I watched her first interview a few weeks ago. She totally improved on everything and is ready for the role. I just kept smiling while watching her. 👏👏👏
21:32 *My answer* ‘Thank you for bringing up this important topic- given that non- compliance is the most important risk factor. Forget gamifying. What I will [notice ‘will’, not ‘would’] produce the audit report and wave at them a stick with an appended sack and, thus, provide a visual representation of the origin of the expression ‘to get the sack’. Because different people have different learning preferences, some being kinaesthetic, I would ask them to pass the stick from one to another. Hands on experience helps embed the message’.
27:13 *Me* ‘I know. In preparation for this interview I have gathered intel from your website. Your policies suck. I can tell you what you could do to improve your security posture, but you will have to pay me big bucks to tell you how to remedy them’.
32:37 *Me* ‘Thank you for giving me this opportunity to ask questions. Before that, may I suggest you grab a coffee, pen and paper? The interview only now starts. 1. Do you know why your organisation is so vulnerable? 2. What remedial actions have you tried to implement/ implemented, and why were they ineffectual? 3. How do you support staff? 4. Why should I work for you, given that your testing potential employees is so dreadful? If you are so crap at testing potential sources of vulnerability, what does that say about your way of identifying and plugging holes in your security systems and processes architecture? The Titanic had fewer holes than your whole system. 5. Most importantly, why should you have data security? What for?’ Everyone would fail to answer me the last question as they would mumble the usual ‘protect data, this legislation, business continuity, this and that ISO, this and that policy, etc’. Wrong answers all of them. You do all these things because it’s beneficial for the people. Your employees whom you protect against their own carelessness and downright stupidity. The clients or, if you work in a governmental organisation, the Johns and Marys that make up the population of the country you are supposed to serve. Last, but not least, protect your interests, you fools who are whatever bosses (if your organisation does something wrong, whose revenue and reputation will suffer?). I terminated interviews in my life when I realised that I was wasting my time with the interviewers. I am, largely speaking, unemployable, and that’s not because I have a hidden disability that makes me have no filter. It’s just that I’m sick and tired of seeing so much vulnerability that people just refuse to see and address, and I am even more sick and tired of saying ‘I told you so’. Last, but not least, yes, apply Zero Trust policy and test me, but do it well, not phishing for psychometric data in an amateurish way. Test me. But don’t test me. FFS 🤦♀️
30:22 *My answer* ‘Forget tools and questionnaires. The audits are accurate only for one second after you have gathered the information (2 seconds after that an employee clicked on a phishing link). The risks associated with using third parties is a systemic one, part and parcel of the organisational cultural model “let’s delegate because we can’t be arsed to attract, train, and retain in-house loyal staff which would be a very good investment with financial returns, in addition to good staff morale and no- cost incentivisation. And, yeah, methinks that a loyal, gelled team would be more careful with the organisation’s data. You would take me as your employee because I talked the (thoroughly boring) talk, I told you what you wanted to hear, even though I am indicating very clearly that all I want is to gain skills and bugger off in 6 months, leaving you needing to look for another candidate who will frog his or her way through your organisation, leaving you to spend money again on recruitment”.’
28:13 No. Professional integrity. I would say ‘The integrity of the data [‘CIA’ may or may not be, in this video, referring exclusively to data integrity]’ principle is broken by broken people with no personal integrity’.
12:16 Don’t be fooled and think strategically. AI is here but not for long. It’s a vulnerability that is fooling the fools. Mention it in an interview but learn as if there is no AI. Pen and paper, think for yourselves, study and work the hard way, get broad knowledge and skills- this will prepare you for the post- AI era that will follow after the hyper-inflated technological bubble will burst (I don’t give it even 10 years).
12:44 😃 Man, you, as a prospective employer, have failed the interview before even starting it. Yes, you read that right- a prospective employer gives an interview with a candidate as much as a candidate gives an interview with an employer. Have some standards.
6:44 Using that image is quite disrespectful. This young lady is Black and she is a woman. You may have other young Black ladies who aspire to get jobs in sectors that might have been inhabited (so to speak) traditionally by white males. I, personally, could not care less about anything else than the person’s personal and professional qualities, but I am atypical in this world that is full of prejudices against Black people, White people, disabled people, etc. On another note- does anyone provide training for the employers to make them less stupid and see any existing potential behind a candidate’s poorly written CV and/or a less impressive interview? I would not want to work for a company that chooses its candidates according to what a dumb AI says. Getting a job should not be selling yourself like a slave to a master who throws you promises of good salary and some perks.
I watched her first interview a few weeks ago. She totally improved on everything and is ready for the role. I just kept smiling while watching her. 👏👏👏
21:32 *My answer* ‘Thank you for bringing up this important topic- given that non- compliance is the most important risk factor. Forget gamifying. What I will [notice ‘will’, not ‘would’] produce the audit report and wave at them a stick with an appended sack and, thus, provide a visual representation of the origin of the expression ‘to get the sack’. Because different people have different learning preferences, some being kinaesthetic, I would ask them to pass the stick from one to another. Hands on experience helps embed the message’.
This is allstar candidate, not only well prepared but also know her things 😊. Hopefully I can work hard and speak like she does.👏
This was so incredible. She crushed this!
Thanks, she did amazing
She did amazing!!!!
Really excellent delivery
Tell me you got the job without telling me you got the job
27:13 *Me* ‘I know. In preparation for this interview I have gathered intel from your website. Your policies suck. I can tell you what you could do to improve your security posture, but you will have to pay me big bucks to tell you how to remedy them’.
Where do you attend conferences!?
32:37 *Me* ‘Thank you for giving me this opportunity to ask questions. Before that, may I suggest you grab a coffee, pen and paper? The interview only now starts.
1. Do you know why your organisation is so vulnerable?
2. What remedial actions have you tried to implement/ implemented, and why were they ineffectual?
3. How do you support staff?
4. Why should I work for you, given that your testing potential employees is so dreadful? If you are so crap at testing potential sources of vulnerability, what does that say about your way of identifying and plugging holes in your security systems and processes architecture? The Titanic had fewer holes than your whole system.
5. Most importantly, why should you have data security? What for?’
Everyone would fail to answer me the last question as they would mumble the usual ‘protect data, this legislation, business continuity, this and that ISO, this and that policy, etc’. Wrong answers all of them.
You do all these things because it’s beneficial for the people. Your employees whom you protect against their own carelessness and downright stupidity. The clients or, if you work in a governmental organisation, the Johns and Marys that make up the population of the country you are supposed to serve. Last, but not least, protect your interests, you fools who are whatever bosses (if your organisation does something wrong, whose revenue and reputation will suffer?).
I terminated interviews in my life when I realised that I was wasting my time with the interviewers. I am,
largely speaking, unemployable, and that’s not because I have a hidden disability that makes me have no filter. It’s just that I’m sick and tired of seeing so much vulnerability that people just refuse to see and address, and I am even more sick and tired of saying ‘I told you so’.
Last, but not least, yes, apply Zero Trust policy and test me, but do it well, not phishing for psychometric data in an amateurish way. Test me. But don’t test me. FFS 🤦♀️
30:22 *My answer* ‘Forget tools and questionnaires. The audits are accurate only for one second after you have gathered the information (2 seconds after that an employee clicked on a phishing link). The risks associated with using third parties is a systemic one, part and parcel of the organisational cultural model “let’s delegate because we can’t be arsed to attract, train, and retain in-house loyal staff which would be a very good investment with financial returns, in addition to good staff morale and no- cost incentivisation. And, yeah, methinks that a loyal, gelled team would be more careful with the organisation’s data.
You would take me as your employee because I talked the (thoroughly boring) talk, I told you what you wanted to hear, even though I am indicating very clearly that all I want is to gain skills and bugger off in 6 months, leaving you needing to look for another candidate who will frog his or her way through your organisation, leaving you to spend money again on recruitment”.’
28:13 No. Professional integrity. I would say
‘The integrity of the data [‘CIA’ may or may not be, in this video, referring exclusively to data integrity]’ principle is broken by broken people with no personal integrity’.
You didn't make Soso dance 😂😂
12:16 Don’t be fooled and think strategically. AI is here but not for long. It’s a vulnerability that is fooling the fools. Mention it in an interview but learn as if there is no AI. Pen and paper, think for yourselves, study and work the hard way, get broad knowledge and skills- this will prepare you for the post- AI era that will follow after the hyper-inflated technological bubble will burst (I don’t give it even 10 years).
12:44 😃 Man, you, as a prospective employer, have failed the interview before even starting it. Yes, you read that right- a prospective employer gives an interview with a candidate as much as a candidate gives an interview with an employer.
Have some standards.
6:44 Using that image is quite disrespectful. This young lady is Black and she is a woman. You may have other young Black ladies who aspire to get jobs in sectors that might have been inhabited (so to speak) traditionally by white males.
I, personally, could not care less about anything else than the person’s personal and professional qualities, but I am atypical in this world that is full of prejudices against Black people, White people, disabled people, etc.
On another note- does anyone provide training for the employers to make them less stupid and see any existing potential behind a candidate’s poorly written CV and/or a less impressive interview? I would not want to work for a company that chooses its candidates according to what a dumb AI says. Getting a job should not be selling yourself like a slave to a master who throws you promises of good salary and some perks.