1 00:00:01,00 --> 00:00:02,02 - [Instructor] At this point, 2 00:00:02,02 --> 00:00:04,01 we've established that a pipeline approach 3 00:00:04,01 --> 00:00:05,07 to staffing your team 4 00:00:05,07 --> 00:00:08,04 involves a combination of expanding your talent pool 5 00:00:08,04 --> 00:00:10,09 by creating more entry level opportunities, 6 00:00:10,09 --> 00:00:12,09 in addition to finding creative ways 7 00:00:12,09 --> 00:00:16,03 to motivate and retain your mid to senior level talent. 8 00:00:16,03 --> 00:00:18,06 But where do we start? 9 00:00:18,06 --> 00:00:21,06 In my experience leaders and hiring managers 10 00:00:21,06 --> 00:00:24,01 typically spend a considerable amount of time 11 00:00:24,01 --> 00:00:25,05 determining the types of roles 12 00:00:25,05 --> 00:00:27,09 and number of resources required for their teams, 13 00:00:27,09 --> 00:00:30,09 but could often stand to be a bit more granular 14 00:00:30,09 --> 00:00:34,05 in terms of the responsibilities associated with each role. 15 00:00:34,05 --> 00:00:37,06 Before we go too far down the solution path however, 16 00:00:37,06 --> 00:00:39,00 let's take another quick break 17 00:00:39,00 --> 00:00:41,04 from the high pressure world of cyber security 18 00:00:41,04 --> 00:00:44,05 and discuss how Topsy Turvy Cake Design approached 19 00:00:44,05 --> 00:00:46,08 a similar challenge. 20 00:00:46,08 --> 00:00:49,02 Shortly after its grand opening, 21 00:00:49,02 --> 00:00:52,04 business at Topsy Turvy Cake Design was booming. 22 00:00:52,04 --> 00:00:56,01 Audrey, the owner, quickly realized she need to hire a team 23 00:00:56,01 --> 00:00:58,01 to help her manage the rapidly growing number 24 00:00:58,01 --> 00:00:59,07 of specialty cake orders. 25 00:00:59,07 --> 00:01:01,05 The high demands of the business put Audrey 26 00:01:01,05 --> 00:01:03,08 under an enormous amount of pressure. 27 00:01:03,08 --> 00:01:04,08 So she needed a team 28 00:01:04,08 --> 00:01:07,05 that could hit the ground running and fast. 29 00:01:07,05 --> 00:01:09,09 She would have very little time if any, at all 30 00:01:09,09 --> 00:01:11,02 to train new hires. 31 00:01:11,02 --> 00:01:12,06 So she targeted individuals 32 00:01:12,06 --> 00:01:15,08 that already possessed years of cake design experience, 33 00:01:15,08 --> 00:01:17,01 sound familiar? 34 00:01:17,01 --> 00:01:19,07 Audrey hired two highly specialized cake designers, 35 00:01:19,07 --> 00:01:21,04 but after a short six months 36 00:01:21,04 --> 00:01:25,00 they both left Topsy Turvy to open their own bakery. 37 00:01:25,00 --> 00:01:27,01 Their feedback to Audrey was that 38 00:01:27,01 --> 00:01:29,05 while they really enjoyed working with her, 39 00:01:29,05 --> 00:01:32,08 the day-to-day became a bit boring and repetitive. 40 00:01:32,08 --> 00:01:33,09 And at this point in their careers 41 00:01:33,09 --> 00:01:34,08 they're looking for 42 00:01:34,08 --> 00:01:38,02 more challenging, exciting and rewarding work. 43 00:01:38,02 --> 00:01:40,04 Audrey was back to the drawing board. 44 00:01:40,04 --> 00:01:44,00 Only this time, the market was much more competitive, 45 00:01:44,00 --> 00:01:46,07 so it took a lot longer to find the right fit. 46 00:01:46,07 --> 00:01:50,05 The business began to suffer and Audrey was desperate. 47 00:01:50,05 --> 00:01:53,01 She reconsidered her thoughts on hiring individuals 48 00:01:53,01 --> 00:01:54,05 with limited experience 49 00:01:54,05 --> 00:01:58,03 and ultimately decided to try and make it work. 50 00:01:58,03 --> 00:02:00,09 Audrey began her quest for hiring junior talent 51 00:02:00,09 --> 00:02:03,01 by listing the day-to-day responsibilities 52 00:02:03,01 --> 00:02:04,05 of her cake designers, 53 00:02:04,05 --> 00:02:09,01 then separating the basic low risk tasks from the list. 54 00:02:09,01 --> 00:02:12,08 Her plan was to hire a junior baker to fill those duties 55 00:02:12,08 --> 00:02:15,00 and rely on the head baker to groom them 56 00:02:15,00 --> 00:02:17,03 and give them more responsibility over time, 57 00:02:17,03 --> 00:02:19,07 based on performance, of course. 58 00:02:19,07 --> 00:02:22,08 This approach worked wonders for Audrey. 59 00:02:22,08 --> 00:02:25,00 Not only was she able to hire a junior baker 60 00:02:25,00 --> 00:02:27,00 from the local culinary school, 61 00:02:27,00 --> 00:02:29,07 but the head baker was also able to focus on 62 00:02:29,07 --> 00:02:32,09 more high value activities, such as do cake designs 63 00:02:32,09 --> 00:02:35,01 and innovative crafting techniques. 64 00:02:35,01 --> 00:02:37,05 Audrey even gained some operational efficiencies 65 00:02:37,05 --> 00:02:39,04 by implementing new processes, 66 00:02:39,04 --> 00:02:41,08 the junior baker learned in the academy. 67 00:02:41,08 --> 00:02:43,06 What's even more interesting 68 00:02:43,06 --> 00:02:46,02 is that when the head baker left Topsy Turvy 69 00:02:46,02 --> 00:02:49,06 to pursue their lifelong dream of owning a puppy spa, 70 00:02:49,06 --> 00:02:51,06 the junior baker was ready and able 71 00:02:51,06 --> 00:02:53,08 to take on additional responsibility, 72 00:02:53,08 --> 00:02:56,08 saving Audrey from having to completely start over 73 00:02:56,08 --> 00:02:59,08 as she'd done with the previous two bakers. 74 00:02:59,08 --> 00:03:03,01 The same logic applies to our security teams. 75 00:03:03,01 --> 00:03:06,02 The more granular we are with our role definitions 76 00:03:06,02 --> 00:03:08,09 the more we can lower the perceived barrier to entry 77 00:03:08,09 --> 00:03:10,08 for cybersecurity newcomers 78 00:03:10,08 --> 00:03:13,02 and begin building an internal pipeline. 79 00:03:13,02 --> 00:03:15,09 Up next, we'll review the day-to-day functions 80 00:03:15,09 --> 00:03:18,02 of a common role within a security team 81 00:03:18,02 --> 00:03:20,09 and look for opportunities to break out low risk, 82 00:03:20,09 --> 00:03:23,00 non-critical tasks.