Enterprises are struggling to find the right talent to safeguard their networks; therefore, they must change their mindsets and begin recruiting talent from non-traditional backgrounds to ensure they have the "right" person on their SOC team.

When the General Data Protection Regulation (GDPR) was enacted more than a year ago, it was far reaching, and many organizations were caught off guard because they thought it didn’t apply to them. But in fact, it did. Now the California Consumer Privacy Act (CCPA) is about to go into effect.

Anxious feelings towards facial recognition can, if unchecked, reach a point where they undermine common sense and our ability to leverage new technologies in the protection of the innocent and prosecution of the guilty.

From an employer perspective, hiring top security talent for your team can be a challenge. As a hiring manager, you need to understand how to best select and leverage a search firm to support your efforts.

Many of the positions I held in my corporate security career relied on my ability to accurately assess an individual or an event.

Last month in this space I wrote a piece on resume creation that was aimed at security job seekers.

The confluence of social media, digital mobile devices, sensors and location-based technology is generating unprecedented volumes of information about society and individuals.

A resume is much more than the documentation of your employment, education and experience.

A bipartisan bill proposed last month by New York representatives Kathleen Rice (D) and John Katko (R) would require members of Congress to receive annual cybersecurity and IT training.