Follow my Twitter feeds for daily breach and security news.

• Phishing Campaign Using Spoofed US-CERT Emails

• Leahy promises to amend Senate version of SOPA before vote

• Can You Trust Data-Recovery Service Providers?

• Teenager Sentenced for Card Skimming

• Stratfor Website Back Online After Hack, CEO Apologizes

• Microsoft Readying Real Time Hosted Threat Intelligence Feed

• Class action lawsuit seeks $4.9 billion over TRICARE data breach

• Homeland Security gets $888m for infrastructure protection and information security

• The Lords of Dharmaraja Faked Indian Gov’t Memo

• Ten Years After Gates’s Memo, Effects Still Being Felt

• Malicious URLs being disguised by QR codes

• Carrier IQ detection tool converted to premium SMS Trojan

• Vermont tax agency posts social security numbers, federal tax IDs online

Wils Bell – President
Direct: 407-365-2404
Email: Bell@SecurityHeadhunter.com

HELPFUL LINKS

•  Hiring Companies – visit our website
• Security Professionals – visit our website

• Twitter (Follow me for latest Jobs, Breaches, and News)
• LinkedIn (I accept all security professional’s Invites)

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 

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Application Security Guide For CISOs

GSA Final Rule Requires Vendor Proof of Security

More than 51,000 security pros employed in Q4, up from 37.000 employed in Q1, study says

FBI Warns: Game Over

Cisero’s sues processor and bank over pass-along fines following alleged breach

Ramnit Worm Threatens Online Accounts

Cyber Attacks May Be Revealed to Investors as SEC Rules Push Disclosures

Researcher Releases New Version of P0f Fingerprinting Tool

Gamers Seek Beta Versions, Download Malware Instead

US and China headed for CYberWar in 2012: 

Follow me on Twitter

Top Tech Trends for 2012

Manhattan District Attorney Charges 55 with Cybercrime

Websites, apps vulnerable to low-bandwidth, bot-free takedown, say researchers

Feast of the Seven Phishes 2011

On 2011: The Year of System Failure

Government Can Save Millions Reforming Security Policy

Hackers Publish Information on 90 Million in China

Hackers Release More Information from STRATFOR

The six worst data breaches of 2011

United flyer finds dozens of passengers’ info online

If it’s Friday, it’s time to reset almost 18 million passwords?

Hackers to exploit vulnerable infrastructure in 2012, McAfee warns

Attackers could remotely exploit flaws in Siemens industrial control system app

US-CERT warns about security flaw affecting millions of wireless routers

Japan’s cyber defense weapon: a virus

Breaches and Security News from around the web as posted through  my Twitter Account.

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Microsoft Patches Windows Flaw Exploited by Duqu

Restaurant Depot Admits They Were Hacked, Customer Data Stolen

Don’t Fall Victim to Poor Network Segmentation

2,000 live typosquatted domains discovered

The risks of unauthorized access

Top software failures of 2011

RSA breach tops list of 2011′s most significant cybercrimes

Experts tie cyber attacks to Chinese government-backed hacking groups

Homeland Security releases roadmap to improve security in cyberspace

ENISA on Cyber Security: Future Challenges and Opportunities

Cyber Security and Illegal Information Operations

DHS Releases Blueprint for a Secure Cyber Future

Common Errors in Firewall Configurations

FTC Takes on Super Cookies

ENISA Releases DigiNotar Report: Operation Black Tulip

House panel mulls compromise cybersecurity legislation

Adobe patches critical zero-day flaw in Reader and Acrobat

Top Ten Password Cracking Methods

Follow me on Twitter

Ex-Army researcher links Conficker to Stuxnet

Russian media, election watchdog silenced through cyberattacks

Small firms have fewer resources to deal with more cyberthreats, House panel told

MIT researchers: US needs single agency to protect electric grid from cyberattacks

Getting Past Security’s Fuzzy Math ROI

Is the Security Response System for SCADA-ICS Broken?

Holiday Shopping At Work Raises Risks

Raytheon Acquires Cybersecurity Firm Pikewerks

Executives Lack Confidence in Infosec Strategies

Controls Have to be Executed Perfectly Every Day

Carrier IQ Controversy Spawns Lawsuits

FBI Warns of New Fraud Scam

Congress Probes TRICARE Breach

Organizing a Breach Notification Team

Wils Bell

Bell (at ) SecurityHeadhunter.com

407-365-2404

AT&T and Sprint acknowledge use of Carrier IQ

Norwich Airport database breached

FBI Warns of Coordinated Malware and DDoS Attacks Designed to Drain Bank Accounts

Twitter snaps up Marlinspike’s mobile encryption startup

Carrier IQ Rootkit Logs Everything on Millions of Phones

Health Care Data Breaches Increase by 32 Percent: Ponemon Report

Hackers accessed city infrastructure via SCADA – FBI

Data breaches in healthcare organizations are rising more than 30 percent year 

Survey – More patient data breaches, less security, and more headaches for patients

Breach Response: Reputational Risk

RIM PlayBook Jailbroken, Researchers Claim

Two Million Requests from Infected Systems In Week After Ghost Click Takedown

One-quarter of firms hit by cybercrime, survey finds

Adobe issues security warning for Adobe Flex SDK

Twitter snaps up Marlinspike’s mobile encryption startup

Carrier IQ smartphone software logs your every move, says researcher

Is PCI Effectively Preventing Fraud?

Fraud Scheme Hits Grocer

Duqu hackers scrub evidence from command servers, shut down spying op

Criminals sabotaging Cyber Monday, security experts warn

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.

(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”

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.

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 3^rd 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.
• 3^rd 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

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

FULL ARTICLE

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.

A couple of months ago I heard about a company rebuilding their web presence and was in need of senior  Security Architect.  I called the CISO and left a voice mail  introducing myself and SecurityHeadhunter.com as a Security Search Firm. I indicated I would send my company Brochure and a link to the SecurityHeadhunter.com web site for their review. I was pleasantly surprised a few days later when I had a voice mail from the CISO (let’s call them John”) saying he would like to talk. When we spoke I had high hopes of picking up the search, which I hand already seen on their career page.

Well, I reach John and yes one of his managers was indeed still  looking for a security architect. They were frustrated in the fact this position had been open for over 7 weeks and the resumes from HR were not close to what was needed skills wise. I was sure my expertise could help identify quality talent, I told John. That’s when the shoe hit the ground. I was informed that all recruitment services must go through the HR department.  John had no control over that aspect of the process, but would  introduce me to the manager, which they connected me with while I was on the phone. Once John got off the call, the other shoe hit the ground. “I appreciate John introducing you, but we have a list of  approved vendors.  Please send your information and we’ll keep it on file” I was informed. I don’t go away that easy, so I let the HR manager know that I am not a general recruiter. I am president of SecurityHeadhunter.com and as the name implies we a  Security Search Firm. We have the ability and expertise to fill this job. Didn’t matter what I said. They had their vendors and they would let me know if I could help in the future. I let John know the outcome of the call.  He was also disappointed.

About 2 weeks ago I got a call from someone in HR (not the manager) asking if I could be available that afternoon for a conference call with the HR Manager and 2 Security managers to discuss the position since they were not getting the resumes they needed. Of course, I could and I was emailed the details to call for the CC.

At 2 pm I called in to enter the CC, but the code number to join the conference I was given was wrong.  I quickly reached the HR rep from earlier and was given the corrected code and called again. It was now 3 minutes after 2pm and when the automated system let me into the conference it announced to me “You are caller number 14  in the conference”.  You have to be kidding I thought. Am I just one of lots of recruiters on this call?  I must be part of a  ”Recruiting Cattle Call”. What a waste of my time, but since I was already there I’ll listen.  The  HR Manager was already discussing  salary and other HR information before the  Security Managers detailed the job. It was good information, but nothing I didn’t already understand from a technical standpoint. The Security managers then asked for questions from those listening. I had a couple questions, but  I thought I would sit back and listen to what others asked. Like I suspected about 8 people (recruiters) asked question that made it so clear they had no idea what a security architect is and how to screen their skills.  At this, why would I want to spend valuable recruiting time on a search for an employer that utilizes the Cattle Call recruiting method. I did conduct a quick follow up call with the HR rep and was informed the others on the call were their approved vendors, the same ones that have not filled the job yet.

Time is money and the recruiting process is no different. Employers should try to fill their open jobs on their own if possible, but after 3 months of the efforts of the approved vendors with no success, perhaps it’s time to engage a “Security Headhunter” to fill the position.  In this case, it appears that the approved vendors just are not specialized in getting the correct talent  and I would not work on a search with 10 plus other firms. My time is to valuable to spend in a cattle call search process.

If you are not getting qualified resumes in your recruiting process, then you should change your process.

Moral of the story:  Make the decision to bring a “Security Search Firm” into your process at this point. You’ve given your other resources plenty of time with no success. Sometimes, as employers, you need to make an investment in your search with an exclusive search  that will actually results in a “search assignment” where candidates are recruited for your specific  job, not simply posting jobs to the Internet and see who replies.

I shared these thoughts with the HR manger and the CISO, but nothing yet. (the position is still open)  Perhaps next month the employer will decide to move forward on a real search assignment.

Have a great Monday!

Last week I had 3 people interviewed in person at three different organizations for 3 different types of positions. Even though each position and organization is different, they all have one thing in common.

Virtually “NO” timely interview feedback.

The problem of getting client feedback in a timely manner is probably the biggest complaint I hear from candidates I represent on search assignments. I have spoken with other recruiters I know in other industries and I hear the same thing from them. It is happening, or rather not happening across all search types to even include Retained Search.

As most of my clients know, when they engage SecurityHeadhunter.com to perform a search assignment for a senior level position, critical hire or hard to fill position, we don’t run out and post jobs to a bunch of job boards. We actually recruit candidates that are generally working and happy in their current job. They are top candidates that will only make a move that is right for their family and career goals.  They ARE NOT actively looking for a job, rather they are interested in hearing about the employer opportunity and once again determining if this new opportunity AND company are a fit for them.

During the interview employers are looking at the candidate for a match, but remember that the candidate is also looking very hard at the employer. What kind of first impression does the employer make on the candidate.

We all know the old saying “There is never a second chance to make a first impression” and when employers wait 4-5 days or a week or longer to provide feedback, this leaves candidates with less than a great impression of that employer.

I understand that everyone is busy.  Just staying up with emails and all the other electronic media can be overwhelming, however when an employer has an open position the goal is to fill that position. To fill the position, interviews must take place and to get candidates to want to work for your company and accept your offer employers must sell the candidates on their company. Dropping the ball on feedback is no way to sell your company to a prospective hire.

All I am trying to say here is that if an employer decides to interview a candidate and go through the time and expense it takes for the interview , then get feedback about the interview out ASAP. Not only will that make my job easier, but the candidates will realize that you are not only serious about filling this position, but you are professional in how your company deals with candidates.

Job Type: Full-time salaried position
Job Locations: If you are open to any of the following areas we should talk:  Illinois, North Carolina, Nebraska, Pennsylvania, Indiana, and Connecticut
Compensation: $90,000 to $110,000 salary, maybe more
Telecommute: No
Education: BS strongly preferred, but not required.
Travel %: minimal
Relo Paid:  Possible assistance available on a case by case basis
Certifications Preferred: CISA, CISSP

SecurityHeadhunter.com is conducting a search for Web Application Security Engineers. Our client, a Fortune 500 organization, has engaged us to identify, recruit and prescreen candidates that have a passion for web security. These are full time positions working on site for the organization. The client is not a consulting firm.

Our client really wants to see candidates that have at least 3-5 years of software / application development and /or web development skills in Java OR .NET environment and has moved over to the Security side for at least the last 2-3 years.

Having a software or Web Development background prior to Web Application Security is NOT a must have, but is a big plus for the positions.

The selected candidate(s) will be working on new web application security as well as legacy systems from time to time. Selected candidate(s) must be very knowledgeable of OWASP TOP 10.

RESPONSIBILITIES & DUTIES

• Conducting web application security assessments on both new and existing web applications.
• These assessments involve manual testing and analysis as well as the use of automated web application vulnerability scanning and testing tools to include but not limited to Fortify, IBM App Scan, HP Web Inspector, Hail Storm testing tools.
• Utilizing company standard reporting format to prepare formal security assessment reports for each application, using our standard reporting format.
• 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.
• Participate and lead when necessary conference calls with potential internal business customers to review newly requested security assessments and estimate the amount of time required to complete the assessment.
• Ability to assist in the deployment and/or support of web application firewalls.
• Experience working with static code analysis tools
• Ability to communicate complex security subjects in easy-to-understand terms.
• Desire to stay current with emerging technologies and industry trends.
• Solid understanding of OWASP along with the ability to apply the application those security concepts.
• Thorough understanding of both TCP/IP and HTTP.
• 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.

For information on this or other Security related positions, please contact:

Wils Bell
President
SecurityHeadHunter.com, Inc.
POB 620298 * Oviedo, FL 32762
Direct: 407-365-2404
Bell@SecurityHeadhunter.com *  SecurityHeadhunter.com * www.Linkedin.com/in/wilsbell

Job Type: Full-time
Job Location: New York or Pennsylvania
Compensation: Base – starts at $200,000K and will go up from there DOE –
Bonus Estimate: $75 -$100,000
Telecommute: No
Education: BS Degree Preferred, but client will consider total experience
Relo Paid: Yes
Other: GSSP Certification a plus

SecurityHeadhunter.com is actively recruiting a senior level candidate for the position of Chief  “Software” Security Architect for a major New York client. You can choose to work in New York or work in their Pennsylvania location.  (FOR FULL DETAILS CONTACT US TODAY!)

This is a new and very key role. You will be responsible for all software / application security architecture for the corporation.  You must posses a technical background from the Software Security side. Any experience as a structure hacker would be a benefit.

You’ll also need a good understanding of network, host, and physical aspects of the security infrastructure. Any experience dealing with offshore systems development would be a plus but not required. You’ll need the same communication and interpersonal skills as a senior principal / partner of a large security and information protection agency.

Responsibilities will include
• Provide solutions and guidance in the form of design, development, and deployment on all aspects of software & application security to the development teams on a national and international basis.
• Implementation of:
o Software Security Services
o Security Architecture Analysis and Design Reviews
o Security Code review
o Recommendations of procedural and technological compensating controls
o Secure Coding best practices implementation and training
o Application Threat modeling and Mitigation Services.
• Strengthen the Risk Assessment process with pertinent technical criteria to better assess the risk ratings of client applications.
• Strengthen client Vulnerability Management process which includes bugs, patches, configuration management advice.
• Comprehensive and holistic level perspective required for implementing security methodologies and best practices across all lines of business of the organization; including Technology.
• Must apply structured thinking, methodology and disciplines to a complex environment of business and technical requirements.

Qualifications
• Core security, vulnerability scanning & pen testing tools
• Core security analysis
• Understanding of secure HTTP, application security, web security, SHH, SFTP, SSL and additionally application vulnerabilities.
• An understanding of application security over OS’s (Linux, Sun, Windows, Novell, etc.)
• Must have a minimum experience 10 years developing scalable, distributed applications with a thorough understanding of platforms like Enterprise Java, .NET with security aspects of Java, C#, C++ languages. 5 years in the Application Security space; including information (storage, transmission, etc.), application (design & development), deployment, run-time (access), operation/support.

To share your confidential resume please email a resume “directly” to: careers@securityHeadhunter.com or contact:

Wils Bell
President
SecurityHeadHunter.com, Inc.
POB 620298 * Oviedo, FL 32762
Direct: 407-365-2404
Bell@SecurityHeadhunter.com *  SecurityHeadhunter.com * www.Linkedin.com/in/wilsbell

“A Security Search Firm”
P Go Green – print only if necessary

Here are a basic sampling of Security Breaches that have been gathered from across the Internet. Who’s really winning this cyber war?

* Hackers bait Zeus botnet trap with dead celeb tales

* UPDATE: Idaho Power says Mercer breach affected over 375,000

* UK insurer hit with biggest ever data loss fine

* Judge approves Countrywide Financial ID theft settlement

* Laptop stolen from U Kentucky had info on newborns and mothers

* UConn notifies 10,174 applicants of laptop theft

* Bank of America settles Countrywide data theft suits

* College students slowest to respond to ID theft

Look for a weekly list from this point forward.

I am very fortunate in that my security search firm receives many resumes  every week that are unsolicited.  Unfortunately, I /we can’t call everyone that sends a resume. There simply is not enough time.

We do however save 95% of all resumes sent  because the first place I go when I have a new search is our company database. The software we use is great since all we have to do is

save the resume file and the resume is parsed into the database right from the email.  All the information such as contact, skills, employers, etc. is pulled and entered to certain fields which I can then search upon.

Here is minor problem that we encounter many times a month.

Many people send resumes with incomplete contact information. Here are basic examples from last week:

John J. Smith
john.j.smith @currentemployer.com

OR

John Smith
555.555.5555

OR

John Smith
Atlanta, GA

Why is full contact important? It goes to what I mentioned earlier. We can’t call everyone that sends a resume today, but that doesn’t mean we’ll not try contacting you in a week, month, or year from now regarding a new opportunity that comes across our desks.  Knowing this fact means your resume can’t be entered until all the correct  contact data has been included. A new position/ search may happen at any time and full contact allows us to search by variables, including location. Many clients only want local based candidates or candidates within a certain mileage of their location. The more contact we have the better chance we can reach you quickly or at all.

Also, another good tip for you is don’t use your current employers email (yes some people do) because when you leave that employer your email becomes invalid. Simply keep a Gmail or Yahoo type for use with your resume and career development. I call people every day from 3-4 year old resumes.

Don’t get me wrong. We love getting all the resumes that are sent to us, but please include all your contact information, not just for today but for years from now.

John Smith
1000 Main Street
Orlando, FL 32805
407-555-1212
john.j.smith@gmail.com

Not to worry, we will reach out to you and ask for full contact, but it’s much quicker if you  included full contact on your resume to begin with.

Keep those resumes coming, but preferably with full contact information included.

As usual, thanks for visiting my blog.

Regards,

Job Type: Full-time
Job Location: New York
Compensation: Base – $200,000K (maybe more)   Bonus Estimate: $75 -$100,000
Telecommute: No
Education: BS Degree Preferred, but client will consider total experience
Relo Paid:  Possibly some assistance on a case by case basis.
Other: GSSP Certification a plus

SecurityHeadhunter.com is actively recruiting a senior level candidate for the position of Chief Security Architect for a major New York client. This position will have very broad enterprise impact.  You’ll be setting strategies which will translate into tactical decision making, influencing technology implementations and business operations processes. You must have implemented an enterprise scale threat mitigation and assurance strategy for software development.  You’ll also need a good understanding of network, host, and physical aspects of security the infrastructure.  Any experience dealing with offshore systems development would be a plus but not required.

You’ll need the same communication and interpersonal skills as a senior principal / partner of a large security and information protection agency.

Responsibilities will include

• Provide solutions and guidance in the form of design, development, and deployment on all aspects of software & application security to the development teams on a national and international basis.
• Implementation of:
  • Software Security Services
  • Security Architecture Analysis and Design Reviews
  • Security Code review
  • Recommendations of procedural and technological compensating controls
  • Secure Coding best practices implementation and training
  • Application Threat modeling and Mitigation Services.
• Strengthen the Risk Assessment process with pertinent technical criteria to better assess the risk ratings of client applications.
• Strengthen client Vulnerability Management process which includes bugs, patches, configuration management advice.
• Comprehensive and holistic level perspective required for implementing security methodologies and best practices across all lines of business of the organization; including Technology.
• Must apply structured thinking, methodology and disciplines to a complex environment of business and technical requirements.

Qualifications

• Core security, vulnerability scanning & pen testing tools
• Core security analysis
• Understanding of secure HTTP, application security, web security, SHH, SFTP, SSL and additionally application vulnerabilities.
• An understanding of application security over OS’s (Linux, Sun, Windows, Novell, etc.)
• Must have a minimum experience 10 years developing scalable, distributed applications with a thorough understanding of platforms like Enterprise Java, .NET with security aspects of Java, C#, C++ languages.  5 years in the Application Security space; including information (storage, transmission, etc.), application (design & development), deployment, run-time (access), operation/support.

To forward a confidential version  of your resume, please email directly to: Bell@SecurityHeadhunter.com
or contact:

Wils Bell
President
SecurityHeadHunter.com, Inc.
POB 620298 * Oviedo, FL 32762
Direct: 407-365-2404

Bell@SecurityHeadhunter.com *  SecurityHeadhunter.com * www.Linkedin.com/in/wilsbell

“A Security Search Firm”

Phone Interview are a Key Part of the Interviewing Process

As you can imagine, I speak with many security candidates every day in the process of doing my job for client companies.  Over the years, these 1,000′s of phone interviews have allowed me to become somewhat of an authority on phone interviewing and I wanted to share  some tips, observations and stories that may help you during this aspect of the  interviewing  process. These tips are for both talking with a recruiter or an employer. Hope they help.

1) Keep your scheduled appointment or contact ASAP

Yes, I know that we are all really busy, but if we have a scheduled time to speak please try to keep it. Many times this is the first impression I have of you. I understand that your schedule can change at the last second due to problems at work, but please try reaching me thru email, text, or phone just to give me a heads up. We can reschedule,  just let me know. Also, there’s no worse feeling than having you scheduled to speak to a client of mine at say 1 pm and I see the client’s # come up my caller ID at 1:05 only to hear them say you were not at your phone when they called.

2) Cell phone charged, conference room available, Etc.

Yes this happens more times that I like to admit. I’ll be talking on a scheduled call and the candidate says that their cell is going dead. Ouch.  I also have people chased out of conferences rooms since they failed to check the availability. Also, when talking on a cell if you go outside the building, please be aware that many times traffic and / or wind noise can be a real issue to the person on  the other end. Try sitting in your car. That generally works well as long as you have a good signal.

3) Never ever eat while interviewing!

Yes this does happen. I’ll be interviewing a potential candidate and they are eating.  Not only does this sound bad on the phone, it really give a bad impression to me or an interviewer.

4) Give the interviewer your full attention.

Many times I speak to candidates while they are home or in the car driving.  I understand that you may need to ask me to hold on while attending to children or other issues, but doing it several times is not good.

5) Interrupting the interviewer is never good.

Let’s face it, we all interrupt each other from time to time. It must be human nature, but constantly interrupting an interviewer is one of the worst things you can do. It happens to me on many occasions. I can barely get a sentence out before someone starts talking again. They don’t listen to my entire question before trying to answer and many times I have to ask the question again. This is incredibly annoying.

As I stated above, I have done 1000′s of telephone interviews over my career. Probably over 25,000, so I can speak on the subject with authority.

Remember, there are several candidates to interview for an open position. Several are interviewed by phone to determine who will get a second interview and / or in house interview. When you look at it this way, it’s obvious to see that a phone interview by me or an employer is a method of eliminating candidates for a particular job. That’s why so much is based on the conversation.

Whether the call is for 15 minutes or a full blown hour or two call, I learn a great deal about you and how you conduct yourself, how you share your skills, and how you will represent yourself to a client of mine if I get you an interview.

]]> http://securityheadhunter.wordpress.com/2010/06/22/phone-interviews-are-very-important/feed/ 0 Security Headhunter http://securityheadhunter.wordpress.com/2010/03/24/top-10-cyber-crime-jobs/ http://securityheadhunter.wordpress.com/2010/03/24/top-10-cyber-crime-jobs/#comments Wed, 24 Mar 2010 12:51:50 +0000 Wils Bell http://securityheadhunter.wordpress.com/?p=479 ]]> The  Cyber Crime Organization

This morning while reading my daily dose of security breaches to post to my Twitter account I came across a great article from an FBI study that discusses the make up of a Cyber Crime organization. The Top 10 Positions, if you will.

It really made me think back to the days that hackers where young kids, bored, sitting at a computer seeing what mischief they could cause. Oh, how things have changed.

As I talk to clients daily and discuss the issues of Cyber security it makes me really wonder how many firms really think about hackers being in a “Cyber Crime Organization”. Clients have their internal IT and Security departments with a variety of talent who create applications and those that protect the applications, and data and networks and so forth. Well, so do Cyber Criminals.

As I tell my clients, Cyber Criminals are very smart and sophisticated. You need to be smarter and more sophisticated. These criminal enterprises are run like a business. They are staffed with top talent that are dedicated to the job, yes their criminal job! By having these enterprises setup and running, they can and do strike within hours of an opportunity making itself available.

Here is a look at how the” Top 10″ positions within a Cyber Criminal Organizations according to the FBI.

1. Coders/programmers, who write the exploits and malware used by the criminal enterprise.

2. Distributors, who trade and sell stolen data and act as vouchers for the goods provided by other specialists.

3. Tech experts, who maintain the criminal enterprise’s IT infrastructure, including servers, encryption technologies, databases, and the like.

4. Hackers, who search for and exploit applications, systems and network vulnerabilities.

5. Fraudsters, who create and deploy various social engineering schemes, such as phishing and spam.

6. Hosted systems providers, who offer safe hosting of illicit content servers and sites.

7. Cashiers, who control drop accounts and provide names and accounts to other criminals for a fee.

8. Money mules, who complete wire transfers between bank accounts. The money mules may use student and work visas to travel to the U.S. to open bank accounts.

9. Tellers, who are charged with transferring and laundering illicitly gained proceeds through digital currency services and different world currencies.

10. Organization Leaders, often “people persons” without technical skills. The leaders assemble the team and choose the targets.

As I said earlier, this is no longer a bored teenager looking for mischief.

Wils Bell

Compliance Manager

Responsibilities

• Manage and lead an array of Compliance Programs to include but not limited to Sarbanes-Oxley (SOX), Continuous & Ad hoc internal audit  programs, Technology Audits, Controlled Access to Production Systems (CAPS) exercises, Internal Audit Issues, and others
• Work with fellow team members, Technologists and Vendors to ensure that all the program deliverables are responded to the Enterprise-level Program teams in a timely fashion.
• Ensure that the most efficient governance process in place for the Compliance Programs
• Interface with Senior management including C-level Technology Executives  (by providing them continuous status updates on all Compliance Programs), as well as the technology managers and their team members to ensure that the program goals and objectives are addressed and executed on a day-to-day basis to achieve the overall goals
• Interface with the Central Operation Risk Management team of Global Markets Technology, infrastructure groups, and the Global Auditors (internal and external) for the department
• Stay abreast of the upcoming audit schedule and  requirements for the GRCT team and track any open audit items across the department to remediation and closure

Required: Required for being successful

• Seven (7+) years experience in either a Program Management Office (PMO) or Business Management Office (BMO) in a compliance-based role
• Excellent inter-personal, negotiation and influencing skills
• Strong problem solving and analytical skills
• Excellent organizational, planning, writing and communication skills
• Self-starter with a proven track record of taking initiative
• Persistency, poise and perseverance to get things accomplished under pressure and within the set timelines
• Interest and track record of ensuring accuracy, clarity and quality of work with attention to detail
• Past experience of working with senior management
• Excellent MS-Office skills (including PowerPoint (for presentations) and Excel ( for manipulating large amounts of data)

Preferred:  Not mandatory but preferred –

• Project Management Certification  – PMI or PRINCE 2, etc.

For additional information on this or other Security Jobs, please contact:

Wils Bell

Information Security Recruiter

SecurityHeadhunter.com, Inc.

POB 620298

Oviedo, FL 32762

Desk: 407-365-2404

Cell: 407-718-7764

Email: Bell@SecurityHeadhunter.com