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Healthcare Industry Unprepared for Cyber Attacks and here’s why…

Healthcare Industry Unprepared for Cyber Attacks and here’s why…

Healthcare industry unprepared for cyber attacks as the cybercrime threat landscape for medical devices and electronic health records is evolving at unprecedented rates.  The malicious intent of financially motivated or state-sponsored cyber-criminals was best served by victimizing financial institutions, power infrastructure and the business sector. The sheer wealth of profitable consumer information stored within the servers and IT networks powering these industry segments attracted attacker interests for decades. At the same time, these industries are investing vast resources to strengthen their security posture. Cybercriminals pursuing easier targets are aiming for the healthcare industry instead, where a similarly vast deluge of sensitive personally identifiable information powers increasingly digitized healthcare services from less-secure network infrastructure.

Inherent Loopholes as Healthcare Industry Unprepared for Cyber Attacks

Healthcare institutions excel in medical practices but are inherently prone to security attacks. 2017 might have seen only a limited number of successful attacks, but make no mistake that the healthcare industry unprepared for cyber attacks is a very real threat, and here’s why:The future of healthcare centers is paperless medical practices. Digital patient information stored in network-connected servers is a recipe for disaster unless strong security defense capabilities are in place to ward off sophisticated cyber-attacks. And that’s precisely the problem with the healthcare industry unprepared for technology adoption.

While the government and the industry is pushing to embrace Electronic Health Record (EHR) systems, the same attention is not given to invest in strong security solutions, technologies, and processes across the widening industry of healthcare institutions, hospitals, surgery centers and EMR/EHR management providers.

Equating Compliance to Security: Global regulatory authorities enforce strict laws to ensure security of digital health records and electronic systems used in the healthcare industry. However, these laws are designed to establish and maintain a minimum standard of security capabilities and practices. The risks could be far worse and varied. Therefore, the healthcare industry unprepared for cyber attacks by maintaining compliance standards such as HIPAA do not translate into strong security capabilities.

Lack of Security Awareness: A significant proportion of life-threatening spearphishing and ransomware attacks are designed to exploit the human element. Random clicks to malicious links by unsuspecting workforce in the healthcare industry cost millions of dollars in damages. Inadequate workforce education and training on maintaining security of digitized records and new healthcare technologies is prevalent in the industry considering the simple root causes of these costly attacks.

Lack of Resources: Many healthcare institutions do not operate on the same IT security budget in comparison with financial and business organizations. A recent conducted by The Ponemon Institute finds healthcare organizations rate their ability to defend against cyber-attacks at a meager 4.9 out of 10.

Outsourcing May Alleviate Healthcare Industry Unprepared for Cyber Attacks

Healthcare institutes work to excel in the services they have to offer, and tend to outsource critical healthcare IT operations. These IT service providers are subject to strict regulations including HIPAA, whereas healthcare organizations cannot accurately assess the risk of business associates or ensure security of Protected Health Information (PHI) shared with them.

Personal Cyber Security Has Now Become More Personalized

Personal Cyber Security Has Now Become More Personalized

Cyber-attacks are amplifying across the globe.  Personal cyber security is important as not only have they becoming more frequent, but they are also impacting a wider band of digital terrain. A single worm, like WannaCry is capable of infecting countless systems in numerous ways, from email accounts to personal data to service disruptions and other critical disturbances. The impact and frequency has led to billions of dollars’ worth of damage, to include lost productivity. Damage to an organization’s reputation is not even calculable.

Budgets are growing tight due to the continued cost of cyber security protections and investigations. While this regularly effects large organizations, small to mid-size businesses are also seeing an increase in cyber-attacks. Hackers are turning toward smaller targets because they are less likely to have secure infrastructure and even less likely to know they are under attack. A worm or virus can sit in a computer system for months and without an in-house IT team, small businesses are especially vulnerable.

Personal Cyber Security Thwarts Hackers

A target that is even smaller than a small business is you. Personal cyber security is becoming more relevant as hackers seek out any vulnerability. But if small businesses can’t even afford an IT team, and if large organizations are finding their budgets shrinking due to cyber security costs, then how can an individual protect themselves?Personal Cyber SecurityCompanies like Rubica are offering personal cyber security options that protect individuals, and the businesses they own or work for, from cyber-attacks by providing easy-to-use and affordable cyber security options.

I rarely recommend any company’s products or services, but Rubica has options and features that warrant a serious look by executives and Board members alike.

Far too often individuals do not adhere to security protocols because the protocols are too complicated or time-consuming. People take short-cuts to avoid tedious passwords or log-in requirements.

Doing so on your personal device is risky, but when your personal device is also synced to business applications results can be catastrophic. By providing employees with personal cyber security features, Rubica protects individuals and businesses.

Some of Rubica’s defining features include its mobile ready app that can be downloaded on desktops, tablets and smart phones. There is no need to install hardware or receive staff training on its use. The app is backed by Rubica’s signature concierge service. The cyber ops team is on call at any time. But users rarely need to contact Rubica since the security app and service does its work without the user even knowing.

Personal Cyber Security Solution by Rubica

Rubica’s cyber ops team provides personal cyber security to any user who has downloaded the application. Once downloaded, the cyber ops team is able to monitor your data, identify threats and alert you when necessary. By paying attention to personal behavior patterns, the team is able to deduce when an imposter has entered a network.

If the idea of data and behavioral monitoring is not a price you are willing to pay in exchange for personal cyber security, then don’t worry. Rubica can be turned on and off. Users are able to access the app and view activity graphs, review investigated events and ask Rubica staff questions about their data or any ongoing threats. Rubica’s personalization means that your personal cyber security choices just got more personal.

Require the rolodex and expertise of an executive search team?

NextGen has a solid track record in identifying and recruiting “A players” – the top 14% of the workforce that produces 8 to 10 times more than even “B platers” – AND these “A players” exist at every level from lead software developer to cyber analyst to Director of business development to VP of Cyber Counterintelligence and much more.  We recruit for red, blue, and purple teams for cyber defense contractors and DoD as well as private sector cyber security needs.

 

Facing New Cyber Warfare Tactics – Implement CCI Methods

Facing New Cyber Warfare Tactics – Implement CCI Methods

Cyberspace is an official battlefield for almost a decade in many states. According to a series of data breach investigations report (2013-2016) of Verizon facing new cyber warfare tactics, despite cyber criminals remain a major actor category in causing data breaches, the significant participation of nation-states and state-affiliated groups in cyber-operations is not to be underestimated.

The operators in the latter category do not simply target short-term monetary gain, but in-depth and persistent penetration to attain strategic objectives, notably the advanced persistent threat (APT). Our businesses, government, and military are facing new cyberwarfare tactics used in economic espionage, geopolitical campaigns and remote sabotage attempts. High profile events in recent years ranging from the Chinese APT1 eavesdropping over 140 international companies, Russian APT28 implementing asymmetric warfare against Georgia and Ukraine between 2008 and 2014, to the DNC email hacking in the recent US presidential election and Olympic Games (Stuxnet) sabotage incident in 2010, contribute to the rapid development of cyber intelligence landscape.

Methods in Facing New Cyber Warfare Tactics

Thus, in this troubled water, not only the digital assets and intellectual properties of private companies are under constant surveillance of ​cybercriminals but also public critical infrastructures and new Internet of Things connected data and devices are at stake. Highly skillful and resourceful actors enthusiastically collect intelligence through sophisticated hacking tools, computer worms and network mapping technologies.This intelligence collection empowers malicious actors to succeed in striking companies and governments. One key underlying factor for successful risk mitigation is not only to catch up with the ‘hardware’ technological advancement, but also the software in facing new cyber warfare tactics to analyze the pattern, identity and objectives of the intruder so as to effectively counterstrike intelligence collection of the adversary.Facing new cyber warfare tactics by implementing CCI methodsThus, adopting military doctrines such as decoy, deception and deterrence to detect and mitigate cyber risks becomes a valuable cyber counterintelligence (CCI) strategy for both private companies and states. In the tactics, techniques, procedures (TTP) guidelines implemented by the U.S. Department of Defense (DoD) Joint Chiefs of Staff, at least four major intelligence collection methods can be identified in cyberspace. Intelligence can be collected through human (HUMINT), open-source (OSINT), signal (SIGINT) and geography (GEOINT).Based on these notions, the security researcher, Robert Lee, suggests two approaches to apply these concepts in CCI policy making: defensive CCI and offensive CCI.The former recommends regular red team assessment to evaluate both internal network vulnerabilities and external threat landscape. The latter is about setting up honeypots and sock puppets to interact with the adversary so as to achieve deception and delay effects. Both approaches require a comprehensive understanding of the internal networks, operations and procedures about one’s own organization. Ideally, one optimal CCI employment involves a mix of active and passive intelligence gathering to understand the potential adversaries.

Assessments in Facing New Cyber Warfare Tactics

In other words, it implies the hybrid application of conducting internal and external assessment as well as interacting with the intruders. Hence, the organization can be better prepared in facing new cyber warfare tactics by drafting its response plan and internal policies with more concrete scenarios, evidence, and more significantly, grasp of the tactics of the adversary.

In addition, internal analyst and general employee training is a prerequisite for the successful implementation of CCI strategy. On the one hand, improving the security awareness of general employees is an important, yet underestimated, means to prevent initial network compromise. For example, the victims of APT1 mostly started by falling prey to spear phishing which eventually caused successive large-scale data breaches. Educating employees to be cautious of unverified and false web information addresses the most vulnerable human factor in cybersecurity trust chain.

In other words, it implies the hybrid application of conducting internal and external assessment as well as interacting with the intruders. Hence, the organization can be better prepared in facing new cyber warfare tactics by drafting its response plan and internal policies with more concrete scenarios, evidence, and more significantly, grasp of the tactics of the adversary.

In addition, internal analyst and general employee training is a prerequisite for the successful implementation of CCI strategy. On the one hand, improving the security awareness of general employees is an important, yet underestimated, means to prevent initial network compromise. For example, the victims of APT1 mostly started by falling prey to spear phishing which eventually caused successive large-scale data breaches. Educating employees to be cautious of unverified and false web information addresses the most vulnerable human factor in cybersecurity trust chain.

On the other hand, the training of in-house analysts has to be rigid and unconventional. They must be able to identify, evaluate and distinguish accurate intrusion data to defend the organization. Putting themselves into the adversary’s shoes is a crucial perspective to anticipate the interests, objectives and strategies of the intruder. It also prevents them from being misled to well-crafted falsified data.

To optimize the performance of the duties of in-house analysts, a number of emerging cybersecurity vendors in deception technology like TrapX, Attivo and Cymmetria develop products and solutions adapted to this specific need. Through setting up decoys and buffering zones such as honeypot servers, sandbox and other buffering mechanisms, the defending organization can maximize the counterintelligence efforts to study the attacker.

In conclusion, adopting CCI perspectives in facing new cyber warfare tactics is an imminent issue for companies and governments to cope with constantly evolving and sophisticated cyberattacks. After all, the information security solutions of major vendors in the market target a more general public having relatively less security challenges than institutions dealing with multi-billion digital assets, IoT networks, and critical infrastructure. Installing ubiquitous anti-virus/ spyware detection software is the earliest phase in defending one’s institution.

In case of constant aggressive network breaches that their existing cybersecurity solutions and internal policies are ineffective, even defenseless, against the adversary, it is time to consider integrating CCI tactics and perspectives into the institution’s cyber defense strategy.

If the states are involved in attacking private entities, for what reasons companies should not introduce CCI to their management?

Whether you are a manufacturer, hardware or software vendor, or defense contractor, you Must have the best talent available who has a TSI and /or active security clearance to work in cyber defense and cyber counterintelligence.  NextGen has served companies with identifying and recruiting cyber analysts, red / blue / purple team engineers, and more.

 

Increasing New Hire Productivity Self Development & Mentoring

Increasing New Hire Productivity Self Development & Mentoring

Increasing new hire productivity requires making sure the new employee can hit the ground and produce.  Behavioral assessment (sometimes referred to as “Psychometric Testing”) has become increasingly recognized as a valuable source of information when making hiring decision.

There is a wealth of data to demonstrate that using behavioral assessment in conjunction with sound, responsible recruitment methods reduces employee turnover, and it’s quickly becoming standard practice for many employers and recruiters.  But by and large behavioral assessments are not used properly.In addition, is it really worth the additional time and expense? In the current economic climate is behavioral assessment REALLY an essential for your next recruitment campaign?

The answer is:  YES with a CAVEAT. towards Increasing New Hire Productivity

Increasing New Hire ProductivityHere are three points why increasing new hire productivity works when behavioral assessments are used properly.  What is a general consensus among most companies is this usually involves a questionnaire that asks the candidate about their opinions, preferences and priorities.

Based on the results, and by comparing the answers against years and years of historical data and expert analysis, the individual’s attitudes and behaviors can be extrapolated.

Behavioral reports can include information such as preferred working environment, how they respond to tight deadlines, preferred management style, approach to selling, and much more.

If you’re skeptical, ask one of your employees – preferably one you’ve known for many years – to take an assessment. You’ll likely be surprised at just how inaccurate the results are.

1. Defining the Role Fit and Team Fit = Increasing New Hire Productivity

Figuring out exactly the kind of candidate you’re looking for and creating a job description to match can be a time-­‐consuming headache. But a simple survey of the stakeholders of the role (direct report, internal customers, the top employees already in that team the new hire will work within) can then be put into a Composite survey that will produce a detailed description of the ideal characteristics you’re looking for, many of which can be inserted straight into your job description.  There is virtually no scientific proof that performing a behavioral assessment of candidates alone will result in a “good hire”

To be successful in evaluating candidates and making the right hire so that increasing new hire productivity is the goal, once you know they fit the role in terms of tangible skills, education, and experience, but t,he fact that 46% of all new hires fail within the first 18 months, according to Leadership IQ, it is vitally important to measure the intangibles in the role fit and to assess the candidate’s impact on team dynamics.  And here is where so many Hiring Managers make a HUGE mistake.  The one-size-fits-all “corporate culture” is used to assess candidates across the board.  But the truth is that ALL teams are unique and EACH has their OWN CULTURE which may align in some ways with the corporate culture statement.  An accurate behavioral assessment of a potential candidate is when it is measured against  the team composite profile.  In particular, you need to measure

  • Values and Motivations and how the potential candidate’s views and needs impact  team dynamics
  • Relational Communications Traits – how the candidate is able to listen as well as sell his/her ideas to the team
  • Conflict Resolution Skills – many of post Baby Boomers were not taught this skills, so training is essential if hiring
  • Decision Making Traits –  can he/she make a valued fast decision or do they delay and waiver inconsistently?

2. Conducting Fewer Interviews

A resume or LinkedIn profile can somewhat tell you whether a person has the ideal qualifications and job history but usually it’s impossible to tell if a person has the right attitude and accomplishments until you interview them. Behavioral assessment done the right way, on the other hand, can provide you with that information in a fair and objective fashion. So if, for example, you have 7 candidates that look great on paper, a team fit and role fit scientifically based assessment can help you reduce that shortlist to a more manageable number, and leave you with a much faster interview process.

3. Customized Mentoring / Coaching = Increased New Hire Productivity

Quick assimilation – faster or rather increasing new hire productivity and longer retention.  It’s the goal for EVERY Hiring Manager.  An often overlooked feature of team fit and role fit profiles and behavioral assessments is its ability to tell you the training and management styles to use to get increased new hire productivity.  Getting your new recruit up to speed quickly and making them feel comfortable in the role is not only a time saver but it also reduces the expenses incurred through downtime.

We’ve already mentioned the fact that behavioral assessment reduces employee turnover, but have you ever stopped to consider just how expensive and time consuming it can be to  replace a bad hire?   Aside from the fact that you have to spend time and money, repeating the recruitment process all over again, you also have to repeat the expense of on-boarding and assimilation for the eventual replacement.

And it’s almost impossible to put a price on the potential for lost business and the reduced employee morale that occurs while the position remains vacant. Although prices vary quite a bit, the average cost of behavioral assessment is often far less than employers imagine. And any one of the above four points would more than justify the additional, modest investment.

But put these three elements together and you have a potential saving of time and money that represents tens of thousands of dollars.  Especially in consideration of reducing employee turnover.   So, the question is not whether you can afford to use behavioral assessment. The real question is…  Can you afford NOT to use behavioral assessment?

NextGen Global Executive Search – Increasing New Hire Productivity

Get an inside look at how NextGen uses this behavioral assessment with award winning Leadership Vault Recruiting process.  NextGen Executive search provides retained and engagement recruitment services for clients who build and service aerospace power systems, UAVs, drones, and stealth tech; artificial intelligence, machine learning, and augmented reality; cyber security and cyber defense; industrial automation, robotics, industrial power system, renewable energy, and fossil generation; medical devices and electronic health records; mobile networks, digital media, embedded wireless, IoT, and cellular  infrastructure.  Compare our search process and fees compared to other search firms by clicking the image below or contact us today.

 

Screening Candidates for Team Fit is BETTER than Corporate Culture Match

Screening Candidates for Team Fit is BETTER than Corporate Culture Match

Screening candidates for team fit is more fruitful and accurate than corporate culture match. Work is a lot like life in general in that screening candidates cultural fit is what many strive for.  While it is a lofty goal, it is also a bit of star Trek wishful thinking that all will be well in the universe and a perfect hire will happen.

 In life, we tend to mingle with people who are quite like ourselves. As an individual, a person would usually be drawn to another who expresses similarities, in language, music, and style are among the things. In a few words: we are attracted to the same culture. The same goes for the business world.

Companies have a selection process where they usually look for candidates who share the same values and methods of their organization, i.e corporate culture. Screening candidates for team fit takes more work but in the end it is about the performance of the team and the impact the individuals being considered for hire will impact team dynamics.  Each team has their own culture.  And teams are made up of individuals.  If everyone thinks the  same and has the same corporate culture and process methods philosophy, their is no innovation, no challenge to different thoughts as everyone is robotic in their thinking.

And cultural fit should not be mistaken for one’s own prejudice. A candidate should be hired based on how they would make a positive impact on the team he/she will work within and how that in the end would be beneficial for the company without clashing with other employees and while at the same time maintain demeanor. If these are met  y assessing team fit instead of culture fit,  then that new hire is likely to fail.

Screening Candidates for Team Fit is Essential to Team Success

While cultural fit can be discerned in the screening process, whether the candidates fit the team he/she will work within is one of the main purposes of utilizing psychometrics to asses a candidate’s impact on team dynamics.  The major problem is the reliance upon one-way behavioral testing that partially measures a potential candidate’s potential behavioral patters, values, and motivations, but fails to take into account the team composite regarding relational communications style, decision maing and conflict resolution skills, and leadership/management style.

Many feel that in  a panel interview they can discern within a few hours how a candidate will impact team dynamics and weigh heavily on Human Resources to provide the behavioral assessment.  the interaction established in the interview exhibits the candidate’s credentials to accomplish the job and an essential fit needed to perform efficiently within the role, but cannot measure team fit.

Behavioral interviews are often used; unfortunately, the standard practice does not work well. Organizations need to measure a candidate’s behavioral profile against the composite reading of the team’s behavioral profile. This type of psychometric measurement combined with the in-person interviews can accurately tell how the candidate’s approach and conduct are compatible with the ones practiced within the team, as well as within the company.

According to Entrepreneur, Corporate culture is “a blend of values, beliefs, taboos, symbols, rituals and myths companies develop over time.” In itself, a company has their own identity within its workforce and it greatly varies from one organization to another. Within a company, it is common that different people are working together.

Screening Candidates for Team Fit Means a Good Hire

Screening candidates for team fit assures that teamwork is common and important in a corporate setting. Employees who value working with peers and acknowledge the input of various ideas is most likely to work well in an organization that puts emphasis working in teams. Working with others is an important part in business organizations. However, when an employee prefers to work alone, he or she might be a good cultural fit in an organization that is more inclined in working in teams.Screening candidates for cultural fit and team fit also measures the capability of an employee to embrace diversity and exhibits no qualms in working in an organization that is compatible to their own set of principles and ideals. Companies need to recognize and employ candidates who exhibit these traits. Employees who are happy in their work environment tend to perform better and stay longer.

Despite the diverse personalities within a workforce, a company needs to find balance in shaping their work culture that will assure its accomplishment. Working in organizations would mean meeting a lot of people with different backgrounds. Both cultural fit and team fit emphasizes an employees’ abilities in and characteristics that can contribute to the success of the company.

A Recruitment Process Unmatched

NextGen’s award-winning Leadership Vault search process begins with the Discovery step where the objectives of teh role, how a candidate will use their skills, team dynamics, and value proposition are determines.  The target candidate profile includes researched competitor and company targets followed by documenting accomplishments, relative KPIs, depth of industry / customer relationships, and scientifically based team fit analysis.  Success based recruitment fees where majority is based on acceptable deliverables and the actual hire.  Backed by a custom onboarding plan and a 24 to 36 month replacement guarantee and a retention rate of 93% of our placements are working for same client at 3.5 years of service with 72% in 5 years.  You should expect NOTHING LESS than hiring an “A player” when you pay a recruitment fee.

 

Education Bubble Shortage of US born Engineers for High Tech

Education Bubble Shortage of US born Engineers for High Tech

It’s a very tough market in electrical and computer engineers for companies that provide security applications, Ai, IoT, and aerospace products.  Under rules from FAA and ITAR to FCC to ITAR to DoD, the education bubble shortage of US born engineers is evident.  Requiring US citizenship or green card (permanent residence status), real unemployment nationwide across all industries is still high.

First we need to understand the reality of the education bubble.  In the USA, the primary reason we have a decline in economic power is that since the 80s we have moved from real education in science, history, english, writing, and mathematics to “social awareness” and social justice teaching.

As such, we produce a declining number of electrical and computer engineers for four decades – especially USA natives. Want proof the education bubble is worsening?  Graduates numbered 14,584 in 2004-05, but declined to 14,209 in 2005-06 and 13,783 in 2006-07. Master’s degrees also dropped in the same time period, recording a significant decrease from 41,087 in 2004-05 to 38,451 in 2005-06, followed by a smaller decrease to 37,320 in 2006-07.

 

Education Bubble Creates Shortage of US born Engineers

 

Enrollment of U.S. citizens in graduate science and engineering programs has not kept pace with that of foreign students in those programs as new foreign student enrollment for 2008-2009 increased by approximately 16.0% from the previous academic year.  Since the federal government took over education with the Department of Education in 1979, our elementary schools and high schools have declined and at the university level the education bubble is worse.

The Education Bubble shortage of US born engineers exists due to this social engineering. The education bubble has come about doe to the federal government’s free-spending ways.  We re broke as a nation and cannot continue to give student loans to those whose GPA is not deserving.  And like my family did for me and my siblings, it is a parent’s sacrifice and savings to put a kid through college.  Or going to school at night while working full time like my father did.

Or going via the GI Bill by serving in the military.  Or busting your butt in 2 years of community college like my own son did (who then received full scholarships for bachelor and master based upon his grades) who then achieved a PhD in Space Physics.  He soundly defeats the issues in the education bubble.

Reasons for the Education Bubble Shortage of US born Engineers

 

Education should be about Learning and Competition

The education bubble shortage of US born engineers exist due to a failure to deal with real life in educating our children.  Just as in life there are winners and losers –  and no one should receive a trophy just because they tried.  And if you did not win, so what?  I was taught to keep trying.   And I spent 2-3 hours a day in homework from elementary all the way through high school.   In elementary and high school  we were encouraged to join clubs and be involved.  Me –  I chose football and Key Club.

Those two things taught me competition, being a team player, and giving of my time to my community.  With fierce competition and high education standards, we had no education bubble.   And the focus on high academic standards prepared me for college.  Today our schools focus on “feel-good” social engineering and teaching children political and social correctness rather than the 3 Rs and molding children for a bright future. We need to address the fundamentals about the education bubble.

We as citizens and responsible voters can CHANGE the education bubble. Scientists and engineers today make up only 4% of US employment; even doubling their number would in itself have a modest overall impact on the economy.  It seems odd to me that for the sake of so-called global diversity, we fail to provide encouragement and programs to elevate our own minority citizens and break the bons of failing inner-city schools to allow these kids to learn STEM.  I think you’d be surprised how well inner city children in Chicago can become engineers and scientists if only provided the will and means by our academic elitists.

Rather, the point is that scientists and engineers contribute disproportionately to the creation of jobs for the other 96% of the nation’s workforce by generating knowledge, by innovating, and by establishing new companies based on that knowledge and innovation.  We can overcome the education bubble shortage of US born engineers.

First, the outlook for 2018 and beyond is worse unless we dramatically increase H1B visas.  It amazes me how often I hear “we can recruit on our own as so many people looking for work” and Hiring Managers who tell me “HR sends them garbage resumes, but the corporate decision makers have their hands tied.”

If you are in artificial intelligence,aerospace or defense systems, cyber security, industrial manufacturing or robotics, mobile digital media, broadband or mobile network operations, wireless infrastructure or IoT data  / devices / networks, you often are required by federal regulations and laws to hire US citizens or green cards due to the security clearance needed.  More so, when you need vendor-facing, or customer-facing engineers where the candidates in USA must be able to speak plain understandable English, the education bubble shortage of US born engineers is even greater.  Oddly we lead in philosophy, history, sports nutrition, social services, marketing, and law degrees.  Some of those are needed but we are woefully declining in science and mathematics (ranked 27 in the world and dropping) as the education bubble shortage of US born engineers increases.

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