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Hacking Hired - Job Hunting Vectors
- 1. Learn the System Work the Vectors Hacking Hired
- 2. Learn the System Work the Vectors Hacking Hired Please Note This information is presented with the goal of providing transparency to the job search process overall for IT Security, InfoSec, and Cybersecurity careers. The specifics for each individual are extensive factors for each search, and tied to factors such as the stage in one’s career and goals. The team at Recruit Bit Security is available to speak to discuss specifics but individuals are responsible for their own career. Also, if you have suggestions to add to this presentation, please share with us. Find our contact details at www.RecruitBitSecurity.com and we’ll help you Find the 1
- 3. $ whois /rachel harpley Founder, Recruit Bit Security 9 years in Recruiting with 5 years focused on InfoSec & IT Security • Chair, Board Member • Cybersecurity Council of Arizona (CCofAZ) • Chair, Marketing Initiatives • Arizona Governor’s Arizona Cybersecurity Team (ACT) • Member, Cybersecurity Collaborative • Greater Phoenix Chamber Foundation • Chair, Workforce Readiness • NICE RAMPS Grant 2017, AZ Statewide Cyber Workforce Consortium • Director of Communication • National Association of Women MBAs – Phoenix
- 4. Dianne Feinstein US Senator You have to learn the rules of the game. And then you have to play it better than anyone else.
- 5. Tools • Résumé • Professional Social Presence Tech • Job Boards • Online Application Systems/Software Orgs • Work styles & “culture fit” • Pay grades & litigation mitigation People • Recruiters • Hiring Managers (department/technical leaders)
- 6. Tools •Résumés Recruiters spend 6 seconds on each résumé! But when we find what we seek? Much longer!
- 7. Tools •Résumé (1/5) Consider your audience! • submitting to a person: more freedom in formatting (both type & content), a better time for “visual” resumes • submitting online: less freedom in formatting (know the tech!) - use simple styles & keywords
- 8. Tools •Résumé (2/5) Overall? K.I.S.S. • Plain Formatting (avoid text boxes) • It’s better for OCR • 0.5 inch margin throughout • White space is your friend • A simple sans-serf font • It’s easy on our eyes • Skip color, but if desired sparingly • Blue’s & Navy's test as “more trustworthy”
- 9. Tools •Résumé (3/5) TOSS *your* Objective • Make a “Summary” instead. • You’re selling yourself, what will you bring to the team as a contributor? If recent grad, be sure to share your focus areas.
- 10. Tools •Résumé (4/5) Format / Order 1. Summary Section 2. Technical Skills Summary & Certifications (bulleted list) 3. Employment History 4. Training and/or Education 5. Associations & Volunteering There’s many ways to present this.
- 11. Tools •Résumé (5/5) DATES – for work history • Be sure to include month & year DATES – for education • Stating a date range implies you “studied” without a graduation • Only put GPA if exemplary or recent grad LOTS of experience? • “Brevity is the soul of wit.”
- 12. Tools •Pro Social Presence Brand Yourself – we Google you! • LinkedIn – a whole ‘nother presentation • GitHub / GitLab • StackOverflow / StackExchange • Hackerrank • HackerOne • Hack U • Bug Bounty programs & CTFs (even if you don’t win) • Twitter, even Facebook (consider your entire digital presence) Learn about the eDiscovery industry (topics Digital Capitalism and Data Sovereignty)
- 13. Tools • Résumé • Professional Social Presence Tech • Job Boards • Online Application Systems/Software Orgs • Work styles & “culture fit” • Pay grades & litigation mitigation People • Recruiters • Hiring Managers (department/technical leaders)
- 14. Tech • Job Boards • Online Applications (ATS) The parsing technology is all very similar • Job Boards: beef up your key skills, some say to use the old trick of batch of keywords at the end of résumé • ATS: beef up the keywords from the job description to which you are applying – make sure your resume directly addresses the job description
- 15. Tools • Résumé • Professional Social Presence Tech • Job Boards • Online Application Systems/Software Orgs • Work styles & “culture fit” • Pay grades & litigation mitigation People • Recruiters • Hiring Managers (department/technical leaders)
- 16. Do some soul searching • Are you the type that thrives in a “startup” culture? • Or do you prefer the pace and regulation of enterprise? Orgs •Work styles & “culture fit” “It’s not you, it’s us.” • The interview process is a two-way street. Both parties are on their best behavior and are playing the “getting to know you” game. • Sometimes [most of the time] the candidate [you] doesn’t get to see everything going on at the company.
- 17. Orgs •(rejection) Remember you… • Might have dodged a bullet – who knows what is really going on in there. • It’s not personal – it’s business! No one enjoys being the messenger with bad news, except maybe Lord Humungus. Be nice to recruiters, they are ‘stuck in the middle with you’ and genuinely hope you find the right role for you too.
- 18. Orgs •Pay Rates “What is your target compensation?” – Every Recruiter Ever 1. Know ahead of time your minimum (consider padding it slightly) and the highest pay commensurate with your experience and roles in your market. Make it a big range, be bold. 2. Give recruiters this range and say ‘it depends on the position and what is being asked of you.’ 3. This should keep you in consideration and leave room for negotiation at the Offer Stage. * Choosing to withhold salary information may remove you from the applicant pool depending on the laws in your state.
- 19. Orgs •Pay Rates Check out the book! • “Women Don’t Ask” – it offers negotiation skills everyone can use.
- 20. Orgs •Litigation Mitigation Degree required?!? • Companies set pay grades to avoid legal trouble • Pay grades have requirements, like degrees and certifications, as a simple way to set standards and avoid lawsuits • Degrees mean more when progressing into senior leadership
- 21. Tools • Résumé • Professional Social Presence Tech • Job Boards • Online Application Systems/Software Orgs • Work styles & “culture fit” • Pay grades & litigation mitigation People • Recruiters • Hiring Managers (department/technical leaders)
- 22. Remember these people have the same goal – to hire! • Despite the vitriol thrown at “HR”, everyone generally wants the team’s success • Recruiters must play “the scapegoat” – it is part of the customer service of our role People •Recruiters and Hiring Managers
- 23. Know who you’re dealing with: • In-House or Corporate Recruiters are often called Talent Acquisition • Agency Recruiters are considered 3rd party recruiters, like an agent but working for and paid by the company People •Recruiters – two kinds
- 25. People •In-House/Talent Acquisition Corporate Recruiters • Often work a long list of job openings • Regularly see hundreds of applicants per job • Juggle corporate policy, initiatives and their internal clients aka hiring managers
- 27. People •Agency Recruiters 3rd Party Agency Recruiters (Serve from Outside) • Struggle to hear feedback (even from great clients) • Race against the clock (& competitors) • Juggle many clients (the good ones consider candidates clients too)
- 28. Two-Way Street • Keep in mind the company is selling you, so interview them as well • This topic requires its own presentation! People •Interviews
- 29. Tools • Résumé • Professional Social Presence Tech • Job Boards • Online Application Systems/Software Orgs • Work styles & “culture fit” • Pay grades & litigation mitigation People • Recruiters • Hiring Managers (department/technical leaders)
- 30. Learn the System Work the Vectors Hacking Hired Remember that each instance, each interaction is unique in some way. It’s up to you to hack it.