.
Phone interviews need to be handled as professional as an on site interview since they are generally the first step in the process. To be eliminated from the interview process for telling what you think are humorous stories is purely a waste.
In coming days, I’ll right a posting about the no-no’s on interviews both phone and on site.
July 11, 2011
Posted by Wils Bell |
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Applications Security Engineer
(Client will consider someone on a telecommuting basis that is “VERY” experienced in Web AppSec source code review with solid
utilization of source code review tools.)
Job Type: Full-time salaried position
Job Locations: Telecommute
Compensation: $90,000 to $115,000 salary, maybe more
Telecommute: Yes
Education: BS strongly preferred, but not required.
Travel %: minimal
Relo Paid: Possible assistance available on a case by case basis
Certifications Preferred: CISSP is NOT required, but would be a plus
SecurityHeadhunter.com, a Security Search Firm, has been selected to conduct a search for a Web Application Security Consultant. Our client is looking for a person who has a passion for Web AppSec and understands that this area continues to evolve. The successful candidate needs to have solid Web AppSec experience working performing secure code reviews. Should have experience with one of the leading source code review tools such as Fortify, AppScan, HP Web Inspector or Hail Storm.
A true understanding of the OWASP Top 10 is also needed.
Successful candidate needs to be able to work with and relate to software developers during any and all remediation processes.
Any experience as a software developer working with Java and /or .Net would be very desirable.
RESPONSIBILITIES & DUTIES
- Conducting web application security source code review / analysis and application vulnerability assessments on both new and existing web applications.
- Successful candidate will have solid experience performing assessments and testing combined with researching exploits and vulnerabilities
- Solid understanding of best practices and methodologies of source code reviews.
- Ability to prepare formal security assessment reports for all applications.
- Participate and lead when necessary conference calls with internal business customers to review security assessment results.
- Consult with these internal business customers on remediation options and the retesting of security vulnerabilities that have been fixed and republishing your report to indicate the results.
- Ability to communicate complex security subjects in easy-to-understand terms.
- Desire to stay current with emerging technologies and industry trends.
- Ability to work in a fast paced, challenging and sometimes stressful environment while keeping a cool head.
- Ability to look at the big picture and help in finding acceptable solutions and remedies.
- Strong focus and ability to dealing with internal users and customers
- Solid written and verbal communication skills.
To be considered for this position, please contact Wils Bell directly OR email a confidential resume to : Bell@SecurityHeadhunter.com
Wils Bell
President
SecurityHeadHunter.com, Inc.
POB 620298 * Oviedo, FL 32762
Direct: 407-365-2404
Email: Bell@SecurityHeadhunter.com
Web: SecurityHeadhunter.com
“A Security Search Firm”
April 4, 2011
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About two weeks ago I got a call from a firm on the west coast. This call came from the Director of Information Security and he was frustrated with the fact he had an open senior security position that he had been trying to fill for several months. He had seen very limited resumes thus far and the few he saw were not even close to being a match. I should mention that I get calls like this often from both hiring managers and Human Resource managers.
When I asked how the hiring manager was trying to identify potential talent he stated the internal staffing department had been running many adds on the job boards. They also had several recruiters working on the position, but those recruiters didn’t really have a grasp of security or the position itself. Needless to say the hiring manger was frustrated with the whole process and the time that has passed with no good candidate presentations.
Trying to use these traditional types of recruiting for security positions is a little like casting a wide net and see if you catch anything. Sure, there are times you may get lucky, but many other times you don’t.
The world of recruiting has changed over the last 20 years. It has moved into the electronic world. There are 1,000’s of job boards and social networks like Facebook and LinkedIn. With all this technology you would think that hiring staff for your company is simple.
Well, judging from the comments and conversation I have with many employers that is not the case. Having all the electronic technology in the world does not help if it does not produce the required results.
I hear from Fortune 100 companies and down that identifying “good” talent that meets their security job requirements is getting harder and harder. As I mentioned earlier I get many calls from firms that had an open position for several months simply because the limited talent they see is not close to being a match.
Recruiting in the security niche must be targeted and direct. Casting a wide net and hoping to catch a perfect candidate is a poor solution for recruitment.
This is where, in my opinion, so many employers are missing out. If the traditional resources you have utilized are NOT producing solid results then why not change those resources. You may very well find that a change is just what your open security positions needed.
Wils Bell
President
SecurityHeadhunter.com, Inc.
SecurityHeadhunter.com is always open to answering questions and discussing security recruitment with both employers and security talented professionals. Feel free to visit us at SecurityHeadhunter.com or call us at 407-365-2404. Let our extensive experience in the Security Search Firm industry work on your behalf.
March 23, 2011
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Security Job: Manager; Security Breach Response
| Note: This is a great opportunity and the position is very detailed. Below is just a brief description to provide a general understanding of the basic responsibilities. For a full confidential discussion of this exciting opportunity, please call Wils Bell – 407-365-2404 |
Job Type: Full-time (not a consulting firm)
Job Location: Positions available in – New York City, Philadelphia or Chicago
Compensation: Base of up $140,000 (maybe higher) plus bonus
Telecommute: No
Education: 4 year degree is a must
Travel %: up to 40%
Relo Paid: Prefer local to either Chicago, New York City or Philadelphia
SecurityHeadhunter.com, a Security Search Firm, has been selected to conduct a search for a client interested in hiring a Manager of Information Security Breach Response. The chosen candidate will be responsible for working closing with the upper management and C level executives at organizations that have had a serious cyber breach to direct and coordinate a response and remediation efforts with internal resources and outside 3rd parties as required. In addition to having a good understanding of Information Risk / Security, the successful candidate will probably have had positions working in a client facing role (Sales or Sr. Consultant), but not necessarily . A solid understanding of how Information Risk and business functions interact is a real plus.
Our client is an established organization with “excellent” benefits and a great career path.
Responsibilities:
- Ability to direct and coordinate the breach response activities at affected organizations.
- Direct internal resources and 3rd party service providers that are involved in the breach response and remediation. This could include but not limited to Forensics Consultants, Credit Bureaus, Lawyers, Law Enforcement and other services as needed.
- 3rd party service provider relationships to include; selection, contract negotiation, and performance evaluation.
- For major breaches, ability to coordinate and direct response efforts onsite at affected organizations location.
- Provide onsite breach response assistance for clients as needed for significant breaches.
- Ability to educate organizations on the need for proper incident response and the liabilities of failure to do so.
Skills and Abilities
- You must have excellent written and verbal communication skills
- Ability to work with people during high pressure and crisis modes.
To be considered for this position, please contact Wils Bell directly OR email a confidential resume to : Bell@SecurityHeadhunter.com
Wils Bell
President
SecurityHeadHunter.com, Inc.
POB 620298 * Oviedo, FL 32762
Direct: 407-365-2404
Email: Bell@SecurityHeadhunter.com
Web: SecurityHeadhunter.com
January 24, 2011
Posted by Wils Bell |
Security Jobs |
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If you’re scratching your head about why users are ignoring security policy, maybe it’s time to review your mistakes – and share them with people
By Michael Santarcangelo
Ever spend time working on policies, solutions and messages only to be ignored or cast aside? Worse, after spending the time to build a solution, are people simply not responding?
Last month I shared the “pink sticky approach” and why it often backfires and complicates the situation. There is more to the story. I learned about the “pink sticky approach” after keynoting a conference. During an open panel, a woman stood up to ask for help improving compliance with the privacy policy. She described how she used the pink stickies and was confused why it led to less compliance instead of more.
To read the full article by Michael on CSO Online click: http://tinyurl.com/23naft3
November 9, 2010
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Approximately one year after the theft of 57 hard drives containing member data from a leased facility in Chattanooga, BlueCross Blue Shield of Tennessee provided an update…….
FULL ARTICLE
November 5, 2010
Posted by Wils Bell |
Security Breaches |
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During a conversation today I was reminded of a situation that in some regards was funny and on the other hand was actually rude. It does have a lesson to those employees of companies involved in the interview process.
Here’s what happened. I had a position here in Florida for a senior hands-on technical Security candidate. The client was a solid company with operations around the USA, Caribbean and Central and South America. Even though this company had many bilingual employees due to their different business locations, it was not required on this particular position.
Since the candidate (let’s call them Dave”) I recruited was available ASAP, had recently relocated to Florida and was local, the employer scheduled an in-house interview for one afternoon. ( I’d known Dave for several years since I recruited him for another opportunity when he lived in the Carolina’s. Still has his Carolina accent.)
The day of the interview arrived and Dave was off to meet everyone. Dave called me on his drive home from the interview to share his thoughts of the company, the position, the people, etc. He met with Human Resources and got all the HR information and was taken on a brief tour of the facility by another HR representative on the way to interview with the technical security staff and manager. Dave was taken to a conference room where the manager and 2 project managers were all waiting to conduct a group interview, even though the interview itinerary was stated differently, but no big deal.
Here’s where it begin to get a little funny and rude at the same time. All three employees of the client were asking Dave questions related to the job. As usual, the questions started out relatively easy and progressed quickly to more difficult questions since Dave was able to answer correctly without any issues. He knew he were doing well. He knew he knew more than the project manager he would report too. He knew the manager thought he would not be challenged for long in the job. He knew he blew away all the other candidates interviewed thus far, and many other insights.
Now you ask, why would these employees conducting the interview discuss these comments directly in front of Dave. Simple, they were speaking Spanish. Yes they were interviewing in English, but discussing amongst themselves their comments about the candidate. How rude was that, but the fact that Dave was able to understand about 75% of the Spanish was the funny part.
Yes, here’s someone with a Carolina accent that had a real good handle on understanding Spanish. He had worked for a firm in the past with many Latin American clients and spent 5 years travelling south and picked up Spanish enough to understand people fairly well.
Dave thought it was a real insightful interview situation that most people would never experience, while also being rude.
One we jot to the actual job, regardless of the rudeness factor, Dave stated that the client indeed had some real security issues, as I had indicted. Once those issues were resolved over the next many months, the job would not be challenging. Even though he was ready to go to work, this was not going to present a long-term opportunity. (The client still made him an offer, even though I said it was not necessary)
The overall problem I saw was the client was discussing Dave and his answers and comments right in front of him in a language they thought he did not understand. Whether he understood or not I felt and he felt it was rude. Would that have been the normal work environment and atmosphere. In fairness, I did share with the CIO that Dave turned down the position based on opportunity, but for future reference he night want to discuss with his managers their interview style.
I supposed the moral of the story would be never assume anything, like you are not being overheard or understood by those around you.
Have a great Wednesday.
September 29, 2010
Posted by Wils Bell |
HeadHunting Stories, Security Articles, Security Jobs |
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