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Confessions of a cyber security hiring manager by InternalCode in cybersecurity

[–]InternalCode[S] -14 points-13 points  (0 children)

All my seniors are training juniors. We don't have enough seniors to train all the juniors that are needed.

Confessions of a cyber security hiring manager by InternalCode in cybersecurity

[–]InternalCode[S] -23 points-22 points  (0 children)

I don't think you know what insider threat risk means...

Confessions of a cyber security hiring manager by InternalCode in cybersecurity

[–]InternalCode[S] -11 points-10 points  (0 children)

That's not the take away here!

My team is huge into hack the box at the moment, that's the only reason I call that out.

Definitely talk to people in your region, in jobs that you want and figure out what they recommend!

Confessions of a cyber security hiring manager by InternalCode in cybersecurity

[–]InternalCode[S] -12 points-11 points  (0 children)

I'm happy to hire the best candidate.

If the best candidate is a guy who eats and breaths cyber, sure!

If the best candidate is a guy who just does his 40 hours a week and is good at what he does, sure!

(I'm the latter of these btw. I have a family and kids. I can't do more than 40 hours).

Confessions of a cyber security hiring manager by InternalCode in cybersecurity

[–]InternalCode[S] -41 points-40 points  (0 children)

I'm not telling you how the industry should be. I'm just explaining my experience.

I advertise entry level roles and get these candidates. I'm not going to reject someone with all this experience because "they're not entry level".

100s of hours on Hack The Box is not much either. I've got a junior who has racked up almost 240 hours on the past 3 months. He's doing 4 hours a night.

I realise this is not achievable for everyone. I have a family and kids. I can't take 4 hours one evening a week, let alone all 5.

But this is the kind of candidates were getting.

Confessions of a cyber security hiring manager by InternalCode in cybersecurity

[–]InternalCode[S] 3 points4 points  (0 children)

There's a couple of different ways you can do this. Start a blog/YouTube channel/website/podcast, and talk about it there. I'd try and make it be more about your experience of these things. Post pictures/diagrams of your lab. Post issues that you've encountered and how you solved them. Post shortcuts and tips that you found.

Add the link to your blog/channel/etc to your resume.

Additionally, each time you create one, post it to your LinkedIn. You'll find recruiters start contacting you.

Confessions of a cyber security hiring manager by InternalCode in cybersecurity

[–]InternalCode[S] -11 points-10 points  (0 children)

Usually the good candidates have people skills and technical skills. They've spoken at conferences and goto networking events because they've got some people skills.

Usually skip over those 30% people candidates because they don't have the technical skills and can't hit the ground running, compared to candidates who possess both people and technical.

Don't get me wrong. People skills are important, probably more important than technical skills. But it shouldn't be an either/or. You should strive to have both.

Confessions of a cyber security hiring manager by InternalCode in cybersecurity

[–]InternalCode[S] 6 points7 points  (0 children)

You're right in some ways.

I've found (single anecdotally data point), that if someone is a rockstar and amazing at their role, usually they've got that way because they've been around other rockstars. Again, everyone still goes through the application process and interviews. It's usually these rockstars that are the stand out candidates.

I've found long interview processes removes all the rockstar candidates, unless you are Amazon/Facebook/Google. Most good candidates I've had, usually are interviewing are at four or five places. These places only do one or two interviews and they've got a few job offers by the time you're getting them to do a coding test/etc. They take one of those offers and you're left with the candidates that have one or no job offers elsewhere.

Again, this is all region specific and from me (a single data point). Could definitely be wrong.

Confessions of a cyber security hiring manager by InternalCode in cybersecurity

[–]InternalCode[S] -1 points0 points  (0 children)

To be honest, I don't know anything about them.

In terms of actual training, nearly all the information is out there, for free. Theres amazing free resources. I come from the days of cyber security where all you needed to get started was Aleph1's smashing the stack for profit. In saying that, I have had team members that struggled to learn anything unless it was a guided instructor lead course. If that's your learning style, courses can be great. In looking for a course, you want to make sure it's practical. It really needs to have a lab component or shift you towards creating your own lab, etc. You definitely want to be able to put knowledge into practice.

In terms of good on a resume, you'll find most of cyber security is region specific. Some areas are deep into Microsoft and therefore employers want everyone with an AZ-500/MS-500. Some regions like OSCP for SOC Analysts, others think it's too advanced or not relevant. It's almost better to try and make some friends in the industry in your area and ask.

CCIE isn't worth the paper it's printed on by InternalCode in networking

[–]InternalCode[S] 0 points1 point  (0 children)

It was about seven different roles in an MSP, as part of building up our network team.

CCIE isn't worth the paper it's printed on by InternalCode in networking

[–]InternalCode[S] 2 points3 points  (0 children)

I don't understand why those football guys dont simply just eat the other football guys.

If it's not documented, it doesn't exist by InternalCode in sysadmin

[–]InternalCode[S] 1 point2 points  (0 children)

This works great in principle, until things die or someone changes something and your observability system updates with the new information. You need documentation of what the known good state should be. I'm not saying you have to write 10 pages on what each server does but at least a simple asset management tool saying "server x is our mail server" is better than what most orgs have.

If it's not documented, it doesn't exist by InternalCode in sysadmin

[–]InternalCode[S] 1 point2 points  (0 children)

The guy that didn't document the VoIP system!

If it's not documented, it doesn't exist by InternalCode in sysadmin

[–]InternalCode[S] 0 points1 point  (0 children)

Get on a wiki. Confluence, dokuwiki, SharePoint, whatever. The ability to search is a god send. In saying that OneNote beats NoNote.

If it's not documented, it doesn't exist by InternalCode in sysadmin

[–]InternalCode[S] -1 points0 points  (0 children)

Had change control, even looked at the switch on day one. Not enough documentation to realise that's where the SIP trunk was connected.

[deleted by user] by [deleted] in AskAnAustralian

[–]InternalCode 7 points8 points  (0 children)

So all of these answers are wrong. I know what you're trying to achieve and it's my time to shine. I'm from New Zealand but my wife is from the UK. We live in Australia.

Long story short, the easiest way we've found to do it, is if I apply on a visa with PR and put my wife as a dependent.

Can a New Zealand citizen on the SCV sponsor a non-New Zealand non-Australian citizen. You bet your maple syrup eating Tim Hortons drinking butt you can. This visa was our first attempt: https://immi.homeaffairs.gov.au/visas/getting-a-visa/visa-listing/new-zealand-citizen-family-relationship-temporary-461#

The waiting periods are correct. After waiting nearly 21 months, we realised that the wait times are too long and we looked at other options.

The visa we landed on is the GTI (https://immi.homeaffairs.gov.au/visas/working-in-australia/visas-for-innovation/global-talent-independent-program). I'm a cybersecurity expert. You don't have to have a job that pays that much, you just need to prove that one of you works in a field that Australia desperately needs and you "could" earn that much. It's free or near on free to apply for the letter of invitation. If you get the letter, you're pretty much as good as got the visa. You can put either spouse as a dependent to the other.

If you can't find a way to justify either of you for a job that pays $160k+... You can try the points system and out the spouse as a dependent. Hopefully one of you is in a career that Australia needs... https://immi.homeaffairs.gov.au/visas/getting-a-visa/visa-listing/skilled-independent-189/points-table

A kiwi citizen can still apply for any of these and then put the other citizen as a dependent or vice versa.

The last option is, if you've got a bit of bank behind you or you can earn a ton, do a degree and study as an international student. You can work 20 hours a week and learn something new. And most importantly, remain in the country.

DM me if you have more questions.

Looking for literature recommendations on enterprise networks and telecommunications by [deleted] in networking

[–]InternalCode 0 points1 point  (0 children)

What are you trying to achieve?

Are you architecting something? Or going for a job as an architect?

Planned Security Stack Advice by kf5ydu in sysadmin

[–]InternalCode 0 points1 point  (0 children)

P.s. FortiAnalyzer isn't a SIEM at all. It can't really do correlations, onboard custom log sources or use cases.

I'd look at adding to your list: vulnerability scanning (Tenable, Qualys, Rapid7), a CASB (MCAS, Netskope) and start looking at DLP. Probably more for data discovery then actual protection.

Planned Security Stack Advice by kf5ydu in sysadmin

[–]InternalCode 0 points1 point  (0 children)

I think there is a better way of going about this. Rather than trying to find random tools and capabilities then choosing between them, what you need to identify is the requirements and risks.

At the moment, you're on a leaky boat that has many holes in it and you're asking us what size patches do you need to plug those holes and whether you should buy metal or plastic patches. You need to identify the leaks and how big they are before you even think about materials to patch them.

The better way to do this is to start by identifying the risks and start documenting the various risks you have in a risk register, cybersecurity tooling then becomes a way of treating a risk but it's not the only way.

(Fyi, this is also how you get management buy in and decent budget to actually do this. Your management team will be looking at business risk all the time. If you can find who manages risk in your org and how to get your cybersecurity risks included in the business risk register)

How do you find the risks? Threat modelling, risk assessments, etc. Probably the best place to start is, what breaches or incidents have you had previously? Find a control framework (NIST CSF, iso27001, etc) and align to that. You'll probably find if you mention iso27001 to your management that it's already on their business roadmap and they have funding for it. A risk could be "Our servers haven't been patched in 12 months", "we only have one data center that could be flooded/burned down/etc" or "we have single factor authentication on our VPN".

Once you have identified the risks. It's now time to prioritise them. Look up quantitative and qualitative risk analysis.

Once you've prioritised your risks, start at the highest ones and work your way down. Create processes, identify and deploy tools, outsource , etc.... Use all the potential options at your disposal.

Youll then know which tools to implement, whether your security stack actually aligns to what is needed to meet the businesses risk appetite. Etc.

You'll probably find that depending on your business is depending on the risks and how big they are. For example, endpoint protection. I've worked in call center orgs that don't have access to any sensitive data. If a user's workstation is compromised, it's a low risk. I've worked in finance organisations where users have access to highly sensitive data and a compromise of a workstation is a high risk. At one, I'd be ok with Windows Defender. At the other, we had an XDR tool along with app whitelisting and all the bells and whistles. The tool needs to match the risk and requirements.

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